The following chart illustrates how diversity works in fair recruitment. Imagine the graph below as a fat mole pushes up the carpet to get under. As he progresses, he gets thinner and thinner, until he gets to the other side, and finds the Mescaline. Despite being totally emaciated, he rockets up to the ceiling. I’ve… Continue reading The Mole and the Mescaline
Author: Peter
Rigging the Sift?
X Chambers is a highly prestigious set of barristers, and applications for pupillage run at over 100 per place. Since the death of George Floyd, X operates a Diversity and Inclusion policy which extends to recruitment. Since that policy was implemented, it is claimed that applications have been effectively anonymised regarding race and sex. Since… Continue reading Rigging the Sift?
Stubborn States – Introduction
Stubborn States refers to the fact that it is far more difficult to change the constitution of a substantial workforce by any quality such as a Protected Characteristic, (eg, race or gender) than is generally realised. A good example of this is given by BT’s extreme example for their Non-Openreach workforce to March 2025 –… Continue reading Stubborn States – Introduction
The Curve of DEIth – What it Tells Us
The backbone of Diversity Maths, this is the tool you use to assess a company’s DEI recruitment programme, and how it compares to a meritocracy. It works by extending a technique used in DEI recruitment. DEI uses the assumption that recruiters are racist/sexist/trans-gayphobic by requiring that all job applications are stripped of all characteristics that… Continue reading The Curve of DEIth – What it Tells Us
Aviva – Getting Rid of the Men
I like Aviva, and I think the CEO Amanda Blanc is doing a good job. However, I have a number of questions. Her engagement with DEI, involving a case study for the 2024 Parker review update, shows this. Regarding race, all of her staff need to attend annual ani racism courses, while an announcement by… Continue reading Aviva – Getting Rid of the Men
BT – Being Bold
BT had clear diversity plans for their Non Openreach workforce for the year to 2024/25…….here’s an extract…. You can see that the plan is to increase the proportion of female staff. As at 31 March 2024 is was 35% Female, 65% Male. The plan is to change this to 46% Female, 54% Male over the… Continue reading BT – Being Bold
Diversity Maths – Introduction
Diversity, Equity and Inclusion has now become highly controversial – The US and EU are heading in different directions, and the UK is somewhere in between. The EU requires DEI reporting for companies with over 100 staff, (as opposed to 250 for the UK’s gender pay gap analysis). The US has Coke and Pepsi going… Continue reading Diversity Maths – Introduction