Diversity and inclusion: Difference between revisions

:''“Only by actively engaging different perspectives can we challenge and stretch our thinking, enrich the experiences of employees, and empower every person and every organization on the planet to achieve more. Every day, we strive to create an environment that brings the power of diversity to life; where people with different backgrounds and experiences thrive in both their professional and personal lives—and where we’re all able to channel our passions to help others achieve more.”

Oddly, current management dogma, while long on platitudes curated from the random word generators in the [[D&I inspectorate]] — see above— seems hell bent on identifying and systematically rooting out ''actual'' [[diversity]], through devices like the [[law firm panel]] — get legal advice if you must, but only from this mandated set of firms, all of whom provide more or less identical service from carefully filtered Russell group graduates, who also populate your legal department; the [[playbook]] — welcome, young proverbial [[school-leaver from Bucharest]] ([[D&I]] kerching!): Now, follow these simple instructions and for God's sake don’t improvise or bring any of your own idiosyncratic perspectives to bear on the issue; and most galling off all, the AI reg tech solution — a.k.a. the [[algorithm]], which must be the dictionary definition of homogenous, Having not even a White Anglo-Saxon Male cultural framework, as spiritually bankrupt as that may be<ref>[[As any fule kno]], the White Anglo-Saxon male is the least diverse member of society.</ref> to bring to bear on your [[confidentiality agreement]] but ''no cultural framework at all''.