Diversity and inclusion?

Looks like someone meant to hit a button on Facebook.

 

Who's discriminating I love white boys. Lol but tell me something white boys have been on a job where someone blantly tells you they don't want to work with you because of what color you are? When that happens to you then you tell me about playing a race card.

 

I found your last sentence to be the only coherent aspect of your post. On that note, so your confirmantional standard, threshold or test is met when someone vocally expresses their unwillingness to work with someone due to the color of their skin? If that is so, then it explains why you may think discrimination isn't an issue, doesn't exist or exists significantly less than is reported. The question is not whether we are bias (discrimination is more of a legal term) but how to become more aware of our biases. Each and every one of us is bias. I'll be the first to say that I am bias towards someone that is ignorant, lazy and flipid about being ignorant and lazy....I am working on getting better at that which is why I have responded to your post.

P.S. You are a fucking moron. (I am working on my profanity as well...just not now)

 

There nothing wrong with being bias against somone who lazy and ignorant. Those are not good qualities to have on a job site. However not want ed to work just because of their skin color is fucking dumb. By far one dumb est thing I ever heard in my life, but believe it or not there are people out here like this. So non coherent about what I said I do love white boys and I love you too sweetheart LOL. Don't be like that name calling.

 

What so non coherent.

 

What so non coherent.

 

my experience has been overall, NNI has been exceptionally strong in this area.

As a male, I've discussed this with female and minority colleagues and there's generally a good approach going back 10 years.

 

So what does this "good approach" look like? Please elaborate, especially the part this "approach going back 10 years". I think it's great you attempt to create this sense of history. So, how (in terms of inclusion) did this company look like 10 years ago?

Also, females are minorities so I am curious why you distinguish the two?

IMO, your claim about "NNI has been exceptionally strong in this area" lacks sunstance by the fact that

1. NNI's ET stands behind D&I (ET's do not commit to something unless there is value AND the position addresses an identified opportunity). So by your logic, ET is supporting and has identified a situation that does NOT exist. Furthermore, D&I is also an NNI A/S initiative so now even global ET got this wrong according to your understanding and conclusion based on your experience.

2. So you conducted some covert, limited, small sample survey regarding the approach NNI has taken on D&I and concluded that "NNI is exceptionally strong". That's it??? No follow up?? No NNI can stand to improve on this or that?? No, well my survey did suggest that as a result of NNI's "exceptionally strong" performance in this category the white males (as mentioned by post #1 of this thread) dont "feel included AND looks like reverse racism" and as a result D&I has an exceptional opportunity to be more inclusive with white males (because the white male has been subjected to so much bias, discrimination and exclusion).

3. At next POA, I think you should do another of your well designed surveys and just look at D&I from the perspective of statistics. Maybe calculating the number of males that are in management compared to "females and minorities" (still havent figured out that distinction) will shed light into a larger dare I say, trend???? The reason why you should look into management is because it is in management that power, authority and wealth is found. I will assume that you understand why these three things are important not just to a corporation but also to the general society.

4. IMO NNI is and should be a case study in what an exceptionally shitty job a company can do in terms of diversity and inclusion. Perhaps you miss the important aspect that just because you are diverse does not immediately or automatically make one inclusive. (IMO diversity and inclusion is the rebranding of separate but equal....just my opinion, no surveys however poorly designed, conducted, analyzed and concluded...just my good ol opinion). Regarding this matter, I would enjoy nothing more than to have HR actually be transparent about employee statistics. I suppose the author of post #1 will organize a rally at HO to protest how "females and minorities" will not replace us (us being the white male). The reality is (I base this on simply by doing general addition, subtraction and division - in my head of course nothing on paper with the aid of a fancy calculator app) that NNI has done an exceptionally good job at MINIMALLY adhering to diversity and inclusion metrics. NNI has and continues to drag on this quite exceptionally but quite averagely with respect to other initiatives it finds are not as important, impactful or urgent. So you can sleep well every night because while there is no specific guarantee that your role will continue to exist with you in it, the trend will of having a white male overwhelming be represented in positions of power, authority and wealth will only slightly continue to decrease. This slow downward trend may even allow for our progeny to reap some unearned advantages.

5. Finally, this company continues to face signifcant challenges not as a result of external market forces but in spite of our general hubris, unchecked bias and individually specific race insecurities. We are not exceptional in this category, we are simply average. I know that there is nothing I can do to change the elemental constitution and historically shameful inclusive practices this company has instituted nor am I interested in doing so. I am a pessimist, a quitter and a collaborater/apologist/enambler when it comes to the institution of favoring the white race because I am white and my kids are white and I want the best for them, EVEN (but not especially - this distinction is how I sleep at night, go to church and believe in God) it means it comes that this white preservation transaction cost is picked up by "females and minorities" (still lost on that distinction). I am a manager, I have made decisions (small and large) that have impacted others WITH the full knowledge that part of my decision was based on race. There is nothing anyone can do about that, this company is structured to only SUPPORT and ENABLE me in doing so. It is in part why I am loyal this company.

BUT for you sir, and author of post #1 and anyone else that has attempted to foment some sort historical revision on how the white man is not included well shit, my moral, ethical and professional superhero status is protected by anominity for me to tell you are a weak, clueless, ignorant, unappreciative, coddled and an embarrassment to yourself . It is these kinds of sentiments and attitudes that chip awat at the white man'a position in terms of legitmacy and equitable exisitence. Next time, please, shut the fuck up you fucking pussy.

 

WOW - quite an angry manifesto.

'lil anger management work needed ?

 

^^^ awweee poor little snowflake. Your feelings get hurt?? Why do snowflakes always have to make things about people and not about what is actually said or done???

 

check out our ET. Cmon.

 

All we talk about is transparency but no statistics on the number of woman promoted to manager or director roles vs men. Wake up to reality; we force women into roles that they're not ready for. Cheryl, Leah, kris, Paula, etc.

 

Carrie Greer

 

We force many women into roles here, all in the name of affirmative action. We have cronies of higher-ranked men promoted into roles theyre woefully prepared for, and call that "networking" (specifically, ' Da Jersey Boy Network').