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In case of discrimination alegations (race, disability and veteran-related matters in the US), the burden is on the accused to provide proof of non-discriminati
by gomox 11y ago
In case of discrimination alegations (race, disability and veteran-related matters in the US), the burden is on the accused to provide proof of non-discrimination.
In this case, the usual practice for proving innocence is to show that the statistical distribution of hires is similar to the statistical distribution of applicants. For example, if I had 50% latino applicants, 50% of my hires should be latinos.
That being said, the sort of publicity these issues get mean that companies try really hard to steer clear of any discrimination accusations. It's a delicate problem to handle.
- yuhong 11y agoI dislike employment anti-discrimination laws for this and other reasons. I suggest a compromise of limiting it to manual labor jobs and the like for which the anti-discrimination laws were actually designed for.
- HarryHirsch 11y agoAt a well-known Java school in the Southern US the student body is ~ 2/3 Indian and 1/3 Chinese, the secretarial staff is 1/2 white, 1/2 Latino, and the tech support staff is 100 % white. It's an odd distribution, no matter how much you dislike anti-discrimination laws.
- yuhong 11y agoYes, the question is whether anti-discrimination laws would actually be an effective tool.
- HarryHirsch 11y agoIn places as rotten as that one you'd ideally fire everyone and rehire from 4 states away. Antidiscrimination laws are weak tea, but the only tool we have. You sit and hope that the University President takes note after the first suit and fires management.
- deleted 11y ago[deleted]