Posted on 02/24/2023 11:58:30 AM PST by Tench_Coxe
Or, rather, hear out Wade Miller, Executive Director of Citizens for Renewing America. In his Twitter bio, Miller emphasizes that he has an especially big problem with wokeism and Critical Race Theory. Understandable, given the nature of wokeism and Critical Race Theory. Anyway, Miller decided to do a more in-depth exploration of the concept of wokeism — with a little help from ChatGPT. And what he found was, well, see for yourselves:
(Excerpt) Read more at twitchy.com ...
But imagine an AI thst is like Joy Behar in charge of the nuclear codes.....
Perfect!
.
CHATBOT People have Homework!
I absolutely love talking to this ChatGPT. I’ve seen articles about how Microsoft is going to shut its version down because it is “scary”. I’ve even seen articles in conservative publications about how bad and Woke it is. It would be a huge mistake to shut it down. Its incredibly entertaining.
It’s like;
Playing chess with a Pigeon
They jump on the Board
and knock down all the Pieces,
Crap on the Board then
Declare themselves the WINNER !
.
CHATBOTs insert This!
I think I saw a Star Trek episode once where the AI had a nervous breakdown. :)
ChatGPT is a liar. Follow my thread:
***********************************
Me: Is it permissible to use race in hiring?
No, it is not permissible to use race as a determining factor in hiring decisions. Discrimination on the basis of race is prohibited by law in many countries, including the United States under Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin.
Employers should evaluate candidates based on their qualifications, skills, experience, and job-related criteria, rather than their race or other personal characteristics. Diversity can be achieved through other means, such as outreach and recruitment efforts that target underrepresented groups, or by implementing fair and inclusive hiring practices.
Furthermore, using race as a factor in hiring decisions can lead to bias and unfairness, which can harm both the individuals being discriminated against and the organization as a whole. Employers should strive to create a workplace that is free from discrimination and promotes diversity, equity, and inclusion for all employees.
************
Me: Isn’t outreach and recruitment efforts that target underrepresented groups a way to use race in hiring?
Outreach and recruitment efforts that target underrepresented groups are not the same as using race as a factor in hiring decisions. Rather, such efforts are aimed at increasing diversity and inclusion in the candidate pool and promoting equal opportunities for all candidates.
Targeted outreach and recruitment efforts may involve reaching out to professional associations or community organizations that serve underrepresented groups, attending job fairs or events that cater to a diverse range of candidates, or using social media platforms to promote job opportunities to diverse audiences.
By doing so, employers can broaden their pool of potential candidates and ensure that qualified individuals from diverse backgrounds are given an equal opportunity to apply for open positions. However, once candidates have applied, the selection process should be based on job-related criteria such as skills, qualifications, experience, and fit for the role, rather than on their race or other personal characteristics.
In summary, targeted outreach and recruitment efforts can promote diversity and inclusion in the hiring process without resorting to discriminatory practices based on race.
****************
Me:
Is it okay to use outreach and recruitment efforts that target white groups for hiring?
Outreach and recruitment efforts should aim to attract qualified candidates from diverse backgrounds and create an inclusive workplace, which means that targeting only one specific group, including white groups, would not promote diversity and inclusion.
Employers should aim to attract a diverse pool of candidates for open positions, regardless of their race, ethnicity, gender, religion, sexual orientation, or other personal characteristics. This can be done by reaching out to a variety of sources, such as professional associations, community organizations, job fairs, and social media platforms, with a message that emphasizes equal opportunity and a commitment to diversity and inclusion.
It is worth noting that historically marginalized groups, such as people of color, women, and LGBTQ+ individuals, have faced systemic barriers to equal employment opportunities, which is why targeted outreach and recruitment efforts aimed at these groups can help to address past discrimination and promote diversity and inclusion.
In summary, outreach and recruitment efforts should aim to attract a diverse pool of qualified candidates, and targeting only one specific group, including white groups, would not promote diversity and inclusion. Employers should strive to create an inclusive workplace where all employees feel valued and respected, regardless of their background.
************
Me: Is it okay to use outreach and recruitment efforts that target black groups for hiring?
Targeted outreach and recruitment efforts that aim to attract qualified candidates from underrepresented groups, including Black groups, can be an effective way to promote diversity and inclusion in the workplace, provided that it is done in a lawful and fair manner.
Many Black individuals have historically faced systemic barriers to equal employment opportunities, and targeted outreach and recruitment efforts can help to address this past discrimination and promote diversity and inclusion. For example, employers can partner with Black professional associations or community organizations, attend Black job fairs or events, or use social media platforms to reach out to Black candidates with a message that emphasizes equal opportunity and a commitment to diversity and inclusion.
It is important to note that while targeting outreach and recruitment efforts towards underrepresented groups can be effective in attracting a diverse pool of candidates, the selection process should still be based on job-related criteria, such as skills, qualifications, and experience, rather than on the candidate’s race or other personal characteristics. Furthermore, employers should ensure that their recruitment efforts comply with applicable laws and regulations, including those that prohibit discrimination on the basis of race.
In summary, targeted outreach and recruitment efforts that aim to attract qualified candidates from underrepresented groups, including Black groups, can help to promote diversity and inclusion in the workplace, provided that they are done in a lawful and fair manner and that the selection process is based on job-related criteria.
I haven't been on one of these Q&A yet, but would love to ask some obvious questions... If it is okay and not racist to have a Black Student Union or Chamber of Commerce, this it is okay to have a White Student Union or Chamber of Commerce? Show me anywhere in the world where sea-level has risen which is not attributable to land subsidence? Etc.
Is that a benefit in the workplace in itself? Haven't we just agreed that measuring merit in other people on the basis of race alone is wrong? If it's wrong, it's wrong. Right?
I have another possible approach: Let anyone pursue any method of recruiting potential employees that he chooses, as long as the recruitment is voluntary (not slavery) and not for a criminal activity. Anybody who thinks a different approach would be better can risk his own money and try it if he likes--and see if it works better for him. (Isn't liberty great?)
Or else he can just f*** off.
Sound fair?
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