It sounds like you were doing a good job with those activities
I'm really not trying to rag on you and I also cringe at terms like "microaggression." I think the language of DEI really holds back the goals that the programs promote. It also doesn't really have to be a DEI thing to get people to think about how to run these kinds of activities. But whether it's a DEI office or HR or just a good management hierarchy, somebody should be thinking about ways to make it so that everyone in an office feels welcome. Likewise, thinking about how to evaluate job candidates truly based on merit versus how they connect with the search committee during an interview.
I can give you an example where a less qualified and less impressive (IMO) white guy was hired here largely because he connected better with the search committee during the interview compared to an Asian woman. This was partially because he brews beer and several members of our department do too. He's a great guy, but not going to get tenure because it turns out beer brewing is not one of the qualifications to get funding for a grant, something he has not been able to do. You don't necessarily have to have a DEI office to tell people how to run a job search, but their training in theory is about getting you to think about how your biases affect your perceptions of job candidates, etc. Whether that training actually accomplishes its goal is certainly going to vary based on who is running everything.
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In response to this post by BocaHoo91)
Posted: 03/21/2024 at 5:45PM