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UPS Partners
How Does Everyone Feel About Management Diversity?
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<blockquote data-quote="beentheredonethat" data-source="post: 304443" data-attributes="member: 4886"><p>Here's my two cents. </p><p> </p><p>Overall I think the whole valuing diversity and getting females and minority into mgmt is a good thing. However, I also think UPS is going about it in the wrong way. I personally believe that on average men and women are equal. Similary I believe that on average each nationality, creed etc is on average as good as any other. If the company wants to have 50% of the div mgrs being female, then 50% of the ctr mgrs should be women. Similary if we want 50% of the ctr mgrs to be female then we need to have 50% of the supervisors being female. This proceeds all the way down to the PT hourlies we have working for us. The problem comes is that we want a number and to get that we promote the best females that are supvs to get the quota of female ctr mgrs. Unfortunately this means we aren't promoting the best qualified people since if only 20% of the supervisors are female and you want half the mgrs to be female you'll get some very well qualified females as ctr mgrs. Unfortunately you will also get quite a few who aren't qualified. If I were a female mgr I'd be upset at how UPS is doing this. Since it could make people wonder if I was the best to get promoted or promoted since I was female. In other words, we need to start from the bottom and work our way up, since if we do it this way, we will have proportionally the correct number of men\women etc etc by hiring and promoting the best.</p></blockquote><p></p>
[QUOTE="beentheredonethat, post: 304443, member: 4886"] Here's my two cents. Overall I think the whole valuing diversity and getting females and minority into mgmt is a good thing. However, I also think UPS is going about it in the wrong way. I personally believe that on average men and women are equal. Similary I believe that on average each nationality, creed etc is on average as good as any other. If the company wants to have 50% of the div mgrs being female, then 50% of the ctr mgrs should be women. Similary if we want 50% of the ctr mgrs to be female then we need to have 50% of the supervisors being female. This proceeds all the way down to the PT hourlies we have working for us. The problem comes is that we want a number and to get that we promote the best females that are supvs to get the quota of female ctr mgrs. Unfortunately this means we aren't promoting the best qualified people since if only 20% of the supervisors are female and you want half the mgrs to be female you'll get some very well qualified females as ctr mgrs. Unfortunately you will also get quite a few who aren't qualified. If I were a female mgr I'd be upset at how UPS is doing this. Since it could make people wonder if I was the best to get promoted or promoted since I was female. In other words, we need to start from the bottom and work our way up, since if we do it this way, we will have proportionally the correct number of men\women etc etc by hiring and promoting the best. [/QUOTE]
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