Seemingly trivial things that annoy you
Comments
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Sums up the silliness of the whole concept.kingstongraham said:The above may be fact, or fiction, I may be serious, I may be jesting.
I am not sure. You have no chance.Veronese68 wrote:PB is the most sensible person on here.0 -
Nah, just shows they have no control over someone getting nominated.pblakeney said:
Sums up the silliness of the whole concept.kingstongraham said:
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That's as maybe and it probably comes down to politics but I have issues with some of the winners.kingstongraham said:
Nah, just shows they have no control over someone getting nominated.pblakeney said:
Sums up the silliness of the whole concept.kingstongraham said:The above may be fact, or fiction, I may be serious, I may be jesting.
I am not sure. You have no chance.Veronese68 wrote:PB is the most sensible person on here.0 -
May there should be an Ignobel Conflict prize. I could nominate a few…0
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pblakeney said:
That's as maybe and it probably comes down to politics but I have issues with some of the winners.kingstongraham said:
Nah, just shows they have no control over someone getting nominated.pblakeney said:
Sums up the silliness of the whole concept.kingstongraham said:
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I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".0
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Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)0 -
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)0 -
Try:TheBigBean said:
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)
...and:
seanoconn - gruagach craic!0 -
On that subject...
Patrick Harvey visited our recycling project once.
Things were going fine and I was talking about funding saying that due to the nature of the work, we couldn't employ many physically disabled people.
So my passing comment (which he incorrectly interpreted in totally the wrong way) was "...we could get funding if we could only a gay transvestite Afro Caribbean with mental health problems who was in a wheelchair and then we would be laughing...".
My point being that the work we had available was potentially dangerous as well as being very physical, precluded a number of funding criteria.
Suffice to say, he never came back.
Alex Ferguson MSP (RIP) on the other hand, would always do his volunteer week placement with us. He concurred with my point and took it the right way when I mentioned this event in conversation.seanoconn - gruagach craic!0 -
TheBigBean said:
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)
Maybe they thought you were part of the anti-growth coalition. Or they've seen all your dangerous opinions on Cake Stop. Or they've got a thing against beans, especially big ones.1 -
Is this you?TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
https://www.theguardian.com/uk-news/2022/sep/06/scottish-group-scraps-period-dignity-role-after-abuse-for-hiring-man- Genesis Croix de Fer
- Dolan Tuono0 -
I once worked for a joint health and social services mental health team where one of the SS managers appeared to give try to employ someone from every known disadvantaged group known to mankind. We rarely had a full team at work and if we did we were spending more time with staff in crisis than patients in crisis.pinno said:On that subject...
Patrick Harvey visited our recycling project once.
Things were going fine and I was talking about funding saying that due to the nature of the work, we couldn't employ many physically disabled people.
So my passing comment (which he incorrectly interpreted in totally the wrong way) was "...we could get funding if we could only a gay transvestite Afro Caribbean with mental health problems who was in a wheelchair and then we would be laughing...".
My point being that the work we had available was potentially dangerous as well as being very physical, precluded a number of funding criteria.
Suffice to say, he never came back.
Alex Ferguson MSP (RIP) on the other hand, would always do his volunteer week placement with us. He concurred with my point and took it the right way when I mentioned this event in conversation.0 -
As you know I am very pro diversity re hiring but that is ridiculous.TheBigBean said:
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)
The rules are quite clear, diversity only matters like that in a tie-breaker scenario when you can’t choose between two equal candidates.
You can decide to increase the diversity of your shortlists and people you interview but never turn someone down on the basis of their diversity (or lack of) status.
Better off out of there!0 -
In a tiebreaker do you get chance to present your diversity credentials or is it just based on what someone thinks from looking at you?rick_chasey said:
As you know I am very pro diversity re hiring but that is ridiculous.TheBigBean said:
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)
The rules are quite clear, diversity only matters like that in a tie-breaker scenario when you can’t choose between two equal candidates.
You can decide to increase the diversity of your shortlists and people you interview but never turn someone down on the basis of their diversity (or lack of) status.
