All women crew at OSH
08-03-2019, 10:09 AM
#121
Banned
Joined APC: Aug 2018
Posts: 330
SJW and woke conversation aside, did this violate the CBA??
Does it get a free pass from ALPA?
No need to hurl insults and accuse people of sexism. Just answer the question.
Does it get a free pass from ALPA?
No need to hurl insults and accuse people of sexism. Just answer the question.
08-03-2019, 10:11 AM
#122
Gets Weekends Off
Joined APC: Oct 2017
Posts: 162
The hiring cut is to what I'm referring. Success in training is a completely different topic. Not much data showing PIC and thousands of hours helps there. Actually, time from last type and age is negatively correlated at most operators..
08-03-2019, 10:17 AM
#123
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Joined APC: Feb 2010
Posts: 2,340
Nope. CFI and some RJ SIC time. No job fair, no volunteering, nothing different he could think of.
08-03-2019, 10:22 AM
#124
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Joined APC: Sep 2016
Posts: 6,733
Why do you think he shouldn’t have made the hiring cut?
08-03-2019, 10:26 AM
#125
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Joined APC: Oct 2017
Posts: 162
Is it possible that the composition of age in new hires should be varied and that’s probably a factor in some new new hires? Although hiring based on age would be illegal but the hiring practices of the past have made this bed of massive retirement numbers coming for all the airlines in the next 5-10 years. If age was spread out better, between let’s say 25-60 in each class HR could lay out more reasonable and steady retirement numbers for the future and not large waves. I understand that the age bump to 65 didn’t help things either, but I think the point is that the age makeup should be spread out in order to help future manning.
Additionally maybe that FO had a great flying background to boot. Maybe they flew cargo in the NE or Alaska for a few years, or had some experience that set them apart from others.
I don’t know, what do you think the validity is of purposely hiring an age spread?
Additionally maybe that FO had a great flying background to boot. Maybe they flew cargo in the NE or Alaska for a few years, or had some experience that set them apart from others.
I don’t know, what do you think the validity is of purposely hiring an age spread?
Yeah, I was just wondering if 2stgturbine knew why his example stood out.. Sometimes it's obvious...
08-03-2019, 10:42 AM
#127
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Joined APC: Feb 2010
Posts: 2,340
The point of my anecdote was that most people won't think twice when they see this guy walk down the terminal. Some on here even assumed that he had some unmentioned quality that got him the job. Meanwhile, when some people on here see a new hire picture with woman in it, they assume the exact opposite. They assume she only got the job because there is a secret mandate from HR to lower the bar for women.
The fact that the default position is that most women don't deserve the job is one of the things that makes it difficult for women in this industry. When you have feelings like that, they show no matter how hard you try to hide them.
The fact that the default position is that most women don't deserve the job is one of the things that makes it difficult for women in this industry. When you have feelings like that, they show no matter how hard you try to hide them.
08-03-2019, 02:13 PM
#128
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Joined APC: Feb 2011
Posts: 3,866
The point of my anecdote was that most people won't think twice when they see this guy walk down the terminal. Some on here even assumed that he had some unmentioned quality that got him the job. Meanwhile, when some people on here see a new hire picture with woman in it, they assume the exact opposite. They assume she only got the job because there is a secret mandate from HR to lower the bar for women.
The fact that the default position is that most women don't deserve the job is one of the things that makes it difficult for women in this industry. When you have feelings like that, they show no matter how hard you try to hide them.
The fact that the default position is that most women don't deserve the job is one of the things that makes it difficult for women in this industry. When you have feelings like that, they show no matter how hard you try to hide them.
08-03-2019, 03:10 PM
#129
Line holder
Joined APC: Nov 2013
Position: On the bus,seat 0A
Posts: 3,330
The point of my anecdote was that most people won't think twice when they see this guy walk down the terminal. Some on here even assumed that he had some unmentioned quality that got him the job. Meanwhile, when some people on here see a new hire picture with woman in it, they assume the exact opposite. They assume she only got the job because there is a secret mandate from HR to lower the bar for women.
The fact that the default position is that most women don't deserve the job is one of the things that makes it difficult for women in this industry. When you have feelings like that, they show no matter how hard you try to hide them.
The fact that the default position is that most women don't deserve the job is one of the things that makes it difficult for women in this industry. When you have feelings like that, they show no matter how hard you try to hide them.
08-03-2019, 03:44 PM
#130
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Joined APC: May 2009
Position: The GF of FUPM
Posts: 3,073
That being said, I don't prejudge the women hired today based upon the criteria that were used 20-30 years ago. Today's hiring standards are simply idiotic and I submit that well over the half of our recently retired pilots would have never gotten hired in today's environment. I know I wouldn't. 30 years of excellent employment history proves nothing to some of today's HR folks. They have spreadsheets, studies, 'aptitude' tests and data!
Since this was a WIA event, I think it was a stupid thread to start but it has fleshed out some interesting comments.
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