And that’s why proactive DEI is necessary. Otherwise you end up with (for example) tech companies that continue to hire mostly nerdy guys because that’s what the interviewers relate with most comfortably, and reject female candidates because it’s harder for them to relate, even when the female in question is eminently qualified.
This implies that empathy is the number one reason for employment across the board, I doubt that is true.
You will also end up with people obtaining jobs and never knowing whether they did because they were skilled and convincing or because of their DEI-relevant attributes, to which they will now even be reduced to by law.
And that’s why proactive DEI is necessary. Otherwise you end up with (for example) tech companies that continue to hire mostly nerdy guys because that’s what the interviewers relate with most comfortably, and reject female candidates because it’s harder for them to relate, even when the female in question is eminently qualified.
This implies that empathy is the number one reason for employment across the board, I doubt that is true.
You will also end up with people obtaining jobs and never knowing whether they did because they were skilled and convincing or because of their DEI-relevant attributes, to which they will now even be reduced to by law.