And this is exactly the heart of the matter. Without the protected classes and the ability to track AA/EEO data, employers would never be held accountable for fair hiring practices. The processes to deal with assholes once they are employed, regardless of race, religion, age, sex, etc., are already established in the workplace. As Cincy indicated, it's really a matter of their supervisor being willing to document their performance issues so we as HR and Legal people can focus on that rather than any perceived bias. As long as the documentation is in place, my HR shop will always act and we don't care about demographics.
When someone accuses the Idaho State Police of only hiring white males, or only giving them raises, how can we even approach that conversation if we aren't tracking those statistics?
I don't think anyone is suggesting we stop tracking statistics or keeping employment equity alive and well. the purpose I had in making this thread to exactly that, to keep shit fair!
Gimli 1993
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
..... but I was unprepared for how much ageism there is in the workplace. People in my age group are regarded as dinosaurs who are afraid of technology. When we offer our experience, we are just living in the past.
I want to address this quote specifically, because I'm 39. Most people in my office are significantly older than I am. I cannot tell you how many times per day I hear people of the older generation talking about current procedures and changes and inevitibly you always hear the phrase "back in the old days...we did it like (this)".
it is so frustrating to constantly hear about how things were done back in the day. Just accept how it's done now, or talk to the person responsible for changing it, because, as you said, the perception is driven that older people can't accept change and if they can't adapt then they should leave. I hear the "back in the day" quote from more people of that age group than not.
Eye surgeries 20 years ago are quite different from the laser surgeries of today.
One needs to continue to grow within their practice and if they do not keep up... then that is their problem. One shouldn't expect the work force to just accept the fact that some people are older and incapable of embracing technology.
..... but I was unprepared for how much ageism there is in the workplace. People in my age group are regarded as dinosaurs who are afraid of technology. When we offer our experience, we are just living in the past.
I want to address this quote specifically, because I'm 39. Most people in my office are significantly older than I am. I cannot tell you how many times per day I hear people of the older generation talking about current procedures and changes and inevitibly you always hear the phrase "back in the old days...we did it like (this)".
it is so frustrating to constantly hear about how things were done back in the day. Just accept how it's done now, or talk to the person responsible for changing it, because, as you said, the perception is driven that older people can't accept change and if they can't adapt then they should leave. I hear the "back in the day" quote from more people of that age group than not.
And you are the exception to the rule based on discrimination claims. Ageism is a very real thing and most of the time it has an adverse impact on those who are older not younger. Military veterans are another protected class and that stems from what is still statistically proven to be a significant discriminator with most employers. Out of 80 state agencies in Idaho, we are the only ones hiring an acceptable number of veterans based on the percantage of them that apply for jobs. These protected classes exist for a good reason.
You can gripe about reverse discrimination all you want, but the protections are there for a reason. Contrary to what you might think, most people are not going to make use of them until the discrimination is pretty flagrant. Yeah, there will be a jerk here and there that knows how to work the system but I see that in any workplace. Most people would rather get out of a bad job situation than file a complaint.
If your boss is an asshole, then tell management or HR to quit worrying about his culture and do something about his management style. Assholes are not exclusive to Asians, Caucasians, Martians or anybody else. Also, that whole "culture" label may have more to do with English being a second language. I've encountered that with co-workers before.
no one said any one race or culture were assholes.
and no, in my experience as of late, the "culture" thing has nothing to do with his language skills. and he's not the one making excuses using his race; my MANAGER and other COWORKERS are. that's the problem I'm talking about. that people are willing to toss aside idiocy and inappropriateness in the workplace and dismiss it as a culture thing. I find that unacceptable. As unacceptable as if someone's good qualities were tossed aside for the same reason.
and the filipino ass I also mentioned speaks very good english. he just spouts anger when he does.
like it or not, in many cases, my corporation it seems specifically, that white males are actually the minority now. there is no protection because we have been cast as the villian for decades. we suffer because society seems to need to "make it right". the only "right" is dealing with everything and everyone on a case by case basis, not a blanket "he doesn't know better becuase he's from (insert country here)".
I did not say that someone is an asshole because of their race or culture, nor was I implying that you did. I was saying that someone from any background can be an asshole. And I only offered the language possibility because I've sometimes found that even when someone is fluent in English, because it is not their first language they can misconstrue and misspeak. Not saying it's definitely what's going in your workplace, just something I've seen before.
