Corporate DEI Turns Diversity into Rhetoric and Bullshit.
When I was first introduce to the concept of DEI, which stands for diversity, equity and inclusion, it seemed like an excellent idea. I first began reading about this in the concept of mental health therapist, understanding the cultural background and history of the patient pools that they serve, where they were a different ethnicity. And how it is important for the mental health provider to try to help these patients with an understanding of how people of that ethnicity govern themselves and not from a Eurocentric point of view.
To me, this was and still is very credible and extremely necessary.
And come on, diversity, equity and inclusion, we need more of that in this world, so that we can all be better and evolve our society.
So, when my employer released the results of a huge DEI survey of the entire pool of employees, it piqued my interest, but I felt their approach was sheer nonsense. No one was going to essentially stand up in front of a group of 80 people on a video call hosted by their job, and talk about how they’ve been discriminated against by the job.
But I did feel that maybe we could have that conversation within the confines of my department. I’m not going to rehash how that went because it’s covered it in a different article.
