Bai Lan
Let It Rot
http://www.cir-usa.org/articles/106.html
It is easy to see how this has gotten out of hand. Incentives to discriminate against white men are built into the entire federal employment system thanks to rules promulgated by the Equal Employment Opportunity Commission -- another agency named in the center's suit. Even when minorities and women already make up the majority of employees in a job category, HUD's EEO program rewards managers for figuring out ways to manipulate the numbers to hire or promote more. For example, employees within the department's "technical" job category are 62 percent minority and 89 percent women. Still, the department claims there are "manifest imbalances" that need to be cured by hiring more black males, white females, Hispanic males, Asians of both genders and American Indian/Alaskan Native males. This fiction is accomplished by slicing job classifications into tiny subdivisions to create the appearance of underrepresentation.
In reality, the only "manifest imbalance" existing at HUD is the stark underrepresentation of white males, who make up 36 percent of the technical labor force in general yet only 5 percent of the technical employees at the department. This discrepancy, however, holds no interest for the department's EEO people. No one at HUD would even discuss the matter, citing pending litigation.
It is easy to see how this has gotten out of hand. Incentives to discriminate against white men are built into the entire federal employment system thanks to rules promulgated by the Equal Employment Opportunity Commission -- another agency named in the center's suit. Even when minorities and women already make up the majority of employees in a job category, HUD's EEO program rewards managers for figuring out ways to manipulate the numbers to hire or promote more. For example, employees within the department's "technical" job category are 62 percent minority and 89 percent women. Still, the department claims there are "manifest imbalances" that need to be cured by hiring more black males, white females, Hispanic males, Asians of both genders and American Indian/Alaskan Native males. This fiction is accomplished by slicing job classifications into tiny subdivisions to create the appearance of underrepresentation.
In reality, the only "manifest imbalance" existing at HUD is the stark underrepresentation of white males, who make up 36 percent of the technical labor force in general yet only 5 percent of the technical employees at the department. This discrepancy, however, holds no interest for the department's EEO people. No one at HUD would even discuss the matter, citing pending litigation.
