EAP
Well-known member
- Joined
- Jan 17, 2002
- Posts
- 141
You guys crack me up. This thread is on the subject of finacial viability of Legacy carriers and look how quickly the subject turned. I think the experimantal hiring that happened in the 90's is mostly gone for now.
I'll make a serious attempt to comment on this but we have a firecracker of a subject here when we move past obvious lame jokes.
Do you think a former furloughee with 10 type ratings and 12000 hours who came back and gets on the interview board and represents over 25 percent of the airline population who got hosed for the last 5 to 8 years is going to put up with 500 or 1000 hour new hires? What about all the people they worked along side in the corporate, regional or supplemental ranks? You don't think there will be pressure to hire those types of people?
EEOC? It got a lot of traction in the 90's and had been proven in the most egregious circumstances and was a big scary stick for those who knew who they were on the inside.
I have friends who were really harrassed and were picked on due to their race. It was a reality in the airlines in the 80's, and well, it is in society even today in some parts of the country behind closed doors. I on the other hand truly benefitted from being a white male and having to be over-qualified by comparison to get my shot. Whatever, we all pay the price for racism, no matter what our color. (I grew up being a minority as a white kid, I have absolutely no tolerance for racism as I had been the occasional target, and correspondingly, I have little tolerance for over the top affirmative action that is out of place in our generation).
Now that minorities and women represent a significant portion of the population in the airline ranks (where they did not in the 1980's by the way) we will see more merit based hiring and less affirmative action by force.
My hope and sincere objective as a person in a leadership position in the industry is that we will continue to see plenty of minority and women pilots being hired, but on their merits and experience alone.
I'll make a serious attempt to comment on this but we have a firecracker of a subject here when we move past obvious lame jokes.
Do you think a former furloughee with 10 type ratings and 12000 hours who came back and gets on the interview board and represents over 25 percent of the airline population who got hosed for the last 5 to 8 years is going to put up with 500 or 1000 hour new hires? What about all the people they worked along side in the corporate, regional or supplemental ranks? You don't think there will be pressure to hire those types of people?
EEOC? It got a lot of traction in the 90's and had been proven in the most egregious circumstances and was a big scary stick for those who knew who they were on the inside.
I have friends who were really harrassed and were picked on due to their race. It was a reality in the airlines in the 80's, and well, it is in society even today in some parts of the country behind closed doors. I on the other hand truly benefitted from being a white male and having to be over-qualified by comparison to get my shot. Whatever, we all pay the price for racism, no matter what our color. (I grew up being a minority as a white kid, I have absolutely no tolerance for racism as I had been the occasional target, and correspondingly, I have little tolerance for over the top affirmative action that is out of place in our generation).
Now that minorities and women represent a significant portion of the population in the airline ranks (where they did not in the 1980's by the way) we will see more merit based hiring and less affirmative action by force.
My hope and sincere objective as a person in a leadership position in the industry is that we will continue to see plenty of minority and women pilots being hired, but on their merits and experience alone.
