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My woke boss was chomping at the bit to “do the work,” for racial equity, so HR decided to divide employees into groups based upon their DNA.
It all started out innocuously enough.
In the midst and aftermath of the violent riots of 2020, companies flocked to diversity, equity and inclusion (DEI) consultants for guidance. They were under intense pressure to “do something” to demonstrate their commitment to racial justice.
My pharma biotech employer was no different. My boss – an abundantly avuncular, smart, and very woke Oberlin, CIA, and Wall Street alum – was chomping at the bit to make public statements in support of the prevailing “social justice” zeitgeist.
He did, at one point, hold forth on anti-Asian hate – perhaps in a nod to the ethnic composition of our workforce – but that subsided as it became clear that such hate was not emanating principally from white supremacist precincts. Around the same time, there had been a spate of antisemitic violence in the New York area, but no supportive statement was issued in response to that: too complicated, a combination of both Rube and Whoopi Goldbergian elements.
My company was far from the most woke. Indeed, the most progressive thing we did, workplace-wise, was to make our headquarters dog-friendly, largely at the behest of our canine-loving CEO. This had wide support except for in HR – or “People Strategy,” as we called it – which had to deal with both the allergy people and the cat people.
Nevertheless, the company did a number of things to manifest its commitment to DEI. For example, we incentivized the creation of employee affinity groups on the basis of race and ethnicity. After all, nothing fosters racial amity better than segregating employees into groups based upon their DNA!
I was asked to be the executive sponsor for […]
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