Buy European

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Overview:

The community to discuss buying European goods and services.

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Rules:

Be kind to each other, and argue in good faith. No direct insults nor disrespectful and condescending comments.
Do not use this community to promote Nationalism/Euronationalism. This community is for discussing European products/services and news related to that. For other topics the following might be of interest:
Include a disclaimer at the bottom of the post if you're affiliated with the recommendation.

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No racism, sexism, homophobia, transphobia or xenophobia
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Do not share intentionally false or misleading information
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Benefits of Buying Local:

local investment, job creation, innovation, increased competition, more redundancy.

Related Communities:

Buy Local:

!buycanadian@lemmy.ca

!buyafrican@baraza.africa

!buyFromEU@lemm.ee

!buyfromeu@feddit.org

Buying and Selling:

!flohmarkt@lemmy.ca

Boycott:

!boycottus@lemmy.ca

Stop Publisher Kill Switch in Games Practice:

!stopkillinggames@lemm.ee

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founded 1 month ago

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This community when US tech is brought up (i.postimg.cc)

submitted 1 week ago* (last edited 1 week ago) by Blaze@lemmy.dbzer0.com to c/buyeuropean@feddit.uk

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[–] kbotc@lemmy.world 2 points 1 week ago

Let me stop you here: You seem to lack the pre-requisite knowledge of laws, and the understanding of what HR departments and DEI departments do.

What you’re describing is absolutely, totally, illegal and has been since the 1970s. This was decided in Griggs v Duke Power Co. The phrase you can look up is “Disparate impact” and in particular the “adverse impact” and tests.

DEI has big problems, but most of them stem from businesses just slapping in a 60 minute micro aggression course from a third party service and calling it done

https://hbr.org/2022/12/the-failure-of-the-dei-industrial-complex

What DEI is supposed to do is stuff like:

For example, a purposeless unconscious bias training required for all employees is almost certainly less effective than an unconscious bias training deployed specifically for decision-makers like hiring managers or supervisors, to increase their familiarity with newly implemented bias-interrupting practices like hiring panels and scoring rubrics after an audit found evidence of bias in hiring and promotion processes.