If DEI operated on merit, there would be no need for the special new concept of DEI.
replyIve seen many cases where HR stalls hiring until the most qualified candidates move on, prefilter insufficiency "diverse" candidates from the pool presented to teams, or implement internal quotas to meet external funding or contract requirements.
Not to mention the actual external requirements for "diversity" from public tender process, government backed funding bodies, and politically protected mega wealthy.
> my sense is that the return to vibes hiring (and RIF-ing) is resulting in very actionable discrimination cases.
The enthusiasm for disparaging DEI combined with a lack of articulation of how they plan to quantify 'qualifications' in a non-biased manner. My sense is that they don't plan to do this at all, they don't have a plan, and they are going to blunder into patterns of discriminatory practices that DEI frameworks were protecting them against.
replyWho is “they?” All employers?
replyWith respect, it seems like the hiring managers you were complaining about above weren’t the only ones operating mostly on vibes.