Ted Re...When a white male is in a position of power and there is no requirement to make affirmative outreach [a color blind policy], then he is more likely to hire another white male than a minority or woman.
Not a true color blind policy. If you replaced the name with a number, so all the hiring manager knows is the qualifications of the prospects, should eliminate any racial bias you are accusing him of having. If UM just used performance to decide, not race or sex, nobody should theoretically have an advantage.
AA has helped but the situation was far worse before AA was implemented. I don't think you realize how great the disparity once was.
Read no 3 again, and note it says continues It does not say it only decreased to a certain no.; it says it continues. And I explained why. Explain to me why I am wrong.
That is not true. A minority may want to try to take advantage of discrimination laws but if the case is well documented, the employer has nothing to fear.
Wrong. When you were supervisor of a racially diverse staff, you realize that you aren't talkking about small businesses anymore, who have 1-10 employees. There is no chance a small business could be very diverse. Secondly few small businesses have the resources to document everything, and thirdly, even if the employer is in the right, the cost of defending oneself against gov. lawyers could be a death knell for a lot of businesses.
understand your fear but let me just say an employee who is good, a minority and/or a woman and is treated fairly will most likely be the most loyal and hardest working employee you will ever have.
Could be, I have never found any distinction. |
