Wouldn't it be more efficient to evaluate current hires' (ones whom you have labeled "DEI hires") competence and skillset and determine whether they would still qualify for the job, instead of just firing them all without analysis?
Wouldn't it be more efficient to evaluate current hires' (ones whom you have labeled "DEI hires") competence and skillset and determine whether they would still qualify for the job, instead of just firing them all without analysis?
It's an exercise to demonstrate (and inculcate) institutional meritocracy. A little inefficiency in the process is a feature, not a bug. As well, the DEI hire should be made to pay a small price for taking the job on other than a meritocratic basis to begin with.
Wouldn't it be more efficient to evaluate current hires' (ones whom you have labeled "DEI hires") competence and skillset and determine whether they would still qualify for the job, instead of just firing them all without analysis?
It's an exercise to demonstrate (and inculcate) institutional meritocracy. A little inefficiency in the process is a feature, not a bug. As well, the DEI hire should be made to pay a small price for taking the job on other than a meritocratic basis to begin with.