If your workplace management or HR isn't willing to deal with a problem employee (and it may just be an unwillingness to confront a problem rather than saying "oh it's probably his culture"), then I would do what Snakeduck is recommending: document, document, document. Just as you would with any problem employee. Keep track of dates and statements or actions. Take your records to management and insist that they at least discuss the matter with said asshole. And by all means, have your co-workers do the same. HR will take it more seriously if they see a pattern and not just what can be passed off as a "personality conflict." (Been there too.)
You can gripe about reverse discrimination all you want, but the protections are there for a reason. Contrary to what you might think, most people are not going to make use of them until the discrimination is pretty flagrant. Yeah, there will be a jerk here and there that knows how to work the system but I see that in any workplace. Most people would rather get out of a bad job situation than file a complaint.
Who's griping about reverse discrimination? Saying something like this is basically calling someone out for being in the 'old boys' club'. Not cool. Did you read what I wrote? I'll paraphrase:
The world would be a much better place to be if these 'protections' did not need to be in place. Nobody is arguing against them as they stand right now, but if these are the best we can do... then the human race is in a sad state.
How is such a position offensive in the least? Let your guard down- you're preaching to the choir.
..... but I was unprepared for how much ageism there is in the workplace. People in my age group are regarded as dinosaurs who are afraid of technology. When we offer our experience, we are just living in the past.
I want to address this quote specifically, because I'm 39. Most people in my office are significantly older than I am. I cannot tell you how many times per day I hear people of the older generation talking about current procedures and changes and inevitibly you always hear the phrase "back in the old days...we did it like (this)".
it is so frustrating to constantly hear about how things were done back in the day. Just accept how it's done now, or talk to the person responsible for changing it, because, as you said, the perception is driven that older people can't accept change and if they can't adapt then they should leave. I hear the "back in the day" quote from more people of that age group than not.
And I can probably give you an equal number of examples of people younger than me who completely disregard the fact that I could save them a lot of time and effort by showing them techniques and activities (I'm a health educator), often even helping them with technology. There is no "back in the day" in my field. I've had to constantly learn and update my skills. I've trained many people younger than I am and older too, because I'm actually good at it and because I like learning along with other people.
A big part of success in my field is knowing people in the community. That is accomplished over time. And I'm happy to share that knowledge if others are interested. Most are.
Several years ago I worked with a young woman who had a degree in health education. A degree that did not even exist when I was in college. Although we were peers, she was always very condescending to me because of my lack of credentials. As far as she was concerned, my master's degree and years of experience counted for nothing. I rarely offered her any assistance because she always declined.
HFD, if you are in the workforce in 20 years, watch out that you don't start mentioning "back in the day."
You can gripe about reverse discrimination all you want, but the protections are there for a reason. Contrary to what you might think, most people are not going to make use of them until the discrimination is pretty flagrant. Yeah, there will be a jerk here and there that knows how to work the system but I see that in any workplace. Most people would rather get out of a bad job situation than file a complaint.
Who's griping about reverse discrimination? Saying something like this is basically calling someone out for being in the 'old boys' club'. Not cool. Did you read what I wrote? I'll paraphrase:
The world would be a much better place to be if these 'protections' did not need to be in place. Nobody is arguing against them as they stand right now, but if these are the best we can do... then the human race is in a sad state.
How is such a position offensive in the least? Let your guard down- you're preaching to the choir.
Hmm, maybe not the whole choir.
No , I understood what you were saying and I agree. In a perfect world, as they say. But the term reverse discrimination has been raised in the thread. It's been mentioned that in some work places white males are now the minority. I think that implies that white males have fewer rights or are less likely advance but I'm not sure.
I my area of work (nonprofit agencies) women predominate, except in the top management positions. Something of a dichotomy since nonprofits overwhelmingly attract women as employees. But that's a different argument for a different day.
And you are the exception to the rule based on discrimination claims. Ageism is a very real thing and most of the time it has an adverse impact on those who are older not younger. Military veterans are another protected class and that stems from what is still statistically proven to be a significant discriminator with most employers. Out of 80 state agencies in Idaho, we are the only ones hiring an acceptable number of veterans based on the percantage of them that apply for jobs. These protected classes exist for a good reason.
oh, I know ageism is a real thing. it nearly cost my dad his sanity. he was in a job he hated, he had been there for over 20 years, right out of university, and started applying at other places in his late 40's early 50's. even then he was given the "overqualified" nonsense. it was so deflating for him. he ended up giving up and retiring in that job. he warned me not to wait too long to change companies, since he knows what mine is like.
