Path: utzoo!utgpu!jarvis.csri.toronto.edu!mailrus!tut.cis.ohio-state.edu!pacific.mps.ohio-state.edu!gem.mps.ohio-state.edu!apple!usc!aero!mingus@cbnewsl.ATT.COM
From: mingus@cbnewsl.ATT.COM (Damballah Wedo)
Newsgroups: soc.feminism
Subject: Re: how to bash feminism without really trying
Keywords: What you *DO* is what you are.
Message-ID: <2357@cbnewsl.ATT.COM>
Date: 19 Oct 89 13:09:46 GMT
References: <15799@duke.cs.duke.edu>
Sender: nadel@aerospace.aero.org
Reply-To: mingus@cbnewsl.ATT.COM (Damballah Wedo)
Organization: The Poto Mitan in the Houmfor
Lines: 27
Approved: nadel@aerospace.aero.org


> gazit@cs.duke.edu (Hillel) (in <15799@duke.cs.duke.edu>):
> >2) Could one of you, any one at all, suggest some alternatives to a.a.? 
> 
> I suggested to enforce EEO.  My idea was that if a manager does not hire the
> best candidate then he/she should be *personally* fined in the range of $10000.

Of course you will provide mechanisms for determining who the best candidate
is. These mechanisms should be objective, and should give accurately identify
the best candidate close to 100% of the time.

You'll also have to describe how this approach solves the issue of an
employer not dicriminating in the hiring process, but making no efforts at
all to include other than white males in the pool of candidates.

> When you have several people with similar qualification,
> hire the one with the *lowest* current income.  

When I took an interviewer's seminar, they told us NEVER to ask what the
candidate is currently making, because it is not strictly related to the
job being discussed and could therefore open up the company to discrimination
suits. They also told us NEVER to ask the age of the dandidate, whether
they have children, how they will be getting themselves to work, etc.

-- 
Marcel-Franck Simon             mingus@attunix.ATT.COM, attunix!mingus

	" Papa Loko, ou se' van, ou-a pouse'-n ale'
	  Nou se' papiyon, n'a pote' nouvel bay Agwe' "