What DEI Gets Wrong — and How to Do It Right | Paolo Gaudiano | TED

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Social entrepreneur Paolo Gaudiano explains why many companies are taking the wrong approach to diversity, equity and inclusion (DEI) initiatives — by overly focusing on one thing. To avoid backlash and costly turnover, he shows the key change leaders can make to create thriving, equitable workplaces while also increasing profits.

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Respectfully, no this is not.What DEI gets wrong is the idea that the most important qualities of a worker are their skin color, gender, or sexuality instead of their sense of hard work, business savvy, and intelligence. When people hear that airlines are hiring pilots based on their skin color and not on their ability to fly an airplane, it makes consumers "push back" as he said.

timothygalvin
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A solid Ted Talk here-where inclusion can lead to a diversification of ideas. My biggest problem with DEI is its premise of fighting systematic racism with more racism. It’s exchanging a set of problems with the same set of problems-it doesn’t make sense. Furthermore, as a Blackman, I wouldn’t want the uncomfortable spotlight of DEI placed on me in the workplace. Fortunately, I’ve worked at the same place for seven years and I can definitively say that all of the perks I earned on my job was because of the hard work I’ve put in over the years-not because I was a “model minority” that they decided to throw a bone to. When you in a workplace, where everyone have a singular objective, it should be about the quality of talent more than anything.

patrickfrierson
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"What DEI gets wrong?" - Absolutely everything ☠️

dave
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What goes wrong is instead of avoid excluding qualified individuals from opportunities because of their race, gender, cultural background, the system entitles unqualified individuals with opportunities because of their race, gender, cultural background.

andrewbrand
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This concept makes the same problem every single DEI promotor makes, and that is that it entirely ignores merit from the discussion.

You CANNOT force diversity and sustain merit based performance if merit based performance is not the goal.

DEI completely ignores the scientific, biological fact that everyone is NOT possible of performing the same job or at the same level.

And yes, i watched the entire video.

dudeamongus
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Did I hear him correctly? If 10 people working on marketing optimization, the same company should have 300 working on DEI?! I need someone to make this make sense to me. Yes, I did watch the full video

dianetx
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Melanin is neither a virtue nor a vice. Thanks for coming to my TedTalk

BartT
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You end racism by ending racism. Not by perpetuating it.

meanderinoranges
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DEI? = Lets see... Why are so much more blacks in the NBA DEI wants diversity there too?

kcbsqft
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didn't mention merit once ..weird

ThizzMarley
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I'm going to tell this guy and anyone who has a company, how to make more money. It's called "meritocracy" and it should always come first. That is how you get the best results: by hiring the best person for the job.
Color/race, gender and sexual preference should always come last, period.

Now, of course, often times, meritocracy is also a bit of an idealistic and naive way of viewing things because it does get bypassed by the biases bosses have towards a certain person; because people sleep with their bosses and get the job, etc and "the best person for the job" may be subjective, but i still know certain places where the most qualified get the job. Or at the very least the one who makes the most effort in the work place.
Meritocracy, just like any other system of hiring is not and will never be perfect, but at least it's the most fair.

I would hate to be hired because of the color of my skin. It would actually be offensive and demeaning to me. It would not be rewarding in the least.

I hope my comment isn't gone soon. You know how in todays world you can't disagree with something/someone without getting censored or labeled a racist, mysogonist or homophobe; even when you do it with logic, facts and respectfully.

igorsenayoutube
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That audience doesn't look diverse enough to me.

Haoqi
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DEI is today's version of systemic racism and sexism.

newfiesig
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This mans content echoes what I have witnessed in the tech sector: Many women, POC are hired - only to find out the job isn't nearly as interesting or rewarding as they anticipated. Even though it is incredibly easy for a woman or POC to win a job over their white male "enemy". They've become disengaged to the point where it's harder to find them & fill the company quota than it was a few years ago.

No one in the companies I've worked in *ever* offered subtle hints of disapproval towards women or POC. If anything, everyone was additionally patient / careful not to interrupt and more. During meetings, the white guys had no problems taking shots at each other, but steered clear of any conflict when it came to other genders & races. That itself is awkward and unbalanced.

Another thought: Imagine entering a workforce under the umbrella of DEI. An individual who was already combatting imposter syndrome might feel even more like an imposter.

DEI is simply terrible. Performance is simply wonderful.

soarstar
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Starting with "what is a white, cisgender, heterosexual, fully privileged guy doing talking about diversity and inclusion?" is a great way to make me stop this video.

tomasgomes
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Those examples of things that people said are good examples of an underlying issue with those people's attitudes. I do see an inherent problem with measuring 'inclusivity' though. There are more variables determining the position people hold in a company than demographics. The only thing race or gender could factor into is a choice not to hire or promote them or to include them, but there are numerous other factors determining whether they are even there to begin with. Like nobody has ever asked me to dance, but I don't go to dances so there would be no possible way I could be asked. Its not discrimination that I have never been asked. I have worked in highly inclusive work environments where half the mid-level leadership were women and 1/5 were of color, precisely proportional to the local demographics, but they had a really hard time meeting those goals due to a lack of applicants. In my 10+ years there I worked with three different office administrators, all female, and all three of them studied for human resources and later worked in HR. The only men in that role were temporary hired hands for when the regular girls needed a vacation. One guy worked in an HR team of 5 over 10 years and was studying for something else so he eventually moved on. Its not due to lack of diversity or inclusion on part of the company that no men ever applied for those positions. This is a phenomena in all fields, I was in service desk and we had lots of men but only one woman over the course of a decade. We had plenty of men of color but no women of color. That problem can't be solved internally. I have also worked in a government organization that is 95% women and all levels of leadership up to the national director are women. This is in provincial health laboratories where the manager and site director of the lab, the district manager and the provincial health director are all women. How does that happen? Discrimination is not the only reason a role or profession might be disproportionally one race or gender, and so you aren't measuring 'inclusivity' that way, you are just measuring proportionality which might have other causes besides inclusivity.

Rybot
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Watched it all the way through, and I have to agree that if DEI was applied in a way similar to this, a lot of the backlash (some justified and some not-justified) could be avoided. Solid Ted-talk. Highly recommend watching all the way through before forming an opinion.

RAWTAGSFXT
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Privilege is when an entire system is created to get people hired based on their skin color or gender instead of their resume and character.

generalnawaki
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Right... because racism is the solution to racism.

Silverlined_
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I'm a simple creature but let me ask a question.

If the problem has been that some people get an unfair advantage and others are unfairly disadvantaged, why is there such a push for the groups to switch places as supposed justice and payback, instead of just removing the unfairness which would actually be fair and balanced?

MrHapraker