reggys post

While the post-COVID work space set the standard for remote and work from home options as the new normal, the increasing popularity of the DEI gospel is being hailed as the new blueprint for recruitment policies for HR departments worldwide. This laudable concept of diversity, equity and inclusion (DEI), is being touted as an emerging talent management glue holding together the mesh of an increasing number of globally distributed talent of global business. The ensuing fabric of multi-racial, ethnically diverse and socio-economically divided talent covers industries worldwide, prevalently tech, and spills over into the dynamic entertainment, arts and culture scene, as well. True, a lot of us believe these DEI policies couldn't have come at a better time. The world, having survived the George Floyd global outrage and ensuing protests, was given an in-depth reveal on unfavorable,yet widespread racial, ethnic and gender biased hiring practices. The time to kick these policies out and ensure no one 'got left behind' had come. While the DEI concept is indeed laudable and commendable for the amount of positive change it has managed to bring about in only a short time since its widespread indoctrination and increased implementation, this may be one time when the cliche; 'not all that glitters is gold,', may come to mind after a deeper examination of some facets of the inclusion policies which are yet to catch the eye of many. Join me for a closer look. While great effort is being made to inculcate the concept in recruitment policies which reflect the need for inclusion across race, ethnic, gender and socio-economic demographics, some say there has been an accompanying, if not even greater effort, at spotlighting these DEI efforts by so many businesses, without actually addressing the underlying issues which led to the growing adoption of DEI clauses across HR departments globally. Others point out that despite best intentions and the growing acceptance and propagation of the DEI clause, too much attention is being paid to some aspects of it and not the general aspect of it. In particular, there has been growing discontent at the lack of focus at a particular overlooked flaw in DEI which could undermine ongoing inclusion efforts since it could adversely affect talent across all demographics. And the great reveal pegs this overlooked concept as Ageism. Critics say the burgeoning problem of ageism may adversely impact the baby strides made by HR departments in the area of DEI in recent times. Especially since global focus is currently never far from the bubbling cauldron of race and ethnic concerns and how ultimately, these concerns in the form of ageism could mar ongoing DEI efforts.