2 ms·

Requiring approval to hire someone due to any protected characteristic is illegal. That policy would result in massive lawsuits. You are making things up.

blackeyeblitzar 2y ago
He’s not making anything up. Frankly that you don’t believe something that is so widespread and well known tells me you’re not in the industry or at least not in management. Everyone knows what protected characteristics are but they still break the law because it’s unlikely they’ll get in any trouble. And that’s because everyone who is against these discriminatory programs is too afraid to speak up.
- greenthrow 2y ago
  I have been in the industry for 25 years. I have hired dozens of people, including recently. We are not even allowed to ask someone's race, let alone consider it when hiring. The only people who think things work the way you and the other commenter do are delusional right wingers. DEI is about inclusion (that's the I) of people who have traditionally been excluded from opportunities. It's not about keeping anyone else out or down. Try actually educating yourself instead of repeating brain dead nonsense.
  - blackeyeblitzar 2y ago
    > The only people who think things work the way you and the other commenter do are delusional right wingers. You’re simply dismissing others’ experience, but I’m not lying to you when I say that many of us have direct experience with this. At the big tech companies this is normal practice. Also race questions are standard in the application process, even if optional, and even if you don’t answer them, internal diversity teams will guess at people’s races where they don’t have data. In hiring decision meetings, people definitely discuss protected traits as a reason to say yes. In promotion meetings, these diversity metrics are reviewed and tweaks are made based on protected traits. If you’re a junior manager you are not going to be in the room when that happens, to keep things secret. > Try actually educating yourself instead of repeating brain dead nonsense. Read the guidelines: https://news.ycombinator.com/newsguidelines.html https://news.ycombinator.com/newsguidelines.html

blackeyeblitzar 2y ago

He’s not making anything up. Frankly that you don’t believe something that is so widespread and well known tells me you’re not in the industry or at least not in management. Everyone knows what protected characteristics are but they still break the law because it’s unlikely they’ll get in any trouble. And that’s because everyone who is against these discriminatory programs is too afraid to speak up.

greenthrow 2y ago
I have been in the industry for 25 years. I have hired dozens of people, including recently. We are not even allowed to ask someone's race, let alone consider it when hiring. The only people who think things work the way you and the other commenter do are delusional right wingers. DEI is about inclusion (that's the I) of people who have traditionally been excluded from opportunities. It's not about keeping anyone else out or down. Try actually educating yourself instead of repeating brain dead nonsense.
- blackeyeblitzar 2y ago
  > The only people who think things work the way you and the other commenter do are delusional right wingers. You’re simply dismissing others’ experience, but I’m not lying to you when I say that many of us have direct experience with this. At the big tech companies this is normal practice. Also race questions are standard in the application process, even if optional, and even if you don’t answer them, internal diversity teams will guess at people’s races where they don’t have data. In hiring decision meetings, people definitely discuss protected traits as a reason to say yes. In promotion meetings, these diversity metrics are reviewed and tweaks are made based on protected traits. If you’re a junior manager you are not going to be in the room when that happens, to keep things secret. > Try actually educating yourself instead of repeating brain dead nonsense. Read the guidelines: https://news.ycombinator.com/newsguidelines.html https://news.ycombinator.com/newsguidelines.html