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How Does Everyone Feel About Management Diversity?
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<blockquote data-quote="LPGuy" data-source="post: 304462" data-attributes="member: 11213"><p><span style="font-size: 10px">VoiceOfReason, I am so glad that you replied to my post. That request for “female and minority candidates only” has also been made in my district. If everyone would just humor me for a moment. Imagine if this were reversed. I cannot begin to contemplate the lawsuits that would result in the company being so brazen as to make a request such as “please submit the names of your white male management candidates.” Even better, what if there were such a thing as “Men’s Leadership Development.” There would be no end to the lawsuits that would follow. I, for one, hope that in 20 years our society looks back on this whole diversity sham and acknowledge it for what it is: reverse discrimination. </span></p><p> </p><p><span style="font-size: 10px">One of the problems is that this “diversity” scheme has not been tested in the courts enough to set precedent and scare those who make decisions in legal and HR capacities to rethink this craziness. After carefully studying this situation, I am convinced that the elitists in our organization are pandering to the PC gods by “making a good show of it.” If one were to actually break down the numbers, it is apparent that UPS wants it to “appear” that diversity is paramount. In reality though, how many of you work in a district where more than one or two token minorities are actually division level managers? It has been my experience recently that females are favored for advancement to a manager position but not beyond that level. Often, the individual who is promoted based on the wrong criteria decides that UPS is too demanding. That person leaves UPS and the organization has to replace that person with another female so that the "golden ratio" can be maintained. </span></p><p> </p><p><span style="font-size: 10px">Regarding “Channahon”, I appreciate your input. I would, however, like to respond to your response. While conducting my job duties, I often find myself in those diverse communities. Recently, I had the pleasure of having business at a commercial district in a “diverse” community where one of our drivers was assaulted. During my visit, I was hissed at and reminded that I did not belong there. I wonder what would happen if a customer in this diverse community needed to have a trailer unloaded on a Friday afternoon to look for an important package? Depending on whether a WLD tea party was in session, diversity would likely not play a part in the recovery of that package. </span></p><p> </p><p><span style="font-size: 10px">“JustTired“, you are a scholar and a gentleman. I remember you from the first time that I put in my two cents. You made me feel welcome and I want you to know that I appreciate it. It does seem that there is a trend toward promoting people who are effective at passing on the marching orders from above. This quality seems to precede leadership capability. </span></p></blockquote><p></p>
[QUOTE="LPGuy, post: 304462, member: 11213"] [SIZE=2]VoiceOfReason, I am so glad that you replied to my post. That request for “female and minority candidates only” has also been made in my district. If everyone would just humor me for a moment. Imagine if this were reversed. I cannot begin to contemplate the lawsuits that would result in the company being so brazen as to make a request such as “please submit the names of your white male management candidates.” Even better, what if there were such a thing as “Men’s Leadership Development.” There would be no end to the lawsuits that would follow. I, for one, hope that in 20 years our society looks back on this whole diversity sham and acknowledge it for what it is: reverse discrimination. [/SIZE] [SIZE=2]One of the problems is that this “diversity” scheme has not been tested in the courts enough to set precedent and scare those who make decisions in legal and HR capacities to rethink this craziness. After carefully studying this situation, I am convinced that the elitists in our organization are pandering to the PC gods by “making a good show of it.” If one were to actually break down the numbers, it is apparent that UPS wants it to “appear” that diversity is paramount. In reality though, how many of you work in a district where more than one or two token minorities are actually division level managers? It has been my experience recently that females are favored for advancement to a manager position but not beyond that level. Often, the individual who is promoted based on the wrong criteria decides that UPS is too demanding. That person leaves UPS and the organization has to replace that person with another female so that the "golden ratio" can be maintained. [/SIZE] [SIZE=2]Regarding “Channahon”, I appreciate your input. I would, however, like to respond to your response. While conducting my job duties, I often find myself in those diverse communities. Recently, I had the pleasure of having business at a commercial district in a “diverse” community where one of our drivers was assaulted. During my visit, I was hissed at and reminded that I did not belong there. I wonder what would happen if a customer in this diverse community needed to have a trailer unloaded on a Friday afternoon to look for an important package? Depending on whether a WLD tea party was in session, diversity would likely not play a part in the recovery of that package. [/SIZE] [SIZE=2]“JustTired“, you are a scholar and a gentleman. I remember you from the first time that I put in my two cents. You made me feel welcome and I want you to know that I appreciate it. It does seem that there is a trend toward promoting people who are effective at passing on the marching orders from above. This quality seems to precede leadership capability. [/SIZE] [/QUOTE]
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