how DEI has increased production at Wells? Remember, our strength is in our diversity, as the saying goes. Feel free to address return on investment in terms of how much DEI executives are paid.
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We all know DEI is a farce. And the recent young hires are so d-mb but focused on “social equity” they feel they own this company.
The sooner we and companies across America fire these young losers, the sooner America and its companies rebound.
I am so embarrassed by the majority of new employees. Pu----s.
DEI breaks Federal LAW. We have had federal laws against discrimination for decades making DEI unnecessary. The Federal law makes discrimination by race, color, ethnicity, religion, s-x, age, disabilities, and much later se-ual orientation.
If a violation occurs, enforce Federal Law.
It is illegal to ask questions in the HR interview process related to groups identified in the Federal law.....so how do we have metrics on how many "diverse" groups working at AF (or ANY Where) if that is considered a violation of the law?
Additionally, why do we know so much about peoples se-ual orientation?, Because they can't wait to tell US , because then we have to tip toe around them in case we "offend" them.
DEI is BS.
I am up for the legal challenges on its merit.
Yeah, identifying potential problems is something the well intentioned DIE types are great at. The problem is that their "solutions" are usually, quite literally, institutionalized bigotry and because it's their own doing, they usually can't even recognize it.
I have been on many DEI committees . But I am not able to get to the next level for the past three years . How come ? And I am not even white !
Still trying to understand why some of my fellow whites feel so fragile.
if it was true DEI, I have no issues, but this is all focused on one race so its being racist against the rest.
Until we have a straight, white male heading up DEI and hire a proportional number of DEI consulting firms that are owned by straight, white males, I'll call DEI a hypocritical, racist scheme.......
Of course it is. Anyone who is honest with themselves and has lived a few years will agree.
Until we have a straight, white male heading up DEI and hire a proportional number of DEI consulting firms that are owned by straight, white males, I'll call DEI a hypocritical, racist scheme.
DEI is a snow job. A drag on the company expenses, just to say they are doing something. Hire based upon qualifications and the h_ll with the DEI reports.
Serious answers to my loaded question only, please. That was not a serious answer and is prohibited.
@1qtn+1hVbfr2c, if everyone were like you, we wouldn't even need quotas. Unfortunately, bias exists -- even among the most well intentioned human beings -- and like often hires like.
Anyone offended by ANY ratio/mix is a bigot. If every single one of my coworkers was an Asian female, or Samoan male, or Indonesian male, or (insert any other combo you can dram up), I wouldn't give an S. All I care about is whether or not they can/will definitely the job in a professional/effective and policy compliant manner. Everything else is irrelevant, including quotas and bigots offended because people don't "look the right way". Leave the white robes and discrimination in the closet at home if you're a bigot and do your damn job.
Wells is not the place to look to see how DEI efforts can help a company. At Wells, DEI is just for show, there is no seriousness behind it and clearly Chuckie and his hand picked misfits don’t actually believe in it.
DEI is a farce to appease the woke crowd. The last thing this company needs is to hire more Mayor Pete’s.
Though experiment... Wells Fargo's leadership team is currently ~76% male, while males make up ~49% of the US population. What should the ratio of males to females be? If the board were 100% female, would that be okay? What if it were 75%? If they tried to hire more women, would that be considered pandering?
I'm hoping DE&I will lead to the bigots leaving Wells Fargo and then we can work together to champion the new banking platform, free of the ignorance and bigotry.
DEI is the bread and circus the elite promise to peasants. There are no productivity measures for DEI without flagging the biological traits of individuals. This kind of segmentation sets the company up for discrimination cases.
Measuring productivity at an individual level has logistic challenges on its own.
This means DEI programs are often a lot of lip service. So what if the g-y Hispanic man is underperforming? A diverse team would be too small a sample size to know which factors contribute to performance.
That's why "diversity and inclusion is everyone's responsibility," which is the same as saying, "if the program doesn't work, it's your fault." DEI works well for blaming one race for individual problems, as a distraction, and questioning individual abilities.
Worse, the people implementing these programs don't know how math works.
According to the Census, 75% of Americans are white, with 13% black or African American. Does that mean you cannot have two black women on a team of 10 executives because it throws off a percentage?
If 75% of executives are white, 25% are people of color, and 25% are also LGBTQIA+, then are white folks? Or do folks get extra points for being POC and LGBTQIA+, which would displace another category?
It's all nonsense to keep you from questioning why so many executives and managers come from the same company. Many live in the same neighborhoods or come from the same schools. Meanwhile, you're counting so-called victim groups seeking reparations.
Where is the diversity offshore?
What kind of bigot doesn't feel safe simply because their coworkers don't look identical to them?
There is zero issue with what the company looks like at lower levels. The issues I see are when you get to the Executive level - it gets very white and very male. That is a FACT. The reason is not because 95% of the workers give too poops about the color or bathroom a coworker uses - but it is why our executives are tone deaf.
We have to follow hiring rules - they bring in their friends. We are held accountable - they get golden parachutes. I want our company to look similar all the way up including have white dudes. I just want qualified people not Chuckle backside biddies who could not lead us out of a paper bag
$320,000.00 base
Maybe people who feel safe and comfortable in their surroundings and team are more productive?
But but I thought this was a layoff site.
Get yourself a RecTeq
So guys I’ve been looking at smokers recently. Anyone have a suggestion? Likely will not go with Traeger or Pit Boss. Any thoughts? Only qualified smokers comment, thx.
Yes
To answer your question might be quantifying a quality and/or staff position(s). Tough to do.
You ask a silly question and expect serious answers?
WFH is the only thing that increased production, it was acknowledged in town halls. The focus is only "efficiency rating" through cutting expenses. Expenses=US based employees. Too many executives robbing us blind. Executive shelf life is about 3-5 years. The current influx of "executives", starting with CS, is the worst iv'e seen in 25 years.