This diversity perversity is nonsense.
How about just having an open mind about who you’re going to consider as a candidate. And let merit do its thing.
This was not about diversity. You send the best sales reps to the biggest accounts regardless of sex or race. It’s about ability, who can do the best job. You don’t send in second string.
We did that for many years, and won’t face the fact that too many people from “protected groups” just can’t cut it. Instead of addressing those deficiencies (starting with education), the government and large companies have simply lowered the bar (a policy admitting de facto racial and gender inferiority). As a supervisor, I don’t have the time or interest in compensating for the shortcomings of token staff members; if I’m the only one who can type a coherent letter or email they’ll pay me accordingly. Also, I no longer work longer hours than those “playing office”; years ago the white guys realized they were the only ones working unpaid overtime as “salaried employees” and stopped doing so. Because of tokens in high positions working the bare minimum (or pretending to), there is nothing the employer can do about this without paying out some serious legal claims; it is far too easy to document and win in court.
So, if the SCOTUS strikes down affirmative action . . . these yahoos are just prescribing a work around. The de facto law now anyway is reverse discrimination.
Poor Pete Rose . . . he is just a victim of being too white in a #BLM world.