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A few lessons for managers:
* HR systems are optimized for convenience of management, meaning they shortchange marginalized workers _by default_
* HR culture is defined by people who _like_ those systems, and now often led by execs who resent their own workers, so resistance to improvements is often deep & pervasive
* One of the worst mistakes I’ve ever made as a leader was speaking to how we *wanted* a system to serve our workers without fiercely interrogating the risk of masked problems