Posted on 07/03/2016 6:43:07 AM PDT by C19fan
Businesses started caring a lot more about diversity after a series of high-profile lawsuits rocked the financial industry. In the late 1990s and early 2000s, Morgan Stanley shelled out $54 million—and Smith Barney and Merrill Lynch more than $100 million each—to settle sex discrimination claims. In 2007, Morgan was back at the table, facing a new class action, which cost the company $46 million. In 2013, Bank of America Merrill Lynch settled a race discrimination suit for $160 million. Cases like these brought Merrill’s total 15-year payout to nearly half a billion dollars.
(Excerpt) Read more at hbr.org ...
Diversity programs fail because they are steeped with the intent on punishment of white descendants who have committed no wrong. Sins of the father are not a legitimate foundation upon which to anchor “diversity programs.”
They go against all innate human nature, frankly.
You want to watch them go nuts, ask why Diversity is a business value. The generic statement “having many different backgrounds is good” is a straw man on its face.
Ask “why do we celebrate people based on their gender and color of their skin instead of their contributions? That sounds like racism and sexism to me.”
I am glad I left my PC company and their Womyn in Business and Diversity crapola. I hope they choke on it and go belly-up because of it (it has already started — the new c in charge has started destruction of the business through BAD decisions).
I want to puke every time I hear a Leftist proclaim ‘diversity is our strength’. NO, COMMONALITY IS OUR STRENGTH! Only when we pull together, with a common purpose, do we have strength! Immigrants used to come to America to embrace the American Dream, basically to work hard and strive for a better life. Now the majority of immigrants, the ILLEGAL immigrants, are coming here to live off the hard working American taxpayers. This is all by design. Bankrupt the country and then you can implement a new form of Government. Cloward-Piven at it most disgusting. Diversity brings nothing more than the pitting of one or more groups against the others. Wake up, America! Or all of our American Dreams are just pipedreams!
This is the same reason why OSHA regulations don't make a workplace any safer. A company that complies with OSHA regulations is only doing it so they can certify that they are OSHA-compliant. Meanwhile, mandates imposed by the company's insurance carrier do far more to improve workplace safety than OSHA does.
From the article:
“If these popular solutions backfire, then what can employers do instead to promote diversity?”
Wrong question. The right question is: “other than avoiding lawsuits, what is the point of diversity?”
If diversity was really a strength, they wouldn’t have to keep nagging us about it, telling us over and over diversity is a strength, ordering us to “celebrate” it. People naturally gravitate toward things that are good. We don’t have to be badgered about them. The truth is, people flee diversity any chance they get. Diversity is a tremendous problem.
What do you mean, sins of the fathers? A family member of mine lost his life freeing the slaves. Another family member took a family of former slaves home with him to the north, found them a home and a job, and I noticed in the 1880 census that they were still living across the street from my grandparents. Don’t tell me about guilt!
I have a friend who is a senior manager for Intuit. They have a list of employees who cannot be let go because of “diversity” and the possibility of lawsuits. They figure it is cheaper to keep unproductive “diverse” employees than go to court.
“Morgan Stanley shelled out $54 million—and Smith Barney and Merrill Lynch more than $100 million each”
um . . . No....
the CLIENTS and CUSTOMERS of those companies paid those fines in higher fees. The STAFF and other SALARIED folks at those firms paid those fines in lower wages.
“Citizen’s United” declares companies people, but they don’t pay. I’m cool with that. But actual people pay. those fines, as well as those political gifts (bribes).
I don't know about OSHA so much, but I do know that employees take the safety stuff seriously. I try to do a safety walk-through every month, but over the last couple of months, other things kept me very busy and I was not able to do the walk-through. Then, at a baby shower, one of my employees asked if I wasn't doing them any more.
Oops.
Doing the safety walk-through does not accomplish much in itself (I have never found a serious issue), but it gives the employees that the employer cares about safety, and they are more mindful as a result. That is a good thing, because one of the things I do not handle well is people being injured and bleeding.
“They figure it is cheaper to keep unproductive “diverse” employees than go to court.”
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Isn’t that just ducky——and the productive employees can carry the full work load.
.
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These programs fail because they are scams. Jesse Jackson, sharpton, Obama, and a host of lawyers make millions off of humiliating whites with lies. The shakedown scams have become a billion dollar business.
Many of us are aware of the shakedown. It is nothing but another criminal enterprise.
Of all the people in the world who have an interest in the personal safety of an employee, the employee himself is at the very top of the list. That's why my prior employer had almost no safety rules and a perfect safety record. Meanwhile, my current employer has more safety rules and safety initiatives than I can count -- and we can't possibly be any safer than my prior employer.
In other words, the safety initiatives have no purpose other than giving the company the ability to document the fact that they have implemented them.
I completely agree with you. The problem is with that intent to cast guilt on descendants solely because of their color; not to actually assign rightful blame. It is racism of the worst kind.
It is the primary reason why ‘diversity training’ is complete bullshit.
The underlying reason falls into the line about “the slave dreams not of being free, but of being master.”
Exactly. Follow the money. Millions in extortion. The difference is most blackmail victims don’t extol the virtue of being blackmailed.
Yep, I have two relatives that fought for the north on a monument in Vicksburg. This is one more reason the war between north and south should never have been fought. I’ve never heard an African offer even a sliver of gratitude.
In the 80s there were many cases where a minority candidate wasn’t hired/promoted and the job went to a less qualified candidate. That’s VERY rare these days - employers now want the best candidate who will take the salary they budget for the position.
In the 80s employers went overboard with quotas and it still happens today even if they call it diversity instead of quota. By definition, diversity programs do not hire the most qualified candidate. That means
A) The company/organization will probably not do as well as they can
B) Less qualified diversity hires won’t do as good as their peers and make diversity programs look bad even when the diversity hire receives extra mentoring or lighter load (which looks bad to everyone else)
C) Moral goes down when better qualified employees are passed over for a “diversity promotion” (and the diversity-promoted manager will have a more difficult time than a qualification-promoted manager because of their own qualifications and the extra moral problem. Repeat A & B)
That’s a recipe for failure for the business, the diversity program, and individuals in position because of the diversity program.
That doesn’t even count the woman who never wanted to do STEM in the first place but saw a college and career path that looked appealing 10 years ago because of the scholarship and hiring practices for women. But some are not happy with STEM 5 years into the career. Some women are awesome at STEM careers and love it. The others are working with peers who love it while they want to find another career but are locked in for many reasons until they get to management - tough to compete with peers in that case and get to management. (Or pick any other minority and diversity-based education and career sales pitch)
If you assume all people have equal ability, you will make some bad business decisions. Reality is stronger than denial and will punish you eventually.
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