Posted on 07/15/2009 7:56:58 AM PDT by DCBryan1
Yep...you have it exactly right. It likely stemmed from a lawsuit of some kind back in the 80’s between the DOJ and the City of North Little Rock. There were probably lawsuits like this filed all over the country at the time by the usual suspects(the ACLU et al).
Hard to believe they are still obligated to do it after this much time though.
They are getting bolder and bolder about announcing their intention to totally degrade Whites.
No-one is practicing ‘reflex victimnology’ here. We are looking at the state of our nation and how far we have traveled from our constitutional foundation. If this ad does not strike you as fundamentally wrong, then there is no hope for you. People should not be judged on the color of their skin nor their gender, they should be judged on who is the best applicant for the job.
Maybe they should have just said “non-whites”.
Don’t you know that “minority” is code word for stupid and lazy and has nothing to do with race or nationality? That’s why Asians are never considered a minority. And when whites are demographically the minority, they will never be considered a “minority.”
Can you imagine the outrage if the ad said blacks and women need not apply. Talk about your hypocrisy and double standards.
What white guy is going to work for $18-24 an hour?
Your suit will be thrown out because you lack standing to sue.
;)
When you get the interview and they say you aren’t black, tell them you were born in Kenya and as such fit the African American designation.
Sit back and watch HR’s heads explode.
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Gosh, no one has ever thought of that before. You are a genius.
HR recruiter for a couple of years, and that is exactly the kind of stuff we laugh at. Yours would be the shortest interview ever. And because you would have knowingly falsified your app, you would have zero recourse. But you would be unknowingly the brunt of jokes for years to come. Quite a legacy.
Look at a job application sometime. It does not ask where you were born, African American is a racial category, one of 6 or 7 found on applications for organizations that must report stats out to the fed.
Well I’m Black Irish
IIRC, there was an ancient civilization either China or Turkey where Eunuchs became the predominant government officials. I don’t think it turned out so well for them.
Same principle applies here to staffing Gov. jobs with higher percentage of minorities.
Really? Apply for them and then sue for racism/sexism.
The title is wrong. No white “men” need apply. It’s perfectly fine to hate white men...everyone else gets “special” protections.
In all fairness, there was a lot of hard core racism in the hiring process at that time. Also, I would not have been hired if the consent decree hadn't been in place, although I placed in the top two on the written test out of a couple of thousand applicants. I'm 5' 6", and previously the department had required that applicants be at least 5' 10".
Sooooooo... dear Freepers, I have benefited from affirmative action. The height requirement was thrown out because it violated Fed guidelines that said requirements could only be based on the actual performance requirements of the job. I suppose I could complain about some of these rulings, but I owe my career of 31 years (so far) to one of them. If the height requirement hadn't been thrown out, I would have moved on down the road to something else.
...What is a “paper bag test”?
Lighter or darker than.”
Geee- I was on the wrong track of thinking.
I immediately thought of coyote ugly......
No-one is practicing ‘reflex victimnology’ here.
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Actually, I think, specifically, that you are. You are looking at this in a profoundly superficial fashion. I suspect that the inner workings of a corporate HR department are somewhat of a mystery to you, as they are to many.
Corporations can get fined by the fed if the applicant pool for certain jobs does not generally match the demographics of the location of the job. The fed sees that as a corporation systematically attempting to exclude certain job seekers from the openings.
Large corporations, especially those doing biz with the fed, often have someone internal administering their affirmative action program. They analyze applicant data, and determine whether or not minorities are adequately represented in the applicant pool. If the corporation is being proactive, they will endeavor to advertise their positions such that the under represented minorities are targeted for applying for the position, as opposed to being simply given the position for the membership in that under represented minority.
Corporations, state and municipal governments not being proactive, and getting busted by the fed, will be required (as in this case) to specifically state that they want minority applicants.
There are many layers to this kind of situation that are missing from your analysis, because most of us, not being in HR, are entirely unaware of what goes on behind those closed doors.
Probably the reason why on my job apps I put decline to identify. Which of course would be another reason for HR to laugh saying “yeah, just another qualified white guy who can benefit our company we are going to discriminate against. Nyuk nyuk nyuk.”
This is our quota system in action. Reverse discrimination.””
Since the Supremes just affirmed the firemen lawsuit for just such discrimination, maybe their decree from DOJ should be restructured.
Probably the reason why on my job apps I put decline to identify. Which of course would be another reason for HR to laugh saying “yeah, just another qualified white guy who can benefit our company we are going to discriminate against. Nyuk nyuk nyuk.”
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Your lack of self id is perfectly legal and acceptable. Of course, what the recruiter must do is to make his or her best guess, and that is how you will be identified in the applicant pool, without your even knowing it.
We see it all the time. Typically (from my own personal experience only) it is African Americans, though, who don’t want to id themselves as black, thinking that they will be excluded on that basis.
It is not surprising to me how off-base most folks are about affirmative action. With applicant pool statistics matching the demographics of the job location, and good quality job files with ample justification for the hiring decision, no one bats an eye. And yes, I have been through several desk level (meaning the investigators in house) OFCCP audits.
I’m not surprised because after my first employment staff meeting, I went to my new boss (who I had known for a number of years) and said - you guys openly talk about stuff like that ?!!?!?!?!
I know nothing of the case that resulted in the consent decree, but I bet it went something like this:
Some black applied for a job and didn't get it. Qualification for the job is irrelevant. Then he noticed that blacks are in those jobs with a lower percentage than the demographics. That person filed suit or complained to the feds on federal civil rights grounds stating (like Sotomayor thinks) that such disparity is conclusive evidence of race/sex discrimination, the possibility of a lack of qualified blacks in the population never being considered. Faced with spending millions to defend itself the city, which previously hired only based on qualifications, signed the consent decree to make it go away.
Let's say a population is 50% black. Let's say that a normal number whites in that population are high school or college grads. Let's also say that half the blacks in that population live in a 'hood' and never finished high school. Your real pool of qualified applicants isn't 50/50 white/black, but more like 67/33. But that doesn't matter. It doesn't reflect the racial demographics, so the hiring authority must be racist.
There's also just the matter of certain groups tending to be interested in certain jobs, or not. I'd hate to have to fill software development positions with PC requirements. My guesstimate of the developers I've worked with or around is 98% male, 80% white, 14% Asian/Indian, 2% Persian/Arab, 2% black (I've never worked in an H1B shop, so that doesn't skew my sampling even more towards Asians). I've noticed somewhat higher female representation for system administrators, but still nowhere close to 50/50.
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