DEI feedback survey
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Our DEI department solicited feedback via an anonymous online survey. It was mostly multiple choice with five levels of "strongly disagree" to "strongly agree" to choose from, and then two written response ones at the end. The multiple choice questions were along the lines of "do you feel valued" or "do you feel senior management believes in diversity". The written response questions were "Describe the progress the DEI department made so far", and "What can we do to further increase diversity". There was nowhere in the survey to express an opinion against DEI in principle. They are obviously scared of honest feedback. For my answer about their progress, I resisted the temptation to compliment them on the number of emails the DEI department sends.
Education is extremely important.
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I have a disabled friend who works somewhere they make a lot of noise about DEI, but the building is a long way from being disability-friendly. It's almost as if they don't really mean what they say.
I was only joking
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Some of the questions are so absurd in context. The actual discussions I'm involved in at work are technical, maybe talking about aspects of some raw signal data generated from an instrument, and how fluidics or optics or reagents might be causing differences. Then the DEI department wants to know whether "diverse" opinions are encouraged in such conversations. It's all so fucking stupid, and everybody knows it.
Education is extremely important.
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I have a disabled friend who works somewhere they make a lot of noise about DEI, but the building is a long way from being disability-friendly. It's almost as if they don't really mean what they say.
@Doctor-Phibes said in DEI feedback survey:
I have a disabled friend who works somewhere they make a lot of noise about DEI, but the building is a long way from being disability-friendly. It's almost as if they don't really mean what they say.
Get an able bodied person that identifies as disabled to go to work there. That will fix things quickly.
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Some of the questions are so absurd in context. The actual discussions I'm involved in at work are technical, maybe talking about aspects of some raw signal data generated from an instrument, and how fluidics or optics or reagents might be causing differences. Then the DEI department wants to know whether "diverse" opinions are encouraged in such conversations. It's all so fucking stupid, and everybody knows it.
@Horace said in DEI feedback survey:
It's all so fucking stupid, and everybody knows it.
Isn't that something? Everyone just knows it means non-white. People at work just want the best coworkers, regardless of melanin levels. Honestly, if I were black (sorry, Black) I would be embarrassed by all the DEI crap.
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Some of the questions are so absurd in context. The actual discussions I'm involved in at work are technical, maybe talking about aspects of some raw signal data generated from an instrument, and how fluidics or optics or reagents might be causing differences. Then the DEI department wants to know whether "diverse" opinions are encouraged in such conversations. It's all so fucking stupid, and everybody knows it.
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@George-K would love to know that. I could almost guarantee DEI costs the company lots of money. Not only through the actual administration (time and money) spent on DEI personnel and activities but also the decrease in talent. Not because of skin color but because talent is not the hiring priority.
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Never directly experienced the DEI zeitgeist in the workplace. It was only beginning to rear its ugly head when I went into semi retirement ten years ago.
What I had to endure to some limited extent, was meetings and day long seminars on Team Building in the Workplace. These time wasters appeared after the privately owned oilfield equipment company where I was working was purchased by an out of country publicly traded multinational. To those of us from the original company it was very apparent that who really needed team building training were those in management who resided in the head office abroad, or those managers head office parachuted to lead the team following the acquisition.
Buzz words and expressions like team player or team building ring hollow with me as a result of that exercise in pointless HR self justification.
Elbows up!
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@Copper said in DEI feedback survey:
It’s insurance against attracting people willing to tell them what they think.
There are a million ways in which people intent on doing things their own way aren't going to be comfortable in a large corporation. They can go into business for themselves.
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@Copper said in DEI feedback survey:
It’s insurance against attracting people willing to tell them what they think.
There are a million ways in which people intent on doing things their own way aren't going to be comfortable in a large corporation. They can go into business for themselves.
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Our DEI department solicited feedback via an anonymous online survey. It was mostly multiple choice with five levels of "strongly disagree" to "strongly agree" to choose from, and then two written response ones at the end. The multiple choice questions were along the lines of "do you feel valued" or "do you feel senior management believes in diversity". The written response questions were "Describe the progress the DEI department made so far", and "What can we do to further increase diversity". There was nowhere in the survey to express an opinion against DEI in principle. They are obviously scared of honest feedback. For my answer about their progress, I resisted the temptation to compliment them on the number of emails the DEI department sends.
