I’ve got this impression that all these diversity and equality programs employed by large American corporations are annoying to some and lame generally because they are astoundingly myopic.
Like, they do a vastly simplified, explain-like-I’m-five take on these issues (blah blah white male middle- and upper-class are evil type of thing) and tackle it with full ineptitude of five-year-olds.
I think a lot of people benefit from such approach.
First, hordes of people are generating busywork and you don’t really need mad skills or even basic competence to be doing it.
A lot of busywork paints a picture of the company press and shareholders will love.
Meanwhile, all the bullies keep on bullying.
There’s this culture where you will be treated better or worse based on the color of your badge. Race/religion/gender are off-limits, but discriminatory employee-contractor dynamics are blessed!
There’s this other bit of corporate culture that flew under the radar of any and all equality/diversity effort where managers of Indian origin would treat their also-Indian reports like shit because the poor schmucks happen to be of a lower caste. They would also make an effort to halt their career progress.
Those same managers would treat their overseas office teammates (in Poland) as if they were below the lowest caste possible.
Speaking about companies that have offices in both USA and, say, Eastern Europe, the Eastern Wuropean teammates are often treated as second-class people. They don’t get to participate in any project discussions of importance, presumably because those discussions happen informally, at the watercooler, in the US office, and should be content with all decisions handed down, like it or not.
I’m seeing the same kind of attitude starts happening now with onsite/WFH workers: since you don’t see the latter ones face to face, they are not quite real people.
Oh, and if you want to see a full-fledged rampant racism and supremacism, you should try working for a Korean company as a worker of their European branch office.
But apparently such issues are way too complex to be actually worked on by your off-the-shelf diversity and equality teams, for whom the white/nonwhite and male/female divide is the upper limit of comprehension.