Funny, whenever HN talks about how poor management is at managing software projects, we can recognize that doing management poorly is management's fault.

Yet whenever it's DEI, it's the fault of DEI for some manager being incompetent.

>HR didn't want any of it

Why would they? I've never seen an HR department that actually cared about outcomes. I've been in multiple companies that struggle to hire people because HR insists on being the one writing the requirements, and they blatantly fuck it up, like asking for multiple years experience in a brand new tool, or "requiring" a programming language fluency that we don't use.

Why is it DEIs fault that HR sucks at their job?

If we had this same standard for other ways HR sucks, we would have reverted to Waterfall design methods, and we would eliminate sexual harassment training since sometimes companies retaliate.

Meanwhile how quickly lots of companies are running from DEI shows they never really cared about it, and did not hire competent people to run it. Why is that DEI's fault?

Funny how this standard only applies to DEI

>it would be focused on making interviews more objective, and anonymizing as much of the hiring process as we can

It literally is in a shitload of companies. Why do you think you get to generalize from your singular experience?