There is a point to trying to change a system that only sees white people at the end of the hiring pipeline. We can debate where it needs to change, but the change is necessary.
Nope, they didn't. A direct quote: "If D&I is operating at the wrong end of the pipe, it should be rejected outright because it won't work". Note the "If". If you disagree that D&I wouldn't work under these conditions, or that stuff that doesn't work should be rejected as pointless, you're still welcome to make that argument. But please be careful not to misquote other users' comments.
> Nope, they didn't. A direct quote: "If D&I is operating at the wrong end of the pipe, it should be rejected outright because it won't work".
Yeah, it's also worth noting that "rejected outright" is actually omegaworks's own language, which he is now taking issue with. I was only echoing it back to emphasize a point in his own terms.
Also, I suspect there's some sloppiness with definitions going on here. When I was using "D&I," I was referring specifically to kinds of corporate hiring polices the OP was talking about and this thread is discussing. I suspect omegaworks may be interpreting the term more broadly at times.
Parent comment didn't say anything like that. Please assume good faith in discussions. They said that D&I efforts are more likely to work if focused on other parts of the education/industry pipeline, which seems at least plausible.