Webster

How much you want to bet that ICE tries to raid one of these meetings?

Would love Asylum. Scared for my daughter growing up in this country right now. Realistically we'd have a hard time taking it and leaving our families, but I told my wife anything is on the table if our daughter needs it.

My wife has ARFID, and it's so hard on her. That's so interesting that you don't feel hunger, she definitely does but has a very very small list of safe foods she wants.

This exact mechanic is present in the Mistborn book series. I don't want to give spoilers because I recommend the books so highly, but I love the hard science nature of the way the magic system interacts with physics.

I manage a team of about 50. I've been in management for about the past decade. Prior to that, I was a technical lead heavily involved in hiring. I've also run multiple intern programs that hire by the dozen each summer. I've hired hundreds and been in thousands of interviews.

Ive never once seen someone hired because of the color of their skin.

I do however aggressively look for people from different backgrounds to be in my candidate pools when hiring. That can really mean anything. Mono culture is a huge detriment to the org because then everyone ends up thinking the same way. I look for people willing to challenge the status quo and bring unique perspectives while still being a great teammate.

There are probably people I've hired who normally wouldn't have gotten an interview based on their background but then were the best candidate. When I've had candidates that are equal, I've occasionally hired the one who is most dissimilar in skills/thought process/goals to my current team because that helps us grow. The decision was never someone's skin color, but their background certainly could have influenced the items I chose as my hiring decisions.

DEI is not just hiring. DEI is creating a culture where people of different backgrounds can succeed. There are so many different ways to be successful at the vast majority of the roles I hire. It's my job to make sure my org is setup so that people can be successful through as many approaches as possible. This is the part I see most often missed. If your culture only allows the loud, brash to lead, I would have missed many of my best hires over the years who led in varied ways.

Image search makes it seem like this is a weevil. I have no knowledge of bugs to be clear, but looks pretty close.

Red line appears to be total by specific percentage (maybe smoothed?)

Are you me? Currently at the director level debating a switch back to dev. Prior director in my role did the same. I actually love my boss and when I'm empowered to run my org, the work is great. But too much of my job is trying to insulate my teams from the BS and it's burning me out. But I'm not sure I'd want to give up being able to fight the BS and would eventually get frustrated by it again as a dev.

So here I am, riding it out. I know at some point politics will get me and my style of insulating my engineers will cost me my job, even though by doing so we have great productivity metrics. And being real - I think the hardest part is that by shielding my teams from the BS, I become the face for the shit that does get through so the people I fight so hard to protect often blame me for their very real complaints.

I'm not sure what's next for me, but I save everything I can because I assume that the change might not be my choice.

Intention vs Impact. I recognize that it might not be my intention and it might be fully outside my control, but I was being an ass. Being called out when I do it is good and important, because it helps me figure out next steps - how do I recover from what I missed, how do I make them feel heard, do I have the type of relationship with this person to share my ND?

Part of accepting myself as ND is being able to be called an asshole, accept I was being an asshole, but understanding that it doesn't make me a bad person and I shouldn't feel bad about it since it was outside my control but use it as a chance to figure out the best next steps.