@Horace said in DEI feedback survey:
"Describe the progress the DEI department made so far", and "What can we do to further increase diversity". There was nowhere in the survey to express an opinion against DEI in principle. They are obviously scared of honest feedback. For my answer about their progress, I resisted the temptation to compliment them on the number of emails the DEI department sends.
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As the company has managed to stay solvent and still in business, it would suggest that the DEI impacts have been negligible at best.
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To add more diversity, please end all DEI initiatives. Achieving “Equity” will result in a workforce that looks remarkably like every other company’s workforce, which makes our company and industry non-diverse by definition. Focus instead on excellence and achievement in the hiring process and rewarding excellence and achievement within the current staff of XXX. This will further differentiate XXX and attract a larger and more diverse talent pool.
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@Horace said in DEI feedback survey:
"Describe the progress the DEI department made so far", and "What can we do to further increase diversity". There was nowhere in the survey to express an opinion against DEI in principle. They are obviously scared of honest feedback. For my answer about their progress, I resisted the temptation to compliment them on the number of emails the DEI department sends.
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As the company has managed to stay solvent and still in business, it would suggest that the DEI impacts have been negligible at best.
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To add more diversity, please end all DEI initiatives. Achieving “Equity” will result in a workforce that looks remarkably like every other company’s workforce, which makes our company and industry non-diverse by definition. Focus instead on excellence and achievement in the hiring process and rewarding excellence and achievement within the current staff of XXX. This will further differentiate XXX and attract a larger and more diverse talent pool.
@LuFins-Dad said in DEI feedback survey:
@Horace said in DEI feedback survey:
"Describe the progress the DEI department made so far", and "What can we do to further increase diversity". There was nowhere in the survey to express an opinion against DEI in principle. They are obviously scared of honest feedback. For my answer about their progress, I resisted the temptation to compliment them on the number of emails the DEI department sends.
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As the company has managed to stay solvent and still in business, it would suggest that the DEI impacts have been negligible at best.
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To add more diversity, please end all DEI initiatives. Achieving “Equity” will result in a workforce that looks remarkably like every other company’s workforce, which makes our company and industry non-diverse by definition. Focus instead on excellence and achievement in the hiring process and rewarding excellence and achievement within the current staff of XXX. This will further differentiate XXX and attract a larger and more diverse talent pool.
Good way to get yourself put under review.
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@LuFins-Dad said in DEI feedback survey:
@Horace said in DEI feedback survey:
"Describe the progress the DEI department made so far", and "What can we do to further increase diversity". There was nowhere in the survey to express an opinion against DEI in principle. They are obviously scared of honest feedback. For my answer about their progress, I resisted the temptation to compliment them on the number of emails the DEI department sends.
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As the company has managed to stay solvent and still in business, it would suggest that the DEI impacts have been negligible at best.
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To add more diversity, please end all DEI initiatives. Achieving “Equity” will result in a workforce that looks remarkably like every other company’s workforce, which makes our company and industry non-diverse by definition. Focus instead on excellence and achievement in the hiring process and rewarding excellence and achievement within the current staff of XXX. This will further differentiate XXX and attract a larger and more diverse talent pool.
Good way to get yourself put under review.
@Aqua-Letifer said in DEI feedback survey:
@LuFins-Dad said in DEI feedback survey:
@Horace said in DEI feedback survey:
"Describe the progress the DEI department made so far", and "What can we do to further increase diversity". There was nowhere in the survey to express an opinion against DEI in principle. They are obviously scared of honest feedback. For my answer about their progress, I resisted the temptation to compliment them on the number of emails the DEI department sends.
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As the company has managed to stay solvent and still in business, it would suggest that the DEI impacts have been negligible at best.
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To add more diversity, please end all DEI initiatives. Achieving “Equity” will result in a workforce that looks remarkably like every other company’s workforce, which makes our company and industry non-diverse by definition. Focus instead on excellence and achievement in the hiring process and rewarding excellence and achievement within the current staff of XXX. This will further differentiate XXX and attract a larger and more diverse talent pool.
Good way to get yourself put under review.
Oh, I would hope so.
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You guys all talk a good rebellion
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You guys all talk a good rebellion
@Doctor-Phibes said in DEI feedback survey:
You guys all talk a good rebellion
Mmmm, I’m not in a business too bothered by this crap, anyway. Plus, I actually hire a pretty diverse crew. Not through any intent, purely accidental, just chose the best applicants. But mostly? We’re in a position that if worse comes to worse, I could invest into buying myself a small business and feel comfortable enough to make a go of it.
The Brad
