700,000 Americans have been filing unemployment insurance claims every week for 37 weeks — nine months. Plus, 20 million people are still on the pre-pandemic unemployment rolls.
That's unheard of, and incredibly bad.
The official unemployment rate has been dropping, but that's because:
It never really counted gig economy workers well in the first place.
Its data collection abilities have been severely crimped by the pandemic.
Lots of people are falling out of the labor force — not working and not looking.
What's next: 13.4 million people are on pandemic unemployment programs that expire at the end of the year — 27 days from now.
America's hidden depression: K-shaped recovery threatens Biden - Axios
Government statistics — because of the way they've always been reported — understate lots of red flags.
27 days.
Just like the stock market has nothing to do with the economy - unemployment numbers, the way they are reported, are also not the economy. They just want you to believe it is and many continue to buy this lie.
Former US envoy to EU urges Biden to oust Trump’s ambassadors
Plus if we consider how unhappy some of the EU countries are with the ambassadors it is likely that there will be changes. After all good chunk of them probably doesn't represent the new administration that well.
If the best candidate for the job always turns out to be a straight, Christian, white guy, something is wrong somewhere. Exactly where requires some examination of the food chain in order to apply the best fix. Prioritizing demographic over qualifications isn't the answer, but there are answers for anyone willing to look. One approach I like is to insist that the applicant pool contain some percentage of underrepresented groups. That encourages recruiters to look for the best candidates in that demographic, along with the others. If they don't get selected in the end because a straight, Christian white guy is more qualified, at least they get the exposure, and hopefully some feedback on where they were lacking.I don't care about the gender or race of his cabinet picks, I care about what their past records are and what they will or will not do as heads of those departments. Don't get me wrong, we've had mostly white dudes running these departments for a long time, and representation is important, but I'm sick of these fluff pieces from supposedly reputable, serious news sources that completely ignore the past resumes of his appointments. It's such a joke.
I don't care about the gender or race of his cabinet picks, I care about what their past records are and what they will or will not do as heads of those departments. Don't get me wrong, we've had mostly white dudes running these departments for a long time, and representation is important, but I'm sick of these fluff pieces from supposedly reputable, serious news sources that completely ignore the past resumes of his appointments. It's such a joke.
If the best candidate for the job always turns out to be a straight, Christian, white guy, something is wrong somewhere. Exactly where requires some examination of the food chain in order to apply the best fix. Prioritizing demographic over qualifications isn't the answer, but there are answers for anyone willing to look. One approach I like is to insist that the applicant pool contains some percentage of underrepresented groups. That encourages recruiters to look for the best candidates in that demographic, along with the others. If they don't get selected in the end because a straight, Christian white guy is more qualified, at least they get the exposure, and hopefully some feedback on where they were lacking.
They don't "just do it". Studies have shown that people tend to recruit and hire people like themselves, unless they make a determined effort to do otherwise. If the hiring group were diverse to begin with, that would take care of itself, but because it usually isn't, that tendency to self-replicate replicates homogeneity, not diversity. Yes, if you scratch the surface you will see great diversity of thought among members of any identifiable group, whether Christian women (Sandra Day O'Connor and Sonia Sotomayor are both Christian, too), black men, gay Latinx, etc. But if you belong to any of these groups and don't see anyone from your demographic in a particular position, industry, organization, etc. it can be hard to see yourself there, either. That is why those "firsts", and indeed the first few, have such power. They are role models and show people what is possible.I wish we didn't have to obligate them and they would just do it. I wish it were authentic. Like...I guess as a christian woman I am supposed to feel inspired by Barrett in the supreme court and with her histories, I'm really not. I don't feel very represented by her. But I am...supposed to I guess? What about those who really do read this history and feel angry that someone who is going to represent them poorly is chosen to represent them because it really just enables a train later of going "well see we tried to give them the job and they failed." I don't like the clout chasing crap. Get a qualified person free of racial, religious, and gender biases. I know, that is far too much to ask this country.
If the best candidate for the job always turns out to be a straight, Christian, white guy, something is wrong somewhere. Exactly where requires some examination of the food chain in order to apply the best fix. Prioritizing demographic over qualifications isn't the answer, but there are answers for anyone willing to look. One approach I like is to insist that the applicant pool contain some percentage of underrepresented groups. That encourages recruiters to look for the best candidates in that demographic, along with the others. If they don't get selected in the end because a straight, Christian white guy is more qualified, at least they get the exposure, and hopefully some feedback on where they were lacking.
If the best candidate for the job always turns out to be a straight, Christian, white guy, something is wrong somewhere. Exactly where requires some examination of the food chain in order to apply the best fix. Prioritizing demographic over qualifications isn't the answer, but there are answers for anyone willing to look.