Social Justice

So maybe not all HR people are remedial:

I’d love to see if that is still true at companies that officially embrace “Diversity, Equity and Inclusion” (DEI), or if the actual hiring managers at companies that adopt such frippery also find potential employees like that to be a complete pain in the ass, too…

16 thoughts on “Social Justice

  1. Decades ago, a similar experiment was done, except it tested “white” names like Susan and William against “black” names Latonya and Jamal.

    The same thing happened, Susan and William received more call backs.

    So I guess that was racism. Of course, like now, the press jumped all over it. – but was it really racism or just good old classism?

    Inquiring minds wanted to know, so another study was done, testing white middle class names like Susan and William against trailer park names like Peggy Sue and Billy Bob.

    Guess what?

    Apparently, employers just want emotionally and socially stable people who know how to get along and are willing to show up every day on time and leave the chips on their shoulder at home.

    But that was then, nowadays when an employer looks at the name on a resume, all they want to know is, can I pronounce it?

  2. I see that the Biden Administration is celebrating Women’s history month by handing out awards to men.

  3. Your Governor just made using psychology, drugs and surgery on children for the purpose of turning them into an artificial species, a protected activity.

    Your legislature is rushing to put your Governor’s exec order into law.

    Last month, a mentally ill man with pink hair, smartly dressed in a crisp blouse and skirt, tastefully accessorized with dangley earrings and matching pendant, solemnly spoke before your house of reps, emotionally expressing his sadness upon learning that not everyone believes mental illness is a desirable state to aspire to.

    He had the right to speak, because your fellow Minnesotans elected him as their leader.

    At this point, expressing surprise at anything that comes down the road at you lads, is anticlimactic. You live in a sideshow state. You will never pull down the tent. You will either learn to live among mentally ill people, or you will leave.

  4. Generally hiring managers have a bias against high maintenance potential employees.

  5. Abortion up to birth & beyond, driver licenses for illegal aliens, voting for felons — and you reparations are in the pipeline. Good thing those radicals in the GOP aren’t in charge. You dodged a bullet there, Minnesota!

  6. It’s never surprising anymore when the left wing press publishes something like this that make activists wet themselves. Having worked in the contract staffing and consulting business for ten years and having several friends that are in HR, I can assure you that there are at least twenty “rules of thumb” that HR types use to weed out potentially undesirable candidates.

    It was encouraging to see that the commenters overwhelmingly backed the practice.

  7. Here is a study that looks more closely at eliminating social status signals in name discrimination.

  8. Update: apparently the j6 committee on Daddy Issues didn’t watch any of the video.

    (Bennie) Thompson (chairman of the kangaroo court) said he doesn’t think any of the Jan. 6 members themselves ever had access to the footage — they let only staff view it. “I’m actually not aware of any member of the committee who had access. We had a team of employees who kind of went through the video.”

    Well then…

  9. “kind of” – that… right… there… verdict was predetermined before committee even assembled. Anybody wants to dispute we are living in USSA, a third-world banana republic? Bueller?… Bueller?…

  10. Interesting study from Greg. Right off the bat, it contradicts CNBC by 180*:

    “In contrast to race, gender, and age, we find no significant penalty for membership in a lesbian, gay, bisexual, transgender, or queer (LGBTQ) club or evidence of heterogeneity in that penalty across firms. Likewise, we find insignificant effects of listing gender-neutral pronouns next to an
    applicant’s name, though estimates for LGBTQ clubs and gender neutral pronouns are less precise than estimates for race, gender,
    and age
    .”

    Also:

    “Unlike traditional audit studies that passively sample jobs from newspapers or job boards (e.g., Bertrand and Mullainathan 2004), we prospectively
    applied to entry-level job vacancies hosted on the web portals
    of 108 Fortune 500 firms.,,

    A key finding of our analysis is that patterns of discrimination against Black names vary substantially across employers. After adjusting for sampling error, the cross-firm standard deviation of racial contact gaps is 1.9 percentage points, only slightly below the mean contact penalty for Black names.”

    The authors do not specify what particular kinds of businesses they targeted, but concluded “discriminating firms are overrepresented in the auto sector,
    in general merchandising, and among eating and drinking establishments.”

    If by “auto sector” they mean auto manufacturers, I wonder if the high number of discrimination cases that are brought against them has something to do with it.

    In merchandising and restaurants, a person’s appearance is a very important consideration. I will aver that although few would admit it, most White people would rather be waited upon by other White people, I have to wonder if manner of speaking (Eubonics), ethnic hair and clothing put blacks at a disadvantage. If so, you can say it’s racial discrimination in that not many White people wear weaves and dreds, or dress flamboyantly, but it is also true that inherent *behaviors* are at the core of the discrimination, rather than immutable characteristics (skin color).

    I’m perfectly comfortable with the conclusion that a resume from Ja’maal Jones might hit the trash can more readily than one from Charles Johannsson, but I am not ready to conclude that the reasons are not more closely aligned with the negative behavioral aspects many black employees bring with them than simply because of the color of their skin.

    As to morons that put “pronouns” on their resumes, well, this is just a matter of leftist lunacy running into reality. Cope and seethe.

  11. I was unimpressed with the first statistics–that a strong majority of people using ambiguous pronouns felt they were discriminated against–but the study makes sense, simply use the same name and list ambiguous pronouns and see what the response is. The article moreover notes that “they/them” was not compared with “he/his” or “she/her”, which might have been really interesting.

  12. Pingback: In The Mailbox: 03.09.23 : The Other McCain

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