Reform Policies

Pretending a complex problem is simple tends to lead to a solution that ignores the complexity.

The reality is companies are encouraged to set quota, targets etc and those entering at the bottom are the easiest to apply the filter to. It has nothing to do with qualifications. Sadly, I have been guilty of doing it myself.

We have a goal to increase xyz in the company, so it's easy to choose those that tick the box in the graduate assessment days. The "white boys" were at a significant disadvantage, something I was quite ashamed of.

I'm sure I've mentioned it before but a mate of mine who had his own company had a system whereby if he received 50 CV's in the post applying for a job, he'd randomly pick out half of them and throw them in the bin.
He reckoned it weeded out unlucky people.
 
Nowadays companies use AI for the first interview. How to make the applicant feel worthless.

I do a quick scan usually and if I go for interview, the first thing I ask them to do is give me the 2 minute tour of their CV.

I did interview one lady who claimed to have an LLB in Law (Incomplete) and she proceeded to tell me that her tutor said she could come back and finish it off any time. This turned out to be over 10 years ago, I doubt the offer was that open ended.
 
We have a black bloke at work who we call sooty. He is a good grafter and like the rest of us has balls of steel. If he can do the job and doesnt have a chip on his shoulder then he is one of us regardless to his colour.
 
We have a black bloke at work who we call sooty. He is a good grafter and like the rest of us has balls of steel. If he can do the job and doesnt have a chip on his shoulder then he is one of us regardless to his colour.

Is he happy to be called Sooty. Or didn't he have a choice.
 
White boys don't under perform:
You should read the article before commenting:
A 2024 report from the Education Policy Institute compared white British pupils’ attainment against other ethnic groups across education, from early years foundation stage to 16-19 education. They found that by the end of secondary school, most ethnic groups achieved higher GCSE grades than white British pupils in 2023.
Summary: "Most ethnic groups achieved higher grades than white pupils."
Yet despite the lower grades achieved by white pupils, unemployment for most ethnic minority groups was higher than that for white people.



According to that report. the only resistance was from existing employees.
Employee resistance to DEI initiatives stems from fear of lost status, misconceptions, and beliefs in meritocracy, manifesting as active pushback or passive disengagement. It is often driven by a desire to maintain the status quo, with employees fearing unfair treatment, reduced opportunities, or a lack of trust in leadership
It also shows that Positive Action is poorly communicated.



This also shows resentment from existing staff, cause by poor communication.
Which shows exactly what I suggested: underrepresented groups persist in the work place for various reasons, one of them is that those people in the underrepresented groups are discouraged from applying, due to the underrepresentation of those groups.
Positive Action addresses that issue.



Perhaps we should scrap it as something that does more harm than good.
In your opinion.
It is only resented by existing employees. That suggests that the existing employees want to maintain the status quo.
The concern of the underrepresented groups appears to be justified.
 
No, we were discussing Zia Yusuf's claim that DEI policies were the reason that poor Caucasian boys failed. And being objective and rational, I started at the beginning with school. The main reason these boys fail is that they do badly at school and don't get the grades they need for work or university. And I have been asking which DEI policies you believe cause them to fail at school.
Yet unemployment is higher in most underrepresented groups.
 
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