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I do agree that my referring to DEI today may be too broad, that's a great point.

> Instances where it works well and gets more people hired and engaged are less interesting to a predominantly white society, so maybe aren’t discussed as much outside of non-white communities.

This got me curious, have you sewn any examples of DEI programs helping to get more people hired rather than different people hired? Either can be useful, but that distinction would be a big one as the former means DEI is somehow growing the job market rather than refocusing hiring practices.

Nothing wrong with speculation as far as I'm concerned! Reliable and accurate data is hard to come by, I'd argue that most of what is presented as fact is little more than speculation backed by fuzzy data full of assumptions.




Our DEI program was great. It helped us scale from 100 people to 1000 people by scouring HBCU colleges across the US for talent. Had we hired only from Silicon Valley and Stanford, where we were located, things would have sucked during that growth and our previously global hodgepodge of a team that built products bringing in hundreds of millions of dollars would have been White-washed by rich kids, atrophied and died. Instead, we we went on to billions of dollars because we had a group that weren't all fucking Stanford grads with a couple years of Google or Facebook under their belts and mommy and daddy to fall back on.




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