Mossier的动态

Over the last few months, I've spent a lot of time analyzing the boycott DEI movement, the DEI rebrands and the endless barrage of hot takes on this issue. I have come to a regrettable conclusion: This has been a ~huge~ waste of my time and energy. Time and energy that should have been spent researching and upskilling myself in the areas of equitable hiring and promoting, tweaking my trainings to make them more effective and supporting my clients to move through their fear and take action to improve ACTUAL OUTCOMES for LGBTQ employees. Here are the "ah-ha" moments that got me here: 1) No one has boycotted Costco for standing firm. No one has boycotted Walmart for flaking. Shout out to our 24-hour news cycle. Hypothetically, both of these companies would be good boycott targets because of their name recognition and how easily customers could switch to a competitor. Target and Bud Light were more serious casualties. But my theory is that now the conversation has become so complicated (and boring) for the average reader that I doubt any attempted boycott could have even as remotely close of an impact. 2) Robby Starbuck has convinced so many people that he's the Wizard of Oz but he is really just the weak man hiding behind the curtain. Did you see Robby's video explaining to his followers about why he wasn't going to go after Costco? He spun this lame story about how the timing isn't right but he'll "eventually get to Costco" and drop "[his] files on them". His entire strategy relies on employers backing down before the fight even begins. If an employer decides they won't budge, then he is out of options. He clearly doesn't have "files" on companies. The "investigations" he does on a company's "woke policies" literally just involves pulling publicly available information from company websites. He claims "tens of thousands" of people have reached out him complaining about their woke workplaces but don't you think that if there was a massive cabal of anti-DEI workers those complaints would have already been showing up on GlassDoor, Indeed, our internal HRIS etc? He's a bigoted grifter who is intimidating companies into making poor business decisions for the purposes of lining his own pockets. The real question we need to ask our leaders is, "Would you allow someone to break into our lobby and steal millions of dollars? No? Then why the heck are we letting and online troll do just that?" 3) Distracting us from doing actual DEI work was the whole point to begin with. I suspect there will be many DEI teams who spend this entire year thinking/re-thinking how to navigate this new environment. That means they'll have another full year of failing to produce measurable outcomes for different employee groups. Then, when it comes time to advocate for 2026 budgets, they'll have a weaker case and perpetuate the legitimate concern that many C-Suite execs have that while DEI is great in theory, in practice it's just a bunch of fluff.