quote:

Originally posted by frayedends:
......He can’t hire me until he interviews a woman and a person of color.

What happens if neither ever apply for the job? Will the opening go unfilled? I don't know your line of work or profession, but what if you're a machinist and there's nary a woman or minority who even looks at the job ad and never applies?

I lost the first two positions I interviewed for out of college due to Equal Opportunity hires. I was told clearly that I was the top qualified candidate but they had to hire a minority.

I just found out last night why there are a lot of colleges with women’s swim teams, but not men’s. Title IX requires equal participation opportunities for men and women. If a school has a 50:50 ratio of males to females and the football team has 70 male students, then the school needs 70 female student athletes to balance the “opportunities” out. Women’s volleyball, women’s swim, etc.

quote:

Originally posted by trapper189:
I just found out last night why there are a lot of colleges with women’s swim teams, but not men’s. Title IX requires equal participation opportunities for men and women. If a school has a 50:50 ratio of males to females and the football team has 70 male students, then the school needs 70 female student athletes to balance the “opportunities” out. Women’s volleyball, women’s swim, etc.

Yep. Not only does the number of athletes have to be the same, the number of scholarships has to be the same too. Any young woman who is an average to above average high school athlete should definitely look for opportunities here.

Title IX has been around quite a while.
They really didn't start enforcing it heavily until it passed through a couple legal challenges in the late 70's and early 80's.

What it REALLY killed were the smaller less attended men's team sports, like wrestling, in favor of bigger more attended sports like football and basketball.

quote:

Originally posted by frayedends:
^^^^^
Only 1/1024th.

quote:

Originally posted by jhe888:

quote:

Originally posted by frayedends:
Funny thing is that I’m 23% Portuguese. Portugal is part of Hispania. My great grandparents last name was Rodrigues until it was changed when they came here in 1895.

So technically I’m Hispanic. But no way to change that in my company profile now.

So . . . playing the race card would be an option?

(And I get it, but I hope the irony isn't lost on you.)

Yeah I get the irony. I won’t be playing the race card. Fishnets sound more fun anyway. .

My first wife was 1/2 Hispanic - Spanish surname and everything. But she was whiter in color than English/German me and had bright red hair. She got a scholarship at UT for Hispanic students and she said she got no end of side eye when she went in every semester to collect her scholarship check. She was totally qualified with no monkey business, but didn't look the part.

She looked pretty good in fishnets. Better than you, I bet.

quote:

Originally posted by DaveL:
Yep. Not only does the number of athletes have to be the same, the number of scholarships has to be the same too. Any young woman who is an average to above average high school athlete should definitely look for opportunities here.

Most NCAA Div1 sports have about 10-20 total scholarships allowed, and that's assuming the school offers the NCAA maximum. Div1 FBS football teams are allowed up to 85 scholarships, so it takes a lot of women's sports to offset that number.

I used to know a white guy who was a bleeding heart liberal who believed in Affirmative Action. Nine years ago, he applied for a teaching position at a major university. His application process went very well, and he felt confident about getting the job.

The hiring committee told him he wasn't selected. Also the position would remain vacant and job announcement remain open. They told him they wanted to fill it w/ a POC. He was Jewish, but that didn't count for diversity points. He reaped what he sowed.

quote:

He reaped what he sowed.

....and I'm fine with that. But We all must reap what these dunces sow...

quote:

Originally posted by TMats:
I endured that kind of discrimination through my entire Forest Service career.

Remember a time when on the "average" fire line you'd need MANY seasons of wildland experience before you'd even consider applying for a lead position? And you could be somewhat comfortable that even if the crew boss was dislikeable, he-- and it generally was "he"-- knew the job well enough to not get you cooked to a fine, crispy finish?

Yeah. I do, too. It was considered a Big Deal if you actually had a shelter deployment on a fire because hitting the Shake 'n' Bake meant that somebody-- many somebodies-- had vastly mismanaged the fire line and probably violated at least five of the 10 Standard Orders. Boards of Inquiry, career-ending stuff.

Then, equality of outcomes became more important, and those sort of incidents became common to the point of routine. The usual explanation was "Well, attrition. All of the old hands are retiring, you know, and these spikes are a normal part of growth as institutional knowledge leaves."

Nobody thought that the spate of crews or engines led up by a boss with ONE... Whole.. SEASON of wildland fire experience had anything to do with the spike, or that that "attrition" resulted from the experienced hands realizing that they'd be better off heading to Interior or the state agencies where they'd at least make more money working for inexperienced (but VERY diverse) idiots.

Discrimination has actually killed people, but not the way the left Woke think.

One option is to use the Democrat thinking and describe yourself as "self-identified _____." It's the gibberish they use to use to have someone be something they are not.

quote:

Originally posted by DennisM:
Remember a time when on the "average" fire line you'd need MANY seasons of wildland experience before you'd even consider applying for a lead position? And you could be somewhat comfortable that even if the crew boss was dislikeable, he-- and it generally was "he"-- knew the job well enough to not get you cooked to a fine, crispy finish?

