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Old 05-29-2011, 06:35 PM
 
589 posts, read 1,657,355 times
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Default Extra points for minorities

Is it true minorities are given "extra points" when competing with other applicants for federal and private sector jobs?

Anyone on here ever work for the federal government or for a corporation as a hiring manager? If so, were minorities given "extra points" and pushed ahead of whites?

Last edited by heeha; 05-29-2011 at 07:37 PM..
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Old 05-29-2011, 07:05 PM
 
Location: Las Flores, Orange County, CA
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Your question may be poorly worded. For example, there may be no formal "points" yet minorities could get preferential treatment. So, the answer to your question could be "no", but the implication could be "yes".

The numbers/positions/advancement/pay/promotion/firing of minorities and women is tracked very closely by large corporations with government contracts. Why do these corporations perform this detailed tracking?
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Old 05-29-2011, 11:08 PM
 
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Quote:
Originally Posted by Charles View Post
The numbers/positions/advancement/pay/promotion/firing of minorities and women is tracked very closely by large corporations with government contracts. Why do these corporations perform this detailed tracking?
Those numbers are required by law to be kept from those who make hiring decisions. As usual there seems to be some confusion regarding quotas and what is permissible affirmative action. The latter being the ability of a firm to prove that it has made an affirmative attempt to hire disadvantage minorities and women. For that purpose and purpose alone employers may keep a record of the race, ethnicity and sex of applicants but that it is illegal under Title VII to use that information as a basis of a hiring decision.

I know this isn't what too many white folks believe but hey.
Employers may legitimately need information about their employees or applicants race for affirmative action purposes and/or to track applicant flow. One way to obtain racial information and simultaneously guard against discriminatory selection is for employers to use separate forms or otherwise keep the information about an applicant's race separate from the application. In that way, the employer can capture the information it needs but ensure that it is not used in the selection decision.

Unless the information is for such a legitimate purpose, pre-employment questions about race can suggest that race will be used as a basis for making selection decisions. If the information is used in the selection decision and members of particular racial groups are excluded from employment, the inquiries can constitute evidence of discrimination.
Facts About Race/Color Discrimination
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Old 05-30-2011, 04:24 AM
 
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I have done hiring for the federal government. I have advertised 4 positions. Not once was I ever pushed to hire a minority nor were there points given to a minority. Preferential treatment is given to veterans and military spouses. That wording is clear on the job announcement as well as how many points are giving for each type of status.

The only thing were were encourage to do was to have a variation of people on the interview team, i.e. a man, a woman, a minority--that sort of thing. However, this was also not forced but just encouraged.
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Old 05-30-2011, 07:35 AM
 
14,068 posts, read 3,848,457 times
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Quote:
Originally Posted by ovcatto View Post
Those numbers are required by law to be kept from those who make hiring decisions. As usual there seems to be some confusion regarding quotas and what is permissible affirmative action. The latter being the ability of a firm to prove that it has made an affirmative attempt to hire disadvantage minorities and women. For that purpose and purpose alone employers may keep a record of the race, ethnicity and sex of applicants but that it is illegal under Title VII to use that information as a basis of a hiring decision.

I know this isn't what too many white folks believe but hey.
Employers may legitimately need information about their employees or applicants race for affirmative action purposes and/or to track applicant flow. One way to obtain racial information and simultaneously guard against discriminatory selection is for employers to use separate forms or otherwise keep the information about an applicant's race separate from the application. In that way, the employer can capture the information it needs but ensure that it is not used in the selection decision.

Unless the information is for such a legitimate purpose, pre-employment questions about race can suggest that race will be used as a basis for making selection decisions. If the information is used in the selection decision and members of particular racial groups are excluded from employment, the inquiries can constitute evidence of discrimination.
Facts About Race/Color Discrimination
I dis-agree.

I worked for a national company that was "sued" by the fed because they didn't have enough minorities,(in the feds mind).

When the Consent Decree was signed the company agreed to hire x number of minorities (many were not qualified).

When the company reached its magic number they did every thing they could to keep these people on board. No discipline against them what so ever.

We had the last one hired who gave the company it's quota, ask why were were never at the weekly dinner supplied by the company. Duh, we weren't invited. it was ONLY for those minorities needed to fulfill the quota.

Bottom line, if a company doesn't meet its gov't defined number of minorities, the gov't takes them to court.
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Old 05-30-2011, 07:41 AM
 
1,872 posts, read 557,028 times
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Quote:
Originally Posted by heeha View Post
Is it true minorities are given "extra points" when competing with other applicants for federal and private sector jobs?

Anyone on here ever work for the federal government or for a corporation as a hiring manager? If so, were minorities given "extra points" and pushed ahead of whites?
Yes, and that is called affirmative action. It is done automatically and some who will say that they have never received affirmative action are either lying or just don't realize that it is automatic.
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Old 05-30-2011, 07:44 AM
 
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as for the government, the points are designed to give a slight advantage for the civil service exam grading. for instance if you were a member of the armed forces you got extra points, if you were a minority you got extra points. basically all it did was let those that got the extra points to move up eligibility scale to be hired for a government position. they still had to interview for a job.
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Old 05-30-2011, 07:50 AM
 
Location: Sierra Vista, AZ
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Quote:
Originally Posted by heeha View Post
Is it true minorities are given "extra points" when competing with other applicants for federal and private sector jobs?

Anyone on here ever work for the federal government or for a corporation as a hiring manager? If so, were minorities given "extra points" and pushed ahead of whites?
I was and there were not. The only additional points I know of are Veterans and some Native Americans on the Reservation
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Old 05-30-2011, 08:10 AM
 
Location: Fort Worth, TX
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Minorities do not get additional points for federal hiring.
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Old 05-30-2011, 08:12 AM
 
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Quote:
Originally Posted by Quick Enough View Post
I dis-agree.

I worked for a national company that was "sued" by the fed because they didn't have enough minorities,(in the feds mind).
The "Fed" doesn't wander around looking for firms to sue. If a suit was filed and the EEOC joins in on that suit it was based upon a complaint by an employee or an a person seeking employment.

Quote:
When the Consent Decree was signed the company agreed to hire x number of minorities (many were not qualified).
The consent decree is the result of a settlement by your firm stipulating to charges that it was involved in a pattern of discriminatory actions in either hiring and promotion or both. Developing an aggressive affirmative action plan is a court ordered remedy to redress past wrongs and is not to be confused with a voluntary "affirmative action" program.
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