The problem with DEI is that most discriminatory practices are not on purpose. People don’t underpay women because they are women per se. But because of invisible biases (e.g. holding women to higher expectations). And DEI tries to identify those issues and course correct. For example, one thing my company changed was how we write job offers to be more attractive to all, not just the typical male tech nerd.
I’m sure the one above is actually right in some companies and wrong and others.
People shouldn’t make blanket statements about all companies.
Good companies pay by position and don’t underpay women in minorities.
That said the person who made the statement probably works in a company where that is the case.
The problem with DEI is that most discriminatory practices are not on purpose. People don’t underpay women because they are women per se. But because of invisible biases (e.g. holding women to higher expectations). And DEI tries to identify those issues and course correct. For example, one thing my company changed was how we write job offers to be more attractive to all, not just the typical male tech nerd.