Recently found out my employer is planning to make a policy to prefer hiring non white people. This isn't a job like acting or something where they should have any valid legal claim to discriminate in this way. So far it's just been announced and I guess not officially implemented but I'm wondering if anyone knows if a current employee would have grounds to sue over this? My understanding is that this is highly illegal and in violation of Federal law.
I've been thinking about getting a lawyer but I know a lot of lawyers tend to be liberal and I only would want to work with someone who I know holds similar values to myself, does anyone know of a resource for finding a conservative employment lawyer?
Recommend tuning in to listen to and read James Lindsay to learn to speak the language of these sophists, and better rebut their demands. Particularly his recent Joe Rogan interview from a few months ago touches on the legal risk of organizations caving to demands may be useful to persuade companies to knock it off.
As you've surmised, constant subjective demands means it's never good enough. No matter how far an HR department caves to demands there will be a new generation or another person entitled and insistent that it's not enough. Resentment is the engine of atrocity. It's all downhill until the target is destroyed, and you can always slice off a new 'out-group' when new target is needed.
Taken to extreme the outright discrimination leaves no option but for whites to start suing. Abuse lawfare at the smallest misstep to establish a cease fire through mutually assured destruction. There are examples of this, for example there's cases where police sued over hiring standards that resulted in ruling that non-whites were unfairly selected by discriminatory hiring practice.
I've read that currently there's not many lawyers that will take these cases. I'm not providing legal advice, but speculate that may be shifting due to the egregious over-steps we're seeing.
Generally organizations are hit with numerous shake-down efforts trying to find slices of demographics data to sue the company. HR departments may need to respond to data requests trying to slice data in many ways to find a favorable metric. This many at-bats aren't statistically sound, you can always massage your metric or data to get to the desired outcome and that's exactly what we see subjective driven sophists do to prove foregone conclusion.
Result of this is that most companies today are over-loading their recruiting targets to try to fill headcount demographics to match their local population. This fails to account for available qualifications, not everyone will be qualified to fill those available roles. This fails to account for stay-at-home considerations for those with families. You'll often see labor or lower paid roles turned a blind eye to with single-minded obsession of building 'equity' in the highest paid or powerful positions. Their key-risk-indicator targets are unrealistic. Every company is trying to stuff in more diversity than exists in the market and every one of them fall short of that goal.
This is where future lawsuits may find traction. Basing suit on measures such as disproportionate hiring in cases where at least one POC and one non-POC applied. Probe average time to promotion. Can test out cases such as disproportionate hiring based on qualifications available in an area. Can get creative with the metrics to find a slice the company is not monitoring.
Awesome answer thanks I'm gonna read through this a couple times