Quote Originally Posted by Andy_Faber View Post
Tell that to the fellah on the breadline who falls outside Burgerflipper PLC's DEI parameters

The Rooney rule was doomed from the start, the owners no doubt pay lip service but ultimately won't suffer having to appoint a second rater at the heart of their billion pound investments for the sake of DEI (although they make enough mistakes on other criteria)
The only problem with this, is that Diversity programmes don't as a rule involve appointing second raters, but hey who am I to question your jaundiced view of the world? No doubt you will have anecdotal "evidence" to the contrary, but I'm sure your bright enough to know that this doesn't prove anything.

Obviously as with anything involving human beings, there can be flaws, mistakes and indeed misguided handling of issues. But this doesn't negate the importance of combating the natural bias which does occur. Its a fact that people tend to recruit in their own likeness.

I've seen at first hand how over zealous equality and indeed health and safety issues can be negative, but in the majority of cases I've seen only positive effects.

My anecdotal evidence suggests that whilst I have lost out on jobs to a woman, it has always been the case that they had equal qualifications for the job. I could have quibbled about experience and about aptitude of the successful candidate, I could also do that about male candidates who were chosen over me. In reality, one feels upset at losing out in any situation and its natural to look for reasons that explains that and diversity is an easy hit. One just hopes people have the maturity and self awareness to not use that.

But I guess if the perspective is one of women, people of other ethnic backgrounds or those who are disabled should not be encouraged to have careers and the barriers to doing that be removed, then one will never agree.

Oh and why should it be just a fella that misses out?