I notice US tech companies have also become really tough on white collar workers in order to suck up to Trump and his country goons.
No more diversity programs, work life balance no longer promoted, that kinda stuff. This fits in with that trend.
Not directly but they do create an open and fair working environment for all.
Once you leave room for discrimination and bullying, everyone suffers because it makes company culture harder.
And it's not just about "quotas". That's an extreme-right talking point. Diversity done properly doesn't involve quotas. Those are just a way for companies that don't actually care about it to have an easy 'fix' to get their numbers to look ok but it's not actual diversity.
I'm part of a diversity team myself as a side role. In Europe luckily.
>Not directly but they do create an open and fair working environment for all.
No, they do not. They just discriminate against groups you are cool with discriminating against. Jobs should be merit based, period. We're back to sane times thankfully, but it will take a long time to undo the rot caused by DEI.
> And it's not just about "quotas". That's an extreme-right talking point. Diversity done properly doesn't involve quotas
At Microsoft, Google, Apple, and Meta, diversity programs were implemented as soft quotas. All this talk about "diversity done properly" is just so much noise when approximately all the largest companies aren't doing it that way.
Soft quotas are not great but at my work (also a huge multinational but headquartered in Europe) we just use stats as a guide. Obviously if a country has 30% people of a certain ethnicity and in your employ it's 2% you're doing something wrong. We use that to measure hoe effective we are at combating bias and prejudice, what works and what doesn't. I wonder if that's sometimes regarded as a 'soft quota' but it shouldn't be.
We don't fix this with hiring targets. We hit the root cause with training for HR and management (and also some for all employees in the yearly mandatory training package). Recognising hidden bias, challenging people to bconsider their reactions.
And then measure the performance with stats, but not just force them. That's lazy and only fixes the problem on paper. Window dressing. Diversity is more than the hiring process anyway, a huge part is discrimination on the work floor. Often not by managers but co-workers, so we give management skills to deal with that.
Maybe in US big tech this is common but those are all pretty immoral companies anyway. See how quickly they pivoted to sucking up to Trump. The world is much bigger than the US and big tech.
Diversity programs do not universally benefit white collar workers.