Don't Ever Ignore Bias (DEIB):

Part 2 on The Very Predictable and Virtually Inevitable Fate of Most Corporate DEI Programs

Before reading this post, I encourage you to check out Part 1 of this series, Deny Everything Infinitely (DEI). In this post, I get to the root of why DEI never was going to work in many contexts and what we could do about it.

Deny Everything Infinitely (DEI):

How Did So Many of Us Not See DEI's Backlash Coming?

When I resigned from my full time pastoral role almost 3 years ago, friends encouraged me to apply for a well-paying diversity-related position with a local organization. On paper, it seemed like a natural fit. My experience in bridging differences, diversity recruiting, and facilitation, combined with my diverse personal background, made me seem like an ideal candidate. I even knew people on the selection team who would be potential colleagues. Yet, as my 90-day resignation period dwindled with no clear next steps and no new cash flow options, I still couldn’t bring myself to apply.

As I explained to a friend, my reasoning for not applying was that, from the role description and context, I could see it was doom…