Gimli 1993
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
And I can probably give you an equal number of examples of people younger than me who completely disregard the fact that I could save them a lot of time and effort by showing them techniques and activities (I'm a health educator), often even helping them with technology. There is no "back in the day" in my field. I've had to constantly learn and update my skills. I've trained many people younger than I am and older too, because I'm actually good at it and because I like learning along with other people.
A big part of success in my field is knowing people in the community. That is accomplished over time. And I'm happy to share that knowledge if others are interested. Most are.
Several years ago I worked with a young woman who had a degree in health education. A degree that did not even exist when I was in college. Although we were peers, she was always very condescending to me because of my lack of credentials. As far as she was concerned, my master's degree and years of experience counted for nothing. I rarely offered her any assistance because she always declined.
HFD, if you are in the workforce in 20 years, watch out that you don't start mentioning "back in the day."
I think I've already caught myself before saying that. I mean, honestly, I'm 39; even though I'm one of the younguns in my office, I've been around long enough already to have my "back in the day" moments.
Gimli 1993
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
No , I understood what you were saying and I agree. In a perfect world, as they say. But the term reverse discrimination has been raised in the thread. It's been mentioned that in some work places white males are now the minority. I think that implies that white males have fewer rights or are less likely advance but I'm not sure.
I my area of work (nonprofit agencies) women predominate, except in the top management positions. Something of a dichotomy since nonprofits overwhelmingly attract women as employees. But that's a different argument for a different day.
I don't think I ever used the term reverse descrimination to describe my case. I should have thought twice about using the word "minority" when talking about white males in the workplace, cause that's not exactly what I meant. I don't think that minorities are getting the promotions and stuff like this; I just think that we are treated fairly when it comes to discipline, but others are handled with kid gloves because the managers are afraid of being called a racist. I honestly believe that if I behaved like the Filipino guy I described, I would have been fired long ago. That's just my opinion.
Gimli 1993
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
The point to the entire thing is that some exploit the advantages they are afforded and that is unacceptable. Except... it is acceptable because to call someone out for poor working behaviour that is (for lack of better word) 'protected'... typically means a shit storm coming your way for all the wrong reasons.
The point to the entire thing is that some exploit the advantages they are afforded and that is unacceptable. Except... it is acceptable because to call someone out for poor working behaviour that is (for lack of better word) 'protected'... typically means a shit storm coming your way for all the wrong reasons.
This.
I don;t think anyone was saying we need to get rid of ADA, or tracking the protected class hirings, etc.
The point to the entire thing is that some exploit the advantages they are afforded and that is unacceptable. Except... it is acceptable because to call someone out for poor working behaviour that is (for lack of better word) 'protected'... typically means a shit storm coming your way for all the wrong reasons.
Well, sorry, I do tend to blather on a lot but I'd like to re-emphasize one of the things I told HFD. Document what this guy is doing. Keep a journal. Write down the dates and what he says or does. That's a little harder for management to ignore. And if more than one person does it, that can help. An HR person told me that she doesn't just look at complaints but the patterns in complaints.
But I am also tired of hearing that someone behaves a certain way because of their culture, usually said by someone who probably has no idea about the other person's culture anyway. It's a cop out. And it's no excuse for bad behavior.
The point to the entire thing is that some exploit the advantages they are afforded and that is unacceptable. Except... it is acceptable because to call someone out for poor working behaviour that is (for lack of better word) 'protected'... typically means a shit storm coming your way for all the wrong reasons.
Well, sorry, I do tend to blather on a lot but I'd like to re-emphasize one of the things I told HFD. Document what this guy is doing. Keep a journal. Write down the dates and what he says or does. That's a little harder for management to ignore. And if more than one person does it, that can help. An HR person told me that she doesn't just look at complaints but the patterns in complaints.
I'm also really tired of hearing people complain that other workers of another descent should not be talking in their native language around "us", they are in Canada, they should be speaking English.
I always respond the same way: they can yodle for all I fucking care. Stop being so fucking paranoid thinking they are talking about you. They aren't. They are just more confident speaking in their native tongue. If I moved to Germany, and worked with another Canadian/American/British/whoever, damn rights I'd probably talk to them in English instead of trying to struggle talking to them in German.
that's so fucking stupid.
