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Wednesday, February 26, 2020
Diversity Managers
Are "Diversity Managers" at NNSA labs bought off to protect their NNSA contractor? Ever met an openly disgruntled race discrimination concerned diversity manager? Nope.
25 comments:
Anonymous
said...
I think you are playing with fire on this. Say the wrong thing and if they figure out who you are...gone.
I think you basically agreed with the topic question. Diversity of opinion on the topic of employee diversity, is not well received.
2/27/2020 11:15 AM
What do you not understand about "not well received". Go ahead make yourself a target, just look at what happens to people who say the wrong thing. Your life so do what you want but don't be surprised how this goes.
Diversity of opinion and knowledge is taking a nosedive since the supposedly professional management class has taken over LANL. Don’t dare think out of the box or try something without a pre-approved charge code!
Labs that pretend Diversity Managers are somehow shepherds of employment equality aren't fooling anyone. If your a new employee you can trust the puppet masters or you can do your own homework.
3:57 I’m not 8:51, but I understand the point. When we define “diversity” by having a quota of one type of person artificially elevated above another type of person, we fail. Completely. For us to succeed in the quest for genuine, as opposed to artificially imposed, diversity we must abandon group think and identity politics. Those things are limits to, not catalysts for, necessary change. Some recognize this fact implicitly, while others hold onto it with their entire being. The latter group doesn’t seek diversity, they seek control - usually State control. The former group also seeks control, but of a different and more profound type called, self-control.
Sometimes the "one type of person" being "artificially elevated above another type of person" is not a minority and not a women. This fact often gets lost in diversity discussions because it creates unpleasant realities to the status quo.
"I think “diversity” to the NM labs means hiring people who call themselves “Latinx” and don’t speak a word of Spanish."
How about the white male ex-military employees that populate the labs engineering technical management ranks in abundance, that were little more than black box modular replacement techs in the military? That's OK, and isn't white biased recruiting and promotion gone wild?
I think “diversity” to the NM labs means hiring people who call themselves “Latinx” and don’t speak a word of Spanish.
3/04/2020 11:53 AM
Diversity at LANL is also odd in that in Northern New Mexico you have a group who are very proud to state that they are "Spanish" not Hispanic and that they go back to 1520 or something. It seems like the kind of look down on other hispanics and I will not even mention what they think of the native American population. The odd part is that if they ever did one those 23andme tests I think the results would be that they are pretty the same as most other Hispanics or Latinx.
1:20, your point is a good one except that the key phrase is, “ex-military”, not, “white biased”. The ex-military contingent in Los Alamos management relies on the fact that B-students hire C-students. Oddly, perhaps, even the military has no respect for them.
Interesting that this person appears to believe to represent the opinions of many(?). Who are the we that have actually "moved on"? Those believing diversity at the Labs never was or no longer is important to monitor? Those that fear employment disparities are continuing and will be exposed at the Labs? Those that were hired and promoted as a minority at the Labs by the Elizabeth Warren method? Those that no longer wish to admit or be identified as benefiting from Lab diversity employment efforts (kicking the ladder away)? Perhaps you, excuse me, those that make up the "we" should express their collective "move on" reasoning to Lab management.
As long as you are “Managing Diversity”, you have missed the point of Dr King’s dream. You essentially are still promotion white drinking fountains (white jobs) and black drinking fountains (black jobs). Treat people like people and Move on.
Interesting that this person appears to believe to represent the opinions of many(?). Who are the we that have actually "moved on"?
3/6/2020 8:24PM
I know other like minded people and I believe in the “goodness” of people as represented in Dr King’s “I have a dream” speech. We are not held back by your racism and sexism. I know that is hard for you to internalize but its ok. Its the natural result over time.
"Treat people like people" is good advice that most of us follow. In order to "move on", wouldn't all EEOC type agencies go away? Would Lab minority hiring and promotion goals be left to a "treat people like people" approach using an honor system of sorts? I think one needs to make a realistic distinction between a goal filled with hope and a plan filled with metrics and acknowledge one approach at the expense of the other may not work well.
It’s not the privileged. Its the people who were raised to see people’s character not their color or gender. People who aren’t stuck in their old ways, in their old notions. Its the people that can see the sexism in the northern New Mexican culture, in some of the people older that 50, and don’t rely on others to do something about it. That defend their coworkers and friends.
Its worth noting that its the parents that opened their hearts and minds (or already were open), that made this shift happen. Its time to move beyond this instead of furthering it.
25 comments:
I think you are playing with fire on this. Say the wrong thing and if they figure out who you are...gone.
"I think you are playing with fire on this. Say the wrong thing and if they figure out who you are...gone."
I think you basically agreed with the topic question. Diversity of opinion on the topic of employee diversity, is not well received.
I think you basically agreed with the topic question. Diversity of opinion on the topic of employee diversity, is not well received.
2/27/2020 11:15 AM
What do you not understand about "not well received". Go ahead make yourself a target, just look at what happens to people who say the wrong thing. Your life so do what you want but don't be surprised how this goes.
Diversity is valued, or even mandatory, in all aspects of the workforce, except diversity of opinion, which is forbidden and a firing offense.