Better off out of there!0 -
In theory the former in practice the latter.TheBigBean said:
In a tiebreaker do you get chance to present your diversity credentials or is it just based on what someone thinks from looking at you?rick_chasey said:
As you know I am very pro diversity re hiring but that is ridiculous.TheBigBean said:
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)
The rules are quite clear, diversity only matters like that in a tie-breaker scenario when you can’t choose between two equal candidates.
You can decide to increase the diversity of your shortlists and people you interview but never turn someone down on the basis of their diversity (or lack of) status.
Better off out of there!
The rules around recording diversity stuff makes recording anything that isn’t gender overly difficult.
Consent forms etc0 -
So a gay muslim man could easily be mistaken for someone with no creds?rick_chasey said:
In theory the former in practice the latter.TheBigBean said:
In a tiebreaker do you get chance to present your diversity credentials or is it just based on what someone thinks from looking at you?rick_chasey said:
As you know I am very pro diversity re hiring but that is ridiculous.TheBigBean said:
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)
The rules are quite clear, diversity only matters like that in a tie-breaker scenario when you can’t choose between two equal candidates.
You can decide to increase the diversity of your shortlists and people you interview but never turn someone down on the basis of their diversity (or lack of) status.
Better off out of there!
The rules around recording diversity stuff makes recording anything that isn’t gender overly difficult.
Consent forms etc
I would have been part of the minority gender wise.
I should add it was a voluntary position.0 -
Depends how switched on the hiring manager and/or recruiter is.TheBigBean said:
So a gay muslim man could easily be mistaken for someone with no creds?rick_chasey said:
In theory the former in practice the latter.TheBigBean said:
In a tiebreaker do you get chance to present your diversity credentials or is it just based on what someone thinks from looking at you?rick_chasey said:
As you know I am very pro diversity re hiring but that is ridiculous.TheBigBean said:
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)
The rules are quite clear, diversity only matters like that in a tie-breaker scenario when you can’t choose between two equal candidates.
You can decide to increase the diversity of your shortlists and people you interview but never turn someone down on the basis of their diversity (or lack of) status.
Better off out of there!
The rules around recording diversity stuff makes recording anything that isn’t gender overly difficult.
Consent forms etc
I would have been part of the minority gender wise.
I should add it was a voluntary position.0 -
Doesn't sound like a great system to me.rick_chasey said:
Depends how switched on the hiring manager and/or recruiter is.TheBigBean said:
So a gay muslim man could easily be mistaken for someone with no creds?rick_chasey said:
In theory the former in practice the latter.TheBigBean said:
In a tiebreaker do you get chance to present your diversity credentials or is it just based on what someone thinks from looking at you?rick_chasey said:
As you know I am very pro diversity re hiring but that is ridiculous.TheBigBean said:
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)
The rules are quite clear, diversity only matters like that in a tie-breaker scenario when you can’t choose between two equal candidates.
You can decide to increase the diversity of your shortlists and people you interview but never turn someone down on the basis of their diversity (or lack of) status.
Better off out of there!
The rules around recording diversity stuff makes recording anything that isn’t gender overly difficult.
Consent forms etc
I would have been part of the minority gender wise.
I should add it was a voluntary position.
Another thing that annoys me on this subject is ugly people discrimination.
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TheBigBean said:
I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Personally, I’d go to town on this. It could pay for Christmas, possibly a little bit more.Ben
Bikes: Donhou DSS4 Custom | Condor Italia RC | Gios Megalite | Dolan Preffisio | Giant Bowery '76
Instagram: https://www.instagram.com/ben_h_ppcc/
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It's a voluntary position, so I'm not sure there is much to be gained financially. I'm still debating how to respond, as having slept on it, I'm even more annoyed.Ben6899 said:TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Personally, I’d go to town on this. It could pay for Christmas, possibly a little bit more.0 -
I mean where would you go with it anyway? Assuming employment legislation applies to a voluntary position (which I am not sure it does), whoever wrote the email probably has no concept of the legal issues here. But once brought to the attention of someone who does understand, the exact same result will be conveyed to you in a legally compliant way.
