5 ms·

Yikes? That's what has definitely happened - these companies don't want EEOC complaints. The layoffs were audited to not be racially biased - which is a good th

Yikes? That's what has definitely happened - these companies don't want EEOC complaints. The layoffs were audited to not be racially biased - which is a good thing.

keneda7 4y ago
Do you believe race, gender, ect should play a more important role than job performance in lay offs?
- lightbendover 4y ago
  I believe they do for shareholder value in this place and time.
  - keneda7 4y ago
    Do you think that is good for our society/economy? In my experience pretty much anyone can be bad at a given job. Your race gender or ethnicity do not play a part in it. Should people who are not bad at their job be fired because they are the wrong race gender or ethnicity? Should someone who is bad at their job not be fired because of their race gender or ethnicity? In the extreme, someone who is bad at their job and screws up can cost lives. What happens if that person works as pilot or engineer at a nuclear facility, and their negligence causes a crash or meltdown? Who is the blame? Everyone knew the employee was bad at their job and possible a hazard but the company choose to keep that employee even though it was a risk. I have a really hard time blaming the employee here.
    - lightbendover 4y ago
      > Do you think that is good for our society/economy? Of course not.
- questime 4y ago
  No, but I also believe there is racial bias in evaluating job performance - because I've lived through it.
arp242 4y ago
"Audited to not be racially biased" is of course a different thing than "should consider race, gender and ethnicity when deciding who to let go".
nhchris 4y ago
Biased relative to what? The racial makeup of current employees, of local/national demographics, industry average demographics, or demographics of low-performing employees? Say the fired employees are disproportionately (compared to company demographics) of race X. Responding to accusations of bias, HR defends this with "Employees of race X at our company happened to have more low-performers than average". Let's close our eyes and imagine the fallout for different values of X.

Yikes? That's what has definitely happened - these companies don't want EEOC complaints. The layoffs were audited to not be racially biased - which is a good thing.

keneda7 4y ago

Do you believe race, gender, ect should play a more important role than job performance in lay offs?

lightbendover 4y ago
I believe they do for shareholder value in this place and time.
- keneda7 4y ago
  Do you think that is good for our society/economy? In my experience pretty much anyone can be bad at a given job. Your race gender or ethnicity do not play a part in it. Should people who are not bad at their job be fired because they are the wrong race gender or ethnicity? Should someone who is bad at their job not be fired because of their race gender or ethnicity? In the extreme, someone who is bad at their job and screws up can cost lives. What happens if that person works as pilot or engineer at a nuclear facility, and their negligence causes a crash or meltdown? Who is the blame? Everyone knew the employee was bad at their job and possible a hazard but the company choose to keep that employee even though it was a risk. I have a really hard time blaming the employee here.
  - lightbendover 4y ago
    > Do you think that is good for our society/economy? Of course not.
questime 4y ago
No, but I also believe there is racial bias in evaluating job performance - because I've lived through it.

arp242 4y ago

"Audited to not be racially biased" is of course a different thing than "should consider race, gender and ethnicity when deciding who to let go".

nhchris 4y ago

Biased relative to what? The racial makeup of current employees, of local/national demographics, industry average demographics, or demographics of low-performing employees? Say the fired employees are disproportionately (compared to company demographics) of race X. Responding to accusations of bias, HR defends this with "Employees of race X at our company happened to have more low-performers than average". Let's close our eyes and imagine the fallout for different values of X.