Hi my little miners! How are you doing cause I wanna know? I have no idea what a brown bag lecture is, but I went to one. For me, I brought a brown bag in case I needed to throw up in it because I was so hungover. I hid incognito in the back of the class.
This is Kisha Jones. Her entire lecture was about a theory called Adverse Impact, which is the selection ratio of any race, gender, or sexuality of any minority group getting jobs in America. She didn't talk about anything but black vs. white hirings, and to me it seemed pretty ignorant.
I wasn't the only one. This lecture turned into a huge debate. Especially between her and these wise guys on this side of the room. They thought her research and points were inaccurate and unfair to make any sort of hypothesis. They seemed to know more information and statistics than she did. They pretty much burned her at the stake.
There was a lot of shade, eye rolling, and huffing and puffing going on. But what did I learn. Well, the U.S. is trying attempting to reverse the Adverse Impact in order to create a more diverse workplace. They do this in two studies. One, the Predictor: Cognitive ability tests were set in place instead of face to face interviews. This gives the companies a chance to hire based on intellect and not appearance. Second, the Criterion: The companies take job performance solely into consideration while hiring. They would hire people as interns and promote them with a job if they were great at what they did. However, Kisha believed that the Criterion theory actually creates a higher waving adverse impact. She believes in the Supply Side Perspective. In this, minority and majority applicants should be as similar as possible in knowledge when applying for jobs. This leads to targeted diversity recruiting, where companies seek out different races to work for them and decreases adverse impact. The wise guys listening in on the lecture did not like this idea, and thought it was completely over the top and stupid.
She went on to something I thought finally made sense: Vocational Interests. Jobs should be chosen by the applicant based on what kind of personality you have taking into consideration your situations, contexts, behaviors, and interests. This is based on Holland's Theory of Personalities in the Work Environment. (Graph Below)
Interests start in childhood. Her studies showed that men are stronger in the realistic section, and women more in the social. Black and white people showed differences as well. Black people rated high in social, enterprising, and conventional sections. White people then increased in realistic, investigative, and artistic sections. This through the wise guys over the edge and the debate began. She defended her research by stating that growing up, a black child develops a racialized schemata and bias of jobs Then, they age into race-based stereotypes from media and their surroundings in America. After this, they conclude their biases. I also thought that was a load of bullshit. We are all people, made up of the same DNA. We all need jobs, and we'll all get them if qualified. The end.
Oh, and one for the road. Me last night before I was hungover and threw up in my brown paper bag lecture.
Kisses! See you next week.