Wokery in the workplace is bad for business. Or, as the saying goes, ‘go woke, go broke.’
Emboldened by a Supreme Court decision last year that declared race-based affirmative action programs in college admissions unconstitutional, conservative groups have won lawsuits making similar arguments about corporations. They’re now targeting workplace initiatives such as diversity programs and hiring practices that prioritize historically marginalized groups, and widening their objections to include programs focused on gender identity and sexual orientation.
“We don’t believe that people should be identified as groups and that you should right past wrongs by advantaging one group and disadvantaging another group,” said Dan Lennington, deputy counsel for the Equality Under the Law Project at the Wisconsin Institute for Law & Liberty. His firm has represented dozens of clients in challenges to diversity, equity and inclusion, or DEI, programs.
Absolutely. You go to work to sell your labour. That’s it. You do not go to work to force others to endure your sexuality or gender identity. That’s a personal matter, not a professional one.
“Almost all LGBT community members have been bullied when they were young, and the concept of being bullied is something that hits us really hard. … It feels like you’re you’re letting the bullies win,”
Actually, you are the bullies here, not those kicking back, not those boycotting businesses and forcing them to realign themselves with what they are supposed to do – sell a product or service without a side salad of wokery.
While many challenges to DEI programs have been about race, activists working to change corporate policies they deride as “woke” have made a point of demanding that companies end their participation in HRC’s Corporate Equality Index. Most of the companies that recently announced changes to their DEI approaches did.
And this is a good thing for all the reasons mentioned. A company exists to provide a product. It does not exist to peddle sexuality or gender identity.
“A company that’s getting 100% versus a company getting 25% is an indication to our community about which companies are treating their employees more fairly and equitably,” he said.
Bullshit. A company that treats people badly won’t keep them and will waste money recruiting and training. It is in a company’s best interests to retain good staff by providing a welcoming workplace that values talent. So keep your sexuality and gender identity where it belongs – in your private life. A low score on this ridiculous system does not mean that people are being treated unfairly. That’s just invented twaddle. Well, unless you are a straight, white male, then they probably do.
It’s a slow battle, but bit by bit, these vile practices are being pushed back by consumer pressure. Long may it continue.
Although a push-back can impact on smart commercial operations causing them to change course, there’s no mechanism for anything similar to affect the vast UK public sector, which can continue promoting rampant wokery with no fear of losing revenue, jobs or gold-plated pensions. That’s the harder and much bigger one to crack.
Take the recent case in Cambridge: it strikes me that the person with the gender-fluid dog, a ridiculous idea, wanted the confrontation. There seems to be a power struggle between the “T” section and the “LGB” part for the highest place on the totem pole. Hence, lesbian women who reject transgender women as partners being classed as transphobic.
Don’t worry, when the Islamic take over is complete, aided by our politicians who seem intent on importing millions of them, the LGB and the T will all be receiving involuntary gravity therapy at the top of the nearest tall building.
Yup, it’s been building for a while. Lesbians who don’t want chicks with dicks are transphobic, for example.
” It is in a company’s best interests to retain good staff by providing a welcoming workplace that values talent.”
True in principle, although I have seen good staff forced out by managers who were jealous of them. A prime example of the agent principle problem.
https://en.wikipedia.org/wiki/Principal%E2%80%93agent_problem
This will be the subject of a post in a few weeks. Suffice to say, I have just left an organisation as a consequence of this problem. There are still things to sort before I discuss it further.
Amusing watching managerial staff tying themselves in knots trying to get box ticker recruits to do what is required of the rest of the staff, even funnier when said box ticks have been there 5 minutes and start laying the law down what they will and won’t do.
Some box ticks get promoted (often out of harms way) who then go on to ensure new recruits meet their requirements rather than recruit by merit.
Popcorn world, carrying on doing your own thing (ie the job properly) watching the inevitable catastrophe build up, working out who’s going to get the blame when it all goes tits up.
I was applying to invest a modest amount in a startup I have been a customer of, when I read “We have applied for B Corp certification”. I immediately quit the process. Who wants to invest in a company that lacks focus on the business? How much of the unit price of each product is made up of woke compliance costs? However much it is, it’s not what my investment monies are for. The same goes for ESG or DEI compliance. I invest in a company because it makes a good product or offers a good service. I am not her to finance the founder’s or employee’s political agenda. They can do that with their own net profits.