I headed up a selection committee for a District Ranger. I know what I was told I needed to do in order to be considered for a DR position, one of the most important boxes to check was a detail as a District Ranger. I did two, one on Forest, and when I was informed I needed to go off Forest I did that too. There’s more, but that’s enough for the purpose of this story.

There were two women who applied for the ranger job, and based on what I knew to be true, I didn’t consider either of them to be quality candidates. Neither had done a thing to prepare themself for the job. Both had been promoted so fast they had nosebleeds. Both had “Fire” backgrounds…sorta. One was district level. She was a Rec Specialist and during one of many realignments to meet budget vs. staffing requirements was given the title of District FMO. The other was on a California NF and was Forest-level FMO, somehow. I never could figure out how she got there.

I presented the Forest Supervisor with the “quality candidates” and about a second-and-a-half later heard, “Where are the two women?” I explained, to no avail. They had to be interviewed. One said she was mostly interested in the position because she and her boyfriend had broken up. Now they were back together, so she was going to stay where she was.

The other apparently didn’t read the job announcement very well , because she discovered the ranger job was a lateral for her, not a promotion, so she pulled her application too. God help the firefighters who had to take direction from either of them.

Like you, I’ve got other stories.

It’s called “Equal Opportunity”. I call it discrimination at it’s finest.

Here is my story on this subject. I worked for the Forest Service in Engineering for 32 years. I started off as a survey aid and after two seasons had my own crew. I had this guy on my crew that wasn’t all there but I never had a harder more dedicated worker in all my survey years. He was slow to learn and each season when he came back you had to teach him the same things all over again. One year he decided to head to Texas to work on oil rigs. The next year one February Friday night he shows up at my house. That particular day was the last day to get applications in for the upcoming season so I told him to get his butt into the office first thing Monday morning. It turns out that they were implementing a new “Equal Opportunity” policy and they had to hire a certain percentage of minorities and he didn’t fit that certain percentage, never mind that he had worked there for years. I was a little pissed to put it mildly and took my complaint as high as I could with the same result. He didn’t fit the percentage of minorities and they would not hire him. He also spent 4 years in the Marines. So, I got 3 new woman for my survey crew along with a couple of guys that had been on my crew in previous years. One of the woman turned out to be one of the best workers I ever had in my 8 years as a survey crew boss. One of the other two was excellent and I was disappointed that neither of them came back the next year. The 3rd woman was by far the absolute most horrible worker I ever had or worked with in my entire 32 years. She was an “Earth First” person in disguise. She was obese and smoked cigarettes and could not keep up with anyone. She did everything she could to sabotage everything we did. I had one guy on the crew that commuted 80 miles one way to do this job as part of his college credit and he wanted to burry her in the woods. (Symbolically speaking of course) I was going to have her fired, but she saw the writing on the wall and said she was going to quit when I pulled her aside to talk to her. Now, here comes the shitty part. That guy that they wouldn’t hire because he didn’t fit the percentage of minorities? He took a job on a crab boat and was killed. Ever since then, Equal Opportunity has been a four letter word to me. Discrimination at its worst.

It's almost as if
What went around
Has come around
Funny how that works

How can any of what the OP describes be legal... you can't discriminate or even ask a person's sex or race on an application and so how can you be told you have to interview someone of either?

quote:

Discrimination against white guys at work has begun

right about the time Affirmative Action became law.

quote:

Originally posted by Blume9mm:
How can any of what the OP describes be legal... you can't discriminate or even ask a person's sex or race on an application and so how can you be told you have to interview someone of either?

Is the person’s name and address not a requirement on the application? I’m fairly sure I could pick a woman and a POC out of a stack of 100 applications.

quote:

Originally posted by bendable:
It's almost as if
What went around
Has come around
Funny how that works

Yeah, amazing what self loathing can accomplish.

I don't understand this statement in this topic,
Or what my post being quoted has to do with anything.

Could you elaborate

quote:

Originally posted by parabellum:
Actually, that kind of discriminatory bullshit started many years ago.

Years ago I was a programmer for a national restaurant chain (Now long gone). It was one of the first years that companies had to file an EEOC report to show how many genders and races we had hired. As you can imagine we had continuous turnover and records were not very well kept. I went to my manager and said hundreds of records had no race or gender marked and asked what I should do. He replied "Count them as a black Eskimo woman. We'll get three credits." It wasn't meant to be prejudiced. The corporate office had plenty of all races and genders - at all levels of management. Probably one of the most diverse places I worked. All were hired on merit and skills, and were damn good at what they did. It was just frustrating that the government was starting to tiptoe into the situation/mandates we have today.