Gimli 1993
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
The point to the entire thing is that some exploit the advantages they are afforded and that is unacceptable. Except... it is acceptable because to call someone out for poor working behaviour that is (for lack of better word) 'protected'... typically means a shit storm coming your way for all the wrong reasons.
Well, sorry, I do tend to blather on a lot but I'd like to re-emphasize one of the things I told HFD. Document what this guy is doing. Keep a journal. Write down the dates and what he says or does. That's a little harder for management to ignore. And if more than one person does it, that can help. An HR person told me that she doesn't just look at complaints but the patterns in complaints.
But I am also tired of hearing that someone behaves a certain way because of their culture, usually said by someone who probably has no idea about the other person's culture anyway. It's a cop out. And it's no excuse for bad behavior.
already started. and I've actually already spoken to his boss and she said the same thing. I started this a long time ago though, knowing that's what had to be done with another person I worked with that everyone hated. She was white, though. So it wasn't so hard to get her fired. :?
Gimli 1993
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
I think most people / companies worth their salt are going to hire people who can do the job well and who are professional. The cultural side of things comes with all of us - it's part of this country's people, part of just being human. I can and do respect those differences, actions, etc. as long as they don't infringe on anyone else or the company's means of doing business.
When I was in charge of hiring years ago (I was in my early 20s too, mind you), that's what I looked for and went after - those qualified and experienced regardless of age or denomination or country of origin.
Present day at the company I work for, we have some Filipino and Korean employees who speak to eachother in their native language(s). Don't care as I don't take it in a talking-about-me way (because it's not). They - who have been there for years - do what they need to do, and very well.
I think my problem is when anyone - ANYONE - takes advantage of a situation by pulling the race / cultural card.
I think most people / companies worth their salt are going to hire people who can do the job well and who are professional. The cultural side of things comes with all of us - it's part of this country's people, part of just being human. I can and do respect those differences, actions, etc. as long as they don't infringe on anyone else or the company's means of doing business.
When I was in charge of hiring years ago (I was in my early 20s too, mind you), that's what I looked for and went after - those qualified and experienced regardless of age or denomination or country of origin.
Present day at the company I work for, we have some Filipino and Korean employees who speak to eachother in their native language(s). Don't care as I don't take it in a talking-about-me way (because it's not). They - who have been there for years - do what they need to do, and very well.
I think my problem is when anyone - ANYONE - takes advantage of a situation by pulling the race / cultural card.
What if, by chance, everyone you hired was white because you felt they were the best candidates for the job? Would that have caused problems in your office?
I think most people / companies worth their salt are going to hire people who can do the job well and who are professional. The cultural side of things comes with all of us - it's part of this country's people, part of just being human. I can and do respect those differences, actions, etc. as long as they don't infringe on anyone else or the company's means of doing business.
When I was in charge of hiring years ago (I was in my early 20s too, mind you), that's what I looked for and went after - those qualified and experienced regardless of age or denomination or country of origin.
Present day at the company I work for, we have some Filipino and Korean employees who speak to eachother in their native language(s). Don't care as I don't take it in a talking-about-me way (because it's not). They - who have been there for years - do what they need to do, and very well.
I think my problem is when anyone - ANYONE - takes advantage of a situation by pulling the race / cultural card.
What if, by chance, everyone you hired was white because you felt they were the best candidates for the job? Would that have caused problems in your office?
I have no idea; it was never addressed because I never went that route.
One of the best people I hired was young black woman who was a Jehovah's Witness. Sweet, earnest, decent, did her best. I still, all these years later, think of her in the best light.
One of the worst was a young white woman who felt it was in her best interest to come to work sans underwear and..."display" her wares to her co-workers.
Respected the former, fired the latter.
If I ever hire or fire someone based solely on their race, please...shoot me (or take me out of that decision-making process). That goes for anyone in that role.
Working in Hong Kong whitey still thinks they rule and are doing everything the "proper" way. Screw local culture, screw learning the language. English all the way and adapt to me not vice versa.
I think most people / companies worth their salt are going to hire people who can do the job well and who are professional. The cultural side of things comes with all of us - it's part of this country's people, part of just being human. I can and do respect those differences, actions, etc. as long as they don't infringe on anyone else or the company's means of doing business.
When I was in charge of hiring years ago (I was in my early 20s too, mind you), that's what I looked for and went after - those qualified and experienced regardless of age or denomination or country of origin.
Present day at the company I work for, we have some Filipino and Korean employees who speak to eachother in their native language(s). Don't care as I don't take it in a talking-about-me way (because it's not). They - who have been there for years - do what they need to do, and very well.
