Predicting who will be available in the 2019 MLS Expansion Draft https://www.mlssoccer.com/post/2019...e-available-2019-mls-expansion-draft-ben-baer Don Garber says the state of MLS is healthy. The reality is more complicated. https://theathletic.com/1379222/201