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by aprilthird2021 5 days ago
> There's no such requirement to hire proportional amounts of every ethnicity. There are requirements not to discriminate. Which isn't the same thing.

How will you prove and prosecute supposed discrimination?

> When companies do make an effort to give everyone a fair shot there's a tendency for mediocre white men to lose out to more qualified minorities. The companies get better employees and more diverse perspectives.

I just don't agree with this idea of "giving a more fair shot" if it's enforced because what it really is is slowing down hiring processes and second guessing people's judgments. I don't like it to bolster diversity and I don't like it to cut diversity (what many white nationalists in the US wish would happen in industries that hire from abroad like tech).
2 comments
account42 5 days ago
It's also not even defined what a fair shot means - once you discard merit and start trying to counter for all kinds of past or inherent disadvantages there is really no end to it.
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breakyerself 5 days ago
A fair shot would be hiring based on qualifications and not race, relion, etc. There seems to be no end to people wanting to perpetuate a status quo that advantages themselves. You might feel differently if you were part of a group that faces discrimination at every turn.
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breakyerself 5 days ago
How will you prove and prosecute supposed discrimination?

Usually someone who feels discriminated against will get legal representation, file a lawsuit, and use the discovery process to strengthen their case. They can compare their treatment to that of people who don't share their minority status. They can show internal communications. Call witnesses. compare the companies workforce to other similarly positioned companies.

> because what it really is is slowing down hiring processes and second guessing people's judgments

1. So what?

2. People's judgement should be second guessed if they're racist.

3. One of the easiest ways to reduce discrimination in hiring is to replace names on resumes with numbers before letting hiring managers access them. Which barely slows down anything and eliminates a variable that isn't relevant to the candidates qualifications.

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