Is HR going too far?

Time and time again I read about equality and diversity for example in February 24th edition of peoplemanagement magazine in the news section there is a feature discussing the number of women in senior management and boardroom level jobs. Surely HR should be driving these types of restrictions or recommendations out of our businesses as true equality and diversity should not be monitored or restricted.

I am a firm believer of best person for the job role based on competences and their team working skills, not due to their culture, look or gender. It is only natural that we have a higher percentage of “traditional business men” working in more senior jobs and at board level, succession planning and development is not a quick fix. We have a greater number of “traditional business men” within the work place at all levels and it will take time for the best to filter through regardless of who and what they look like. I believe that it takes a long time for someone to gain the skills needed especially at a senior level so the idea of promoting people into these roles just to meet diversity or equality targets worries me.

Until we get to the stage were everyone is interviewed in a sealed box and their voice is altered by a computer there will always be questions about was it 100% fair. We are always going to have these discussions but if there is no realistic solution shouldn’t time be spent doing other things. We can keep gathering data but what does it get used for and what competitive edge does it give a business?

As a person who on paper fits into the “traditional business man” profile it concerns me how positive discrimination is deemed ok and we are being driven to employing people to meet targets. For years we dealt with the change in business and had to change our working practices and measures to make sure it was fair for all, yet it seems like now we are the ones who are being discriminated against.

One thought on “Is HR going too far?

  1. idebenone

    I am a firm believer of best person for the job role based on competences and their team working skills, not due to their culture, look or gender. It is only natural that we have a higher percentage of “traditional business men” working in more senior jobs and at board level, succession planning and development is not a quick fix. We have a greater number of “traditional business men” within the work place at all levels and it will take time for the best to filter through regardless of who and what they look like. I believe that it takes a long time for someone to gain the skills needed especially at a senior level so the idea of promoting people into these roles just to meet diversity or equality targets worries me.

    Reply

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>