Sometimes I see threads where people will tweet in support of hiring more women or BIPOC or LGBTQ+ folks and the responses are "You should hire based on experience only and it is racist/sexist/etc. to do so otherwise." Those responders need to understand the benefits of D&I. 1/5

2/ If you have a workplace with all of the same kind of people you are doing a disservice to your company because you are limiting the perspectives and experiences you are able to ascertain from your prospective customer base.

3/ There are perspectives that I will never have personal experience with as a white dude and that is okay. It& #39;s good to listen and learn from others with different backgrounds and cultures and trust that they have insights you will inevitably lack.

4/ Another factor to consider is unconscious biases. Everyone has unconscious biases and a good workplace should be working to avoid them and learn about them. This articles highlights some examples of unconscious bias: https://builtin.com/diversity-inclusion/unconscious-bias-examples">https://builtin.com/diversity...

5/5 D&I stuff isn& #39;t about getting "the perfect ratio" of diversity, but trying to be conscious of the types people you hire and any biases, conscious or unconscious, that may prevent you from hiring outside of what you consider "comfortable" or "a culture fit". Be intentional.