Posted on 07/08/2020 7:50:55 AM PDT by SeekAndFind
Nope. It’s good old fashioned tokenism. Put an otherwise unqualified person in a highly visible position. Bonus points if you can get one who’s disabled, transgender, or both.
+++++++++++++++++++++++
Is that you Tammy Duckworth?
Human Resource Departments are also pushing for more immigrants. They all read the same HR publications and an up to date HR professional is imbued with rhetoric such as why they should push their politicians for MORE immigration.
Its almost a job requirement to be a condescending biatch.
I was in an entry job in a HR department 10 years ago and I hated it. I actually thought at one point I wanted to be a HR professional. Thank God it didn’t work out that way.
Human Resources “diversity” training has told whites they’re racist, men they’re sexist and heterosexuals they’re homophobic for YEARS.
The new one is demanding the shoddy implicit bias tests and then condemning people to political indoctrination based on bad test results.
Dr. Jordan Peterson: The Dangers of Unconscious Bias Testing
https://www.youtube.com/watch?v=veAPVuuUSUY
Shoot. That ship sailed 30 years ago — at LEAST.
Well, Stacey, many millions of American men had been pushed out of skilled jobs long before you started working.
This headline speaks of the future.
Where have the writers been for the past thirty years. We had our first diversity training back in 1990.
At a company sales meeting, my HR Director, asked me to hold his weed and then he snorted coke off the HR managers belly. The HR manager got up and started making out with one of the office managers.
This was right after the diversity training and how to not get drunk at the sales meeting.
Will become? It is. HR has been declared relevant and been given extreme and dangerous powers. It is mostly staffed by diversity candidates with an axe to grind and an agenda. Nobody has the guts to tell them no.
The author of this piece is typical of HR people, they think themselves relevant to the bottom line and productivity if they are not wailing away on their current passion of diversity.
They do not improve the lot of the company in either case and should have been made to stick to payroll, some policy and the company picnic.
How can anyone be too injured for a desk job? Only an HR type.
Many of the global corporates are wanting to privatize, control and change policing. Many of them are on drugs, too, BTW. ...literally, for real. That’s why you’re seeing the narcissistic behavior from them. Some people who’ve been watching them refer to them as psychopaths.
I did almost the same with one of the major oil companies. I had been there working under an old contract for more than a decade. My contacts / sponsors were all retired and the leavings managing my contracts were Xers who turned my contract over to HR for updating. Something the previous people had avoided by telling HR that they needed me and that I would never sign the new contract. They were right.
One of the things I was to agree to was a background check that was unlimited. After nearly 15 years of working for the company and handling in total hundreds of millions of dollars worth of their business it not only went against my grain but the unlimited provision to pry into my personal and business background and give access to my financials went against my principals. The but “we never do that anyway” was attempted to get me to sign since the Xer had told them I was needed. I did not budge and told the project manager he needed to understand that principles are not negotiable with me. HR would not bend and I never signed.
It was a good time to wind down and retire anyway. Hard to do back then but I am happy I did now.
It is true that HR is intended to manage risk (protect the organization), but talent acquisition and retention is also a big part of the job. Managing benefits and payroll is a lessor, but still important role HR plays. The overall attitude of how HR is managed actually comes from the CEO, who is the steward of corporate culture. In the case of Apple, this is Tim Cook. If HR practices prefer minorities over other qualified candidates, then the CEO is pushing that policy, or through inaction (in the case of a “bad” CEO), at least supporting the practices. A “good” CEO should be the driver of HR hiring practices and setting the high level litmus for talent acquisition. All the other minutiae is determined by the HR director. So, in short, look at the CEO and board of directors if you want to better understand the “why” in a company’s hiring practices.
I can tell you that the company I work for looks solely at the qualifications and attitude of the applicant and race/sexual orientation/ethnicity does not play into hiring determination. The side benefit of this is that our workplace is quite diverse naturally without trying to force it, however that is more a consequence of the area the business operates in rather than via artificial means.
I have always called HR the human remains department.
Good HR people existed...but they are now out of HR
Glad you got out
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