No, I don't, but you are too stupid to understand the ******* point.
There are more unqualified people hired through white privilege than there are through DEI programs.
Or they've learned how to incorporate best practices into HR. Company I currently work for has a robust DEI program, but we don't have a specific DEI officer. That's probably the same with most companies.
Works on the racist assumption that a person of color only got the job because of DEI.
Again, I have worked with enough "idiot nephews" to realize that the hiring process is anything but merit-based.
The problem here is that the whole system of hiring is broken, with or without DEI.
We start with the selection process. We go through a bunch of resumes, but the good ones were written by someone else. They are sorted by machines called ATS software before a human even sees them. And yes, there was a study that showed that resumes with ethnic names are less likely to get callbacks than ones with "white" names.
Then you based the hiring decision on all of two interviews, often done by committee. Would you marry someone after two dates? Of course not. But we make job selections on the basis of two interviews.
All DEI requires that you consider race, gender, disability, etc. in hiring. That's probably just as valid a factor as "who hired the best resume writer" or "How good a game they talked in the one interview we did."
You're kidding, right? No, wait, you probably aren't.