mandated DEI hires without also working on providing training for candidates (or at least post-hiring training) .. wow, what a bold strategy.
> We do hire and train up juniors from time to time when our team gets big enough and has the time to mentor effectively.
If DEI is a real goal then ... training has to be a real priority, not just "when big enough" and "when have time".
So if the company doesn't want to spend resources on it then it'll get strictly worse results. (Ie. it'll either find itself unable to hire people, it'll be chronically understaffed, and/or it'll end up with a lot of internal conflicts about skills/competence.)
> We do hire and train up juniors from time to time when our team gets big enough and has the time to mentor effectively.
If DEI is a real goal then ... training has to be a real priority, not just "when big enough" and "when have time".
So if the company doesn't want to spend resources on it then it'll get strictly worse results. (Ie. it'll either find itself unable to hire people, it'll be chronically understaffed, and/or it'll end up with a lot of internal conflicts about skills/competence.)