I think my problem is when anyone - ANYONE - takes advantage of a situation by pulling the race / cultural card.
What if, by chance, everyone you hired was white because you felt they were the best candidates for the job? Would that have caused problems in your office?
I have no idea; it was never addressed because I never went that route.
One of the best people I hired was young black woman who was a Jehovah's Witness. Sweet, earnest, decent, did her best. I still, all these years later, think of her in the best light.
One of the worst was a young white woman who felt it was in her best interest to come to work sans underwear and..."display" her wares to her co-workers.
Respected the former, fired the latter.
If I ever hire or fire someone based solely on their race, please...shoot me (or take me out of that decision-making process). That goes for anyone in that role.
I'm also really tired of hearing people complain that other workers of another descent should not be talking in their native language around "us", they are in Canada, they should be speaking English.
I always respond the same way: they can yodle for all I fucking care. Stop being so fucking paranoid thinking they are talking about you. They aren't. They are just more confident speaking in their native tongue. If I moved to Germany, and worked with another Canadian/American/British/whoever, damn rights I'd probably talk to them in English instead of trying to struggle talking to them in German.
that's so fucking stupid.
Just don't tell me how to act Canadian and I won't have a problem of having to believe that you should be special. I didn't grow up and go to school in Canada so I can talk like a grade three student to my bosses. Yeah there is a problem if they want to speak their native tongue and don't get what I'm saying. A BIG FUCKING PROBLEM!
The poison from the poison stream caught up to you ELEVEN years ago and you floated out of here. Sept. 14, 08
I'm also really tired of hearing people complain that other workers of another descent should not be talking in their native language around "us", they are in Canada, they should be speaking English.
I always respond the same way: they can yodle for all I fucking care. Stop being so fucking paranoid thinking they are talking about you. They aren't. They are just more confident speaking in their native tongue. If I moved to Germany, and worked with another Canadian/American/British/whoever, damn rights I'd probably talk to them in English instead of trying to struggle talking to them in German.
that's so fucking stupid.
Just don't tell me how to act Canadian and I won't have a problem of having to believe that you should be special. I didn't grow up and go to school in Canada so I can talk like a grade three student to my bosses. Yeah there is a problem if they want to speak their native tongue and don't get what I'm saying. A BIG FUCKING PROBLEM!
PARDON ME?
Gimli 1993
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
Comments
I don't think anyone is suggesting we stop tracking statistics or keeping employment equity alive and well. the purpose I had in making this thread to exactly that, to keep shit fair!
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
Eye surgeries 20 years ago are quite different from the laser surgeries of today.
One needs to continue to grow within their practice and if they do not keep up... then that is their problem. One shouldn't expect the work force to just accept the fact that some people are older and incapable of embracing technology.
And you are the exception to the rule based on discrimination claims. Ageism is a very real thing and most of the time it has an adverse impact on those who are older not younger. Military veterans are another protected class and that stems from what is still statistically proven to be a significant discriminator with most employers. Out of 80 state agencies in Idaho, we are the only ones hiring an acceptable number of veterans based on the percantage of them that apply for jobs. These protected classes exist for a good reason.
If your workplace management or HR isn't willing to deal with a problem employee (and it may just be an unwillingness to confront a problem rather than saying "oh it's probably his culture"), then I would do what Snakeduck is recommending: document, document, document. Just as you would with any problem employee. Keep track of dates and statements or actions. Take your records to management and insist that they at least discuss the matter with said asshole. And by all means, have your co-workers do the same. HR will take it more seriously if they see a pattern and not just what can be passed off as a "personality conflict." (Been there too.)
Who's griping about reverse discrimination? Saying something like this is basically calling someone out for being in the 'old boys' club'. Not cool. Did you read what I wrote? I'll paraphrase:
The world would be a much better place to be if these 'protections' did not need to be in place. Nobody is arguing against them as they stand right now, but if these are the best we can do... then the human race is in a sad state.
How is such a position offensive in the least? Let your guard down- you're preaching to the choir.
A big part of success in my field is knowing people in the community. That is accomplished over time. And I'm happy to share that knowledge if others are interested. Most are.
Several years ago I worked with a young woman who had a degree in health education. A degree that did not even exist when I was in college. Although we were peers, she was always very condescending to me because of my lack of credentials. As far as she was concerned, my master's degree and years of experience counted for nothing. I rarely offered her any assistance because she always declined.
HFD, if you are in the workforce in 20 years, watch out that you don't start mentioning "back in the day."
No , I understood what you were saying and I agree. In a perfect world, as they say. But the term reverse discrimination has been raised in the thread. It's been mentioned that in some work places white males are now the minority. I think that implies that white males have fewer rights or are less likely advance but I'm not sure.
I my area of work (nonprofit agencies) women predominate, except in the top management positions. Something of a dichotomy since nonprofits overwhelmingly attract women as employees. But that's a different argument for a different day.
oh, I know ageism is a real thing. it nearly cost my dad his sanity. he was in a job he hated, he had been there for over 20 years, right out of university, and started applying at other places in his late 40's early 50's. even then he was given the "overqualified" nonsense. it was so deflating for him. he ended up giving up and retiring in that job. he warned me not to wait too long to change companies, since he knows what mine is like.
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
I think I've already caught myself before saying that. I mean, honestly, I'm 39; even though I'm one of the younguns in my office, I've been around long enough already to have my "back in the day" moments.
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
I don't think I ever used the term reverse descrimination to describe my case. I should have thought twice about using the word "minority" when talking about white males in the workplace, cause that's not exactly what I meant. I don't think that minorities are getting the promotions and stuff like this; I just think that we are treated fairly when it comes to discipline, but others are handled with kid gloves because the managers are afraid of being called a racist. I honestly believe that if I behaved like the Filipino guy I described, I would have been fired long ago. That's just my opinion.
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
The point to the entire thing is that some exploit the advantages they are afforded and that is unacceptable. Except... it is acceptable because to call someone out for poor working behaviour that is (for lack of better word) 'protected'... typically means a shit storm coming your way for all the wrong reasons.
This.
I don;t think anyone was saying we need to get rid of ADA, or tracking the protected class hirings, etc.
But I am also tired of hearing that someone behaves a certain way because of their culture, usually said by someone who probably has no idea about the other person's culture anyway. It's a cop out. And it's no excuse for bad behavior.
Excellent advice.
I always respond the same way: they can yodle for all I fucking care. Stop being so fucking paranoid thinking they are talking about you. They aren't. They are just more confident speaking in their native tongue. If I moved to Germany, and worked with another Canadian/American/British/whoever, damn rights I'd probably talk to them in English instead of trying to struggle talking to them in German.
that's so fucking stupid.
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
already started. and I've actually already spoken to his boss and she said the same thing. I started this a long time ago though, knowing that's what had to be done with another person I worked with that everyone hated. She was white, though. So it wasn't so hard to get her fired. :?
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014
When I was in charge of hiring years ago (I was in my early 20s too, mind you), that's what I looked for and went after - those qualified and experienced regardless of age or denomination or country of origin.
Present day at the company I work for, we have some Filipino and Korean employees who speak to eachother in their native language(s). Don't care as I don't take it in a talking-about-me way (because it's not). They - who have been there for years - do what they need to do, and very well.
I think my problem is when anyone - ANYONE - takes advantage of a situation by pulling the race / cultural card.
One of the best people I hired was young black woman who was a Jehovah's Witness. Sweet, earnest, decent, did her best. I still, all these years later, think of her in the best light.
One of the worst was a young white woman who felt it was in her best interest to come to work sans underwear and..."display" her wares to her co-workers.
Respected the former, fired the latter.
If I ever hire or fire someone based solely on their race, please...shoot me (or take me out of that decision-making process). That goes for anyone in that role.
annoying as hell.
Ummmm. Did you keep her contact info?
Trust me, her contact info was NOT one to be shared unless covered in saran wrap
Smellyman, I can't believe you said whitey. I'm not offended but damn...maybe that term's just a cultural thing?
oops. meant Gwei lo
ghost dude
ghosts are white.
Just don't tell me how to act Canadian and I won't have a problem of having to believe that you should be special. I didn't grow up and go to school in Canada so I can talk like a grade three student to my bosses. Yeah there is a problem if they want to speak their native tongue and don't get what I'm saying. A BIG FUCKING PROBLEM!
The poison from the poison stream caught up to you ELEVEN years ago and you floated out of here. Sept. 14, 08
Blackie.
Whitey
Shadow people.
Ghosts
...people need to listen to Dr. Carson and end the pc crap
If smelly wants to say whitey...go for it.
PARDON ME?
Fargo 2003
Winnipeg 2005
Winnipeg 2011
St. Paul 2014