No amount of legislation can completely prevent people from working back from the answer they want.0 -
Even if you're not going for compensation, I would make a thing of it, simply to teach them a lesson that it's not acceptable.TheBigBean said:
It's a voluntary position, so I'm not sure there is much to be gained financially. I'm still debating how to respond, as having slept on it, I'm even more annoyed.Ben6899 said:TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Personally, I’d go to town on this. It could pay for Christmas, possibly a little bit more."I spent most of my money on birds, booze and fast cars: the rest of it I just squandered." [George Best]0 -
Agree with Stevo. Sounds like there is a fundamental flaw in the coordination of their policies and selection procedures. If they have not collected the data on all the applicants, how can they make an informed decision on the basis of diversity (assuming that they have defined what they mean by diversity).TheBigBean said:
It's a voluntary position, so I'm not sure there is much to be gained financially. I'm still debating how to respond, as having slept on it, I'm even more annoyed.Ben6899 said:TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Personally, I’d go to town on this. It could pay for Christmas, possibly a little bit more.1985 Mercian King of Mercia - work in progress (Hah! Who am I kidding?)
Pinnacle Monzonite
Part of the anti-growth coalition0 -
Works great on EDF because they don’t bother using your readings. That’s why I left for Octopus.capt_slog said:EDF got organised. They had a special section on their website which allowed you to submit meter readings without having to log into your account. You put in your account number and then it took you to a page where you put in your readings and these would be uploaded.
I've no idea why this would be faster, but it evidently worked because there was no problem.
Meter readings taken on day, submitted on app, account updated and debited from account real time.
Smart meter not required !0 -
Employment legislation covers elf n safety and the duty of care for both voluntary and paid staff. The rest, doesn't apply.First.Aspect said:IAssuming employment legislation applies to a voluntary position (which I am not sure it does)...
I would suggest that 3rd sector organisations or organisations providing voluntary work tend to be run by eclectic committees with their own ideas on x,y,z. Or at least, the individuals who facilitate voluntary positions are often detached from reality.
That's the problem.
I came across many organisations through monthly (then quarterly - they blew the budget) CRNS (Community recycling network for Scotland) meetings held at a different organisation each time. I was shocked at some of the practises (especially financial*) being carried out, never mind their recruitment practices.
These committees were so far removed from their employees often and staff retention rates were terrible. I had a continuous waiting list to join us.
*For example: deriving 55% of your income from your activities was considered (a yardstick set by CRNS) 'sustainable' !?
I fell foul of CRNS when it was suggested to us to charge our customers for collection. Uh?! I made calculations on a sliding scale based on number of clients lost vs income derived from charging. None of it made sense and one thing cancelled out the other. Besides, if I had lost 1 customer, I would not be maximising the recycling volumes which is contrary to the whole ethos of not only CRNS but our mission and remit.
In my current role, I came across an organisation in Fife that were charging customers for can collections as per CRNS suggestion and funding criteria (I mean, were they serious?! Yep.). That project was collecting 1 in 7 potential outlets in their locale (compared to our 73% of retail outlets over 75 miles radius) and it took me 3 months to convince the ageing, ponderous committee that this practice was basically shooting oneself in the foot.
Suffice to say (there were other glaring problems) that after I had submitted my recommendations, they had tripled their intake.
A bit long I know, soz.
seanoconn - gruagach craic!0 -
LOL and in the real world my boss has diversity targets and my colleagues are left in no doubt what they are expected to do.rick_chasey said:
As you know I am very pro diversity re hiring but that is ridiculous.TheBigBean said:
Yes exactly what they said. I wasn't even asked for my diversity credentials.rick_chasey said:
Is that what they said?!TheBigBean said:I'm sure this will divide opinion, but I have just been rejected for something based on the "priority being to increase diversity".
Yikes. You’d probably have a case if you wanted to pursue (wouldn’t recommend it)
The rules are quite clear, diversity only matters like that in a tie-breaker scenario when you can’t choose between two equal candidates.
You can decide to increase the diversity of your shortlists and people you interview but never turn someone down on the basis of their diversity (or lack of) status.
Better off out of there!
My team is already diverse but I still get pressure.
The non white guy candidates need to be totally incapable for the white bloke to get a look in0 -
The best approach is to hire the best person for the job. Works for me, and as a by product of that we have a pretty diverse team."I spent most of my money on birds, booze and fast cars: the rest of it I just squandered." [George Best]1
