DEI is like spaghetti

 

Diversity, Equity and Inclusion

DEI is like spaghetti. "Hun?" you say.

Think of it this way. You can cook pasta and throw a can of tomatoes on top and eat it.

Or you can sauté onions, garlic, green pepper in olive oil. Maybe even add aubergines or other veggies. Meats such as ground beef, pork, sausages may be cooked before adding the tomatoes and fresh basil, maybe some fresh or dried oregano. Different cooks vary the spices but they could include cinnamon, thyme and parsley. Some add sugar to counteract any acidity in the tomatoes. It's best when it is left to simmer for a few hours.

What has DEI got to do with spaghetti?

DEI eliminates any formal attempt to balance the make up of an organization, leaving white men in charge or just a can of tomatoes on pasta.  

The plain dish is limited, without imagination. The dish with many ingredients is rich and contains many more nutrients.

DEI implies that by considering women, minorities, other nationalities and those with disabilities, they have less to offer white males are discriminated against. Recently, the accomplishments of women have even been erased from public places. 

The government also wants schools and university to eliminate DEI programs which helps individual students succeed in their education no matter their background, language, race of disability, guaranteeing these kids have a harder time reaching their full potential throughout their lives.

What including those people categorized as DEI means is that their strengths and talents are not adding their talents and ideas to the sauce making it less rich and certainly less interesting.

Eliminating DEI is a waste of the spices that sit on the shelf and the fresh herbs that grow in the garden. Wasting resources at best is stupid.

DEI asks that an organization does not automatically eliminate anyone not white. In other words, look at them.

As a woman I benefited from DEI, although I was told, it was too bad I wasn't also a black, handicapped Latino so he could check off more boxes. And I was the most qualified among the applicants. Another boss said he preferred to hire women, because we worked harder for less money. As a manager I was encouraged to hire DEI applicants. I was able to because often they were the best candidate and brought their expertise and viewpoints to our organization.

Finding the best candidate for a job is not easy. There is a tendency to hire in one's own image which makes for a can of tomatoes on pasta type of organization. Eliminating DEI guarantees it.