We are making changes in the following areas to increase opportunities for People of Color across our business.
- We are diversifying our pipeline of talent.
- We are funding new scholarship programs and launching an apprenticeship program for People of Color.
- We are changing and expanding our talent development programs to ensure more opportunities and retention for Employees of Color to strengthen our pipeline of talent up to the executive leadership level.
Mike Sievert, CEO, T-Mobile, @MikeSievert
Destroying Western Civilization’s History, one guilt trip on sin at a time.
[Some text has been removed for clarity. Please read the complete text at the link above. There is a lot more stuff of interest.
The post, written by howlingpuffin, outlines a set of concerns. I have a completely different set of concerns.
For example, here are a few highlights from Federal law (emphasis added):
Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
The law forbids discrimination in every aspect of employment.
How does “making changes … to increase opportunities for People of Color“ or “funding new scholarship programs and launching an apprenticeship program for People of Color” not violate the law? If the company announced they were:
“making changes … to increase opportunities for white people“
… funding new scholarship programs and launching an apprenticeship program for white people.
Would this be legal? Isn’t this exactly what the law prohibits?
Okay. Let’s, just for the moment, ignore the illegal on the face of it aspect of these corporate changes.
Suppose neither the Federal government nor Washington State prosecute T-Mobile for this. Then, next year some dirt bag executive at some company creates a policy favoring white people in a nearly identical manner. Doesn’t the dirt bag have an air-tight defense in that they are not getting equal treatment under the law because T-Mobile wasn’t prosecuted?
Okay. Let’s pretend, for the moment, the legal aspects of this simply do not matter.
These past few weeks have been both historic and heart-wrenching, as the protests for greater racial justice in the wake of George Floyd’s murder erupt all around the world. As I shared in my statement last week to customers, employees, and shareholders, T-Mobile stands in solidarity with the Black Community and behind our belief that Black Lives Matter.
I get it that T-Mobile stores have been targets of rioters and looters. I get it that at first thought appeasing the beast seems like a good idea. But it doesn’t work in the long (or even medium) term.
Mr. Sievert, please look at the incentives you have created. Which is greater the incentive? To stop the looting and vandalism because T-Mobile sent some money and potential employment opportunities in the general direction of the looters? Or continue the criminal activity because it gives them attention, power, and a sense of satisfaction plus money and potential employment opportunities every time they do it? Haven’t you ever heard you should never appease terrorists or pay a blackmailer or extortionist?
Suppose we even discount the probability this was about appeasement. Hasn’t he or anyone on his staff heard of The Tyranny of Low Expectations?
Low expectations are one of the most subtle yet devastatingly effective forms of sabotage we can do to others and ourselves. Low expectations often masquerade as kindness yet they are the cruelest cuts because they deny an individual or an organization its opportunity for greatness.
By passing low expectations off as being nice or kind under the guise of going easy on someone, low expectations perpetuate another insidious myth: That discipline is mean. Discipline is simply a mental tool, a form of training that lets you develop the skills and abilities to make your life better. Like any tool, discipline can and has been misused at times but in general, discipline is an incredibly valuable, frequently overlooked tool to create extraordinary value in your life.
Low expectations often involve mental laziness on both sides of the equation. Holding someone (or yourself) accountable is a LOT of hard work. It is much easier to just slide by. Easier that is until the time of testing comes and those who are not prepared diligently fail miserably.
Maybe there is some “3-D Chess” game being played here. Maybe the legal department explicitly told them to clearly make the policy illegal beyond any shadow of doubt. Then later they can say they have to cancel the program because of “unexpected” legal issues.
It will take the Feds and Washington State a few weeks or months to tell them what they are doing is illegal and in response they can “regretfully announce the cancellation of their well intentioned initiative” and it’s all the fault of the evil Trump administration (or some such thing). By that time emotions will have subsided and the vandalism and looting will have stopped. T-Mobile will have gotten all the benefits of the illegal activity with almost none of the costs.
I don’t know what’s going on here. I just know I don’t like any possible scenario I can imagine here. I don’t like the illegal employment policies. I don’t like the appeasement. I don’t like the incentives of low expectations. I don’t like the possibility of it being a clever game of false appeasement.
I think this is on the same moral level as the terrorists, looters, and vandals. It’s despicable.—Joe]