Re:NSF starts vetting all grants to comply with executive or...
by joshuamorton on Sunday February 02, 2025 @08:13PM
(#42913785)
> Well, then they have to adjust the results of the blind auditions to match the quota.
No they don't, they can (and in cases I've seen!) fail to reach the goals! Or they can adopt other legal policies such as additional ones I've suggested.
> Your performance review score is reduced if you don't meet a quota of X% women" You think this is legal?
As long as the methods of increasing representation are legal, yes. You yourself have said as much.
> You've repeatedly done this sneaky rhetorical slight of hand, where you endorse explicitly discriminatory policies and justify it with the claim that it could be achieved through non-discriminatory means.
No, I've been consistent that it is not illegal to have a hiring goal. Such a goal can be met in legal or illegal ways. You appear to consistently claim that even stating a goal and holding people accountable to it is illegal. I disagree. It depends entirely on what methods are chosen. The pursuit of diversity is not inherently illegal.
> I've listed numerous hiring policies that I explain are not illegal
And you've additionally claimed that a number of perfectly legal policies which are unlawfully discriminatory. Pipeline expansion policies with the aim of creating diverse candidate pool are perfectly legal, especially when they aim to account for flaws in existing talent pipelines that may be biased by missing underrepresented candidates.
Your objection to to these programs is that you claim meta announced that the goal of one of their programs was to delay giving interviews and offers to certain candidates with the intent of having those candidates drop out, so they could instead extend more offers to diverse candidates, and that you saw numerical documentation of these delays and their impact. And all I'm going to say so that's the most bullshit thing I've ever heard, because of it were in fact that well documented, it would be a slam dunk case and have been front page news.
The fact that no one else I've ever spoken to about such pipeline expansion and slate diversity programs has ever mentioned such a concern suggests that this "fact" you have is not as well documented or as clearly intentioned as you make it seem.
I'm going to disengage after this post, because we aren't getting anywhere and you appear to be inventing more and more elaborate liee to prop up your objection to these programs. That's your right, but it's not something I want to entertain further.
> ~100 cases a year nation wide makes it an extremely rare occurrence.
But I'll note you ignored the part where I mentioned every federal contractor has done things you claim are unlawful for 60 years.
No they don't, they can (and in cases I've seen!) fail to reach the goals! Or they can adopt other legal policies such as additional ones I've suggested.
> Your performance review score is reduced if you don't meet a quota of X% women" You think this is legal?
As long as the methods of increasing representation are legal, yes. You yourself have said as much.
> You've repeatedly done this sneaky rhetorical slight of hand, where you endorse explicitly discriminatory policies and justify it with the claim that it could be achieved through non-discriminatory means.
No, I've been consistent that it is not illegal to have a hiring goal. Such a goal can be met in legal or illegal ways. You appear to consistently claim that even stating a goal and holding people accountable to it is illegal. I disagree. It depends entirely on what methods are chosen. The pursuit of diversity is not inherently illegal.
> I've listed numerous hiring policies that I explain are not illegal
And you've additionally claimed that a number of perfectly legal policies which are unlawfully discriminatory. Pipeline expansion policies with the aim of creating diverse candidate pool are perfectly legal, especially when they aim to account for flaws in existing talent pipelines that may be biased by missing underrepresented candidates.
Your objection to to these programs is that you claim meta announced that the goal of one of their programs was to delay giving interviews and offers to certain candidates with the intent of having those candidates drop out, so they could instead extend more offers to diverse candidates, and that you saw numerical documentation of these delays and their impact. And all I'm going to say so that's the most bullshit thing I've ever heard, because of it were in fact that well documented, it would be a slam dunk case and have been front page news.
The fact that no one else I've ever spoken to about such pipeline expansion and slate diversity programs has ever mentioned such a concern suggests that this "fact" you have is not as well documented or as clearly intentioned as you make it seem.
I'm going to disengage after this post, because we aren't getting anywhere and you appear to be inventing more and more elaborate liee to prop up your objection to these programs. That's your right, but it's not something I want to entertain further.
> ~100 cases a year nation wide makes it an extremely rare occurrence.
But I'll note you ignored the part where I mentioned every federal contractor has done things you claim are unlawful for 60 years.