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That the new administration is opposed to "DEI" (and is quick to use it as a scapegoat for just about everything bad) is unsurprising and was expected, but the aggressiveness of today's anti-DEI purge is still jarring and disturbing. They are creating an atmosphere in which any attempt to hire, promote, or engage with anyone other than a white male will be regarded as inherently suspect.

The damage - to both individuals and to our institutions - will likely be both swift and long lasting.

I've mentioned this before, but it bears repeating. EVERY SINGLE TIME I've been part of a committee or decision-making body that was explicitly mandated to consider diversity as part of its process, it resulted in better, more thoughtful decisions and outcomes. EVERY TIME.

Diversity yields enormous, and often unexpected, benefits. And inclusion is not a zero-sum game.

@mattblaze every study that purports to scientifically measure some kind of improvement from diversity programs is methodologically total shit when you read them. Every DEI program hedges on this and has started promoting diversity as its own value because it cannot withstand scrutiny, and they know it.

> They are creating an atmosphere in which any attempt to hire, promote, or engage with anyone other than a white male will be regarded as inherently suspect.

As opposed to the reverse, which has been the case legally for decades and aggressively pursued, and just not having the right percentage of black people is de facto evidence of discrimination for any company with more than like 12 people. Please cut your "orwellian" crap for the process of removing this legal damocles.
Matt Blaze

@sun I'm sorry you feel so threatened by different people. Perhaps you'll grow out of it.

@mattblaze you're a really smart guy, it's sad that smart people still get sucked into brainless social training

@sun Maybe you could learn from this really smart guy? (Whose experience matches mine, even though I'm not as smart; in fact I enjoy being the dumbest person in the room)
@mattblaze

@PeterLudemann @mattblaze i don't think ppl different than me are inferior, i've worked with tons of ppl with diff backgrounds. just that dei programs don't deliver results. my own professional experience is stop discriminating against people without university degrees. this will in fact also help underserved minority groups. take people in and mentor them. I worked with a great guy multiple decades my senior who was a truck driver who got out after an accident disabled him. there were challenges but his unique path was refreshing and he's great.
@mattblaze @sun He's threatened by real OKRs.

Consider a company X., where the OKR of minority members was bumped from 25% to 30% for 2024. You'd think it sounded reasonable, but because natural annual attrition was about 4% (6% if you cajole), it was necessary to hire more than 90% minority. The harshest discrimination against the white cishet scum was mandatory, and managers were made accountable for it, by OKR!

The nile is not a river in Egypt.