Suggestions
Kathy Tafel
Consumer veteran servant leader
Kathy Tafel is the Founder and Software Architect at Corpus Collusion, a company that focuses on innovative software solutions. Based in the Berlin Metropolitan Area, she has a diverse background in leadership and software architecture, demonstrating a forward-thinking approach to both opportunities and challenges in her field.1
In addition to her role at Corpus Collusion, Kathy has experience founding other companies, including MT Space, where she has also designed and developed software architecture. Her professional presence can be found on LinkedIn under the username corpuscollusion, where she shares insights and updates related to her work and interests.1
Highlights
Well, I’m not sure they really want my opinion here. Not the individual’s fault I’m sure. But still.
In other news, I’m on the market for an engineering leadership role in Berlin or remote.
I keep seeing more posts these days, here and on the social media platform formerly known as Twitter, advocating for the elimination of DEI programs inside businesses, especially from Americans. I've been meaning to say something about it for months because it matters and is important. All that it takes for evil to win is for good people to say nothing. Setting aside the fact that I think it comes from a racist place because attacks on CRT became less effective, this effort is short-sighted and bad for business.
First, from a budget perspective: If an employee doesn't feel included, if they don't feel they belong, they will walk. If they walk, it costs money to rehire the position, and train someone into what the previous employee did. In my management training years ago at Apple, it quoted from the Gallup survey on "belonging." which is the same thing as the I in DEI. This is not woke propaganda, this is middle of the road social science. (Not that I think there's anything wrong with enlightenment or awakening.) I first learned about this more than a decade ago, before the DEI acronym was popularized, and Gallup is still doing surveys on it (https://lnkd.in/dZVRuEBf). Follow the data, and the money. Spending some small portion of what you would pay to replace someone just makes business sense.
Second, from a solutions perspective: It may be true that a monoculture echo chamber may be able to sprint past a multicultural environment for short bursts, they will be short bursts and the bubble will not sustain itself over the long term. Because no one point of view is the omniscient holder of truth. Having multiple viewpoints lets you see in more directions simultaneously, like a fly's eye, and if you have the right training, can eventually move faster than those monoculture echo chambers.
But you need the training and that's what those DEI programs are for. Call them HR best practice programs if you have to mollify people, but I honestly feel like being stubborn about it to make the people who are not comfortable with difference to sit in the discomfort a bit more and maybe grow because of it.
All of which is a long-winded way to say, What's so funny about peace, love, and understanding?
