Watching the LA Fire Press Conference officials. Six of seven are women.

Margot said:
Trump?
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Paw paw, silly. Ask him.
WinterBorn said:
Are you claiming you have never told a single lie in your life?
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I don't recall having claimed that, paw paw.

You, on the other hand, have confessed publicly to repeated and prolonged prevarication, have you not?

Unless it embarrasses you to acknowledge it to @Margot, why try to deflect attention away from your own actions?

What might the late, great Paul Bryant have thought of that, I wonder.

Roll, Tide!
 
Diogenes said:
Paw paw, silly. Ask him.


I don't recall having claimed that, paw paw.

You, on the other hand, have confessed publicly to repeated and prolonged prevarication, have you not?

Unless it embarrasses you to acknowledge it to @Margot, why try to deflect attention away from your own actions?

What might the late, great Paul Bryant have thought of that, I wonder.

Roll, Tide!
Click to expand...

You are trying to make a point of my telling a lie in a post made how long ago?

So if you have told one lie, you have done the same as me.
 
WinterBorn said:
You are trying to make a point of my telling a lie in a post made how long ago? So if you have told one lie, you have done the same as me.
Click to expand...

Unless it embarrasses you to acknowledge your lie to @Margot, why keep trying to deflect attention away from your own actions?

What might the late, great Paul Bryant have thought of that, I wonder, paw paw?

Roll, Tide!
 
WinterBorn said:
So why is having 6 women on the press conference panel an issue for you?
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They were the wrong six.

iu
 
When discussing the selection of candidates for employment based on non-merit criteria such as race, sexual orientation, or other identity factors, several considerations often come into play:

  1. Diversity Goals:
    • Hiring authorities might aim to reflect the demographic composition of their customer base, community, or the broader society. This is often driven by the belief that diversity can lead to varied perspectives, innovation, and better decision-making.
  2. Legal and Regulatory Compliance:
    • In some jurisdictions, there are laws or policies encouraging or mandating diversity in hiring to address historical or systemic disadvantages. This can include affirmative action policies or diversity quotas, although these are often controversial.
  3. Corporate Social Responsibility (CSR):
    • Those in charge of candidate selection might see diversity in hiring as part of their broader CSR initiatives, aiming to promote social equity, inclusion, and to enhance their public image or brand.
  4. Cultural Fit and Team Dynamics:
    • Employers might consider how a candidate's background could enrich the company culture or improve team dynamics by introducing different viewpoints or life experiences.
  5. Public Perception:
    • There's a perception that a diverse workforce can appeal to a broader base.
  6. Addressing Unconscious Bias:
    • Efforts to counteract unconscious bias in traditional hiring practices might lead to policies where non-merit factors are consciously considered to ensure fairness.
  7. Inclusion and Belonging:
    • Some entities might prioritize candidates from underrepresented groups to foster an environment where all employees feel included and valued, which can impact retention and employee satisfaction.
  8. Historical Correction:
    • Some organizations might prioritize candidates from groups that have been historically marginalized or excluded from certain industries or roles to correct past inequities.

It's important to note that:

  • Merit vs. Diversity: There's ongoing debate about how much weight should be given to diversity versus traditional merit-based criteria like qualifications, experience, and skills. Critics argue that focusing on non-merit factors can lead to reverse discrimination or diminish the value of merit-based selection.
  • Implementation and Perception: How these criteria are implemented can significantly affect their perception. Transparency, clear criteria, and balanced consideration with merit can help in managing perceptions of fairness.
  • Ethical and Practical Considerations: Balancing diversity with merit can be ethically complex. It involves considerations of fairness, equality of opportunity, and sometimes, equality of outcome.
  • Legal Challenges: In some regions, using these criteria can lead to legal challenges if not managed carefully, especially if perceived as discrimination against other groups.


@Grok
 
Diogenes said:
When discussing the selection of candidates for employment based on non-merit criteria such as race, sexual orientation, or other identity factors, several considerations often come into play:

  1. Diversity Goals:
    • Hiring authorities might aim to reflect the demographic composition of their customer base, community, or the broader society. This is often driven by the belief that diversity can lead to varied perspectives, innovation, and better decision-making.
  2. Legal and Regulatory Compliance:
    • In some jurisdictions, there are laws or policies encouraging or mandating diversity in hiring to address historical or systemic disadvantages. This can include affirmative action policies or diversity quotas, although these are often controversial.
  3. Corporate Social Responsibility (CSR):
    • Those in charge of candidate selection might see diversity in hiring as part of their broader CSR initiatives, aiming to promote social equity, inclusion, and to enhance their public image or brand.
  4. Cultural Fit and Team Dynamics:
    • Employers might consider how a candidate's background could enrich the company culture or improve team dynamics by introducing different viewpoints or life experiences.
  5. Public Perception:
    • There's a perception that a diverse workforce can appeal to a broader base.
  6. Addressing Unconscious Bias:
    • Efforts to counteract unconscious bias in traditional hiring practices might lead to policies where non-merit factors are consciously considered to ensure fairness.
  7. Inclusion and Belonging:
    • Some entities might prioritize candidates from underrepresented groups to foster an environment where all employees feel included and valued, which can impact retention and employee satisfaction.
  8. Historical Correction:
    • Some organizations might prioritize candidates from groups that have been historically marginalized or excluded from certain industries or roles to correct past inequities.

It's important to note that:

  • Merit vs. Diversity: There's ongoing debate about how much weight should be given to diversity versus traditional merit-based criteria like qualifications, experience, and skills. Critics argue that focusing on non-merit factors can lead to reverse discrimination or diminish the value of merit-based selection.
  • Implementation and Perception: How these criteria are implemented can significantly affect their perception. Transparency, clear criteria, and balanced consideration with merit can help in managing perceptions of fairness.
  • Ethical and Practical Considerations: Balancing diversity with merit can be ethically complex. It involves considerations of fairness, equality of opportunity, and sometimes, equality of outcome.
  • Legal Challenges: In some regions, using these criteria can lead to legal challenges if not managed carefully, especially if perceived as discrimination against other groups.


@Grok
Click to expand...

Great generic reply to the issue.

Do you have some evidence that any of the women on the panel were unqualified?
 
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