Diversity of opinion and knowledge is taking a nosedive since the supposedly professional management class has taken over LANL. Don’t dare think out of the box or try something without a pre-approved charge code!
Labs that pretend Diversity Managers are somehow shepherds of employment equality aren't fooling anyone. If your a new employee you can trust the puppet masters or you can do your own homework.
"Diversity" is a word used by racist, sexist minds to justify their guilt. For those of us not brought up to see limitation, we have moved on.
"For those of us not brought up to see limitation, we have moved on."
Limitation meaning? Moved on meaning? Maybe some of us agree with you but
why the shadow game response? With respect, can you be more specific please?
3:57 I’m not 8:51, but I understand the point. When we define “diversity” by having a quota of one type of person artificially elevated above another type of person, we fail. Completely. For us to succeed in the quest for genuine, as opposed to artificially imposed, diversity we must abandon group think and identity politics. Those things are limits to, not catalysts for, necessary change. Some recognize this fact implicitly, while others hold onto it with their entire being. The latter group doesn’t seek diversity, they seek control - usually State control. The former group also seeks control, but of a different and more profound type called, self-control.
Sometimes the "one type of person" being "artificially elevated above another type of person" is not a minority and not a women. This fact often gets lost in diversity discussions because it creates unpleasant realities to the status quo.
It always amazes me that those who want "diversity" are the least likely to accept anyone who disagrees with their opinions.
I think “diversity” to the NM labs means hiring people who call themselves “Latinx” and don’t speak a word of Spanish.
"I think “diversity” to the NM labs means hiring people who call themselves “Latinx” and don’t speak a word of Spanish."
How about the white male ex-military employees that populate the labs engineering technical management ranks in abundance, that were little more than black box modular replacement techs in the military? That's OK, and isn't white biased recruiting and promotion gone wild?
I think “diversity” to the NM labs means hiring people who call themselves “Latinx” and don’t speak a word of Spanish.
3/04/2020 11:53 AM
Diversity at LANL is also odd in that in Northern New Mexico you have a group who are very proud to state that they are "Spanish" not Hispanic and that they go back to 1520 or something. It seems like the kind of look down on other hispanics and I will not even mention what they think of the native American population. The odd part is that if they ever did one those 23andme tests I think the results would be that they are pretty the same as most other Hispanics or Latinx.
1:20, your point is a good one except that the key phrase is, “ex-military”, not, “white biased”. The ex-military contingent in Los Alamos management relies on the fact that B-students hire C-students. Oddly, perhaps, even the military has no respect for them.
Let's see, How many female engineers graduating from engineering school these days? 20%
How many Hispanic and Black: 15% Total (male and female)
Soooo.... what do you expect when the demographics at LANL matches the demographics across the US?
Does any of this make you feel better about your racism and sexism? IF you want to do something, Mentor a student.
Again, we have moved on. You should too.....
"what do you expect when the demographics at LANL matches the demographics across the US?"
As surprising as it might be to you, LANL is not the only NNSA lab. Move past your LANL focus.
Latinx make up 48% of New Mexico and 39% of California. The percentage of Latinx employees at LANL, LLNL, and Sandia should reflect this.
"Again, we have moved on. You should too....."
Interesting that this person appears to believe to represent the opinions of many(?). Who are the we that have actually "moved on"? Those believing diversity at the Labs never was or no longer is important to monitor? Those that fear employment disparities are continuing and will be exposed at the Labs? Those that were hired and promoted as a minority at the Labs by the Elizabeth Warren method? Those that no longer wish to admit or be identified as benefiting from Lab diversity employment efforts (kicking the ladder away)? Perhaps you, excuse me, those that make up the "we" should express their collective "move on" reasoning to Lab management.
4:12 Why, exactly?
As long as you are “Managing Diversity”, you have missed the point of Dr King’s dream. You essentially are still promotion white drinking fountains (white jobs) and black drinking fountains (black jobs). Treat people like people and Move on.
Again, we have moved on. You should too....."
Interesting that this person appears to believe to represent the opinions of many(?). Who are the we that have actually "moved on"?
3/6/2020 8:24PM
I know other like minded people and I believe in the “goodness” of people as represented in Dr King’s “I have a dream” speech. We are not held back by your racism and sexism. I know that is hard for you to internalize but its ok. Its the natural result over time.
"Treat people like people and Move on"
"Treat people like people" is good advice that most of us follow. In order to "move on", wouldn't all EEOC type agencies go away? Would Lab minority hiring and promotion goals be left to a "treat people like people" approach using an honor system of sorts? I think one needs to make a realistic distinction between a goal filled with hope and a plan filled with metrics and acknowledge one approach at the expense of the other may not work well.
Why is it always privileged white people who think other white people are racist?
It’s not the privileged. Its the people who were raised to see people’s character not their color or gender. People who aren’t stuck in their old ways, in their old notions. Its the people that can see the sexism in the northern New Mexican culture, in some of the people older that 50, and don’t rely on others to do something about it. That defend their coworkers and friends.
Its worth noting that its the parents that opened their hearts and minds (or already were open), that made this shift happen. Its time to move beyond this instead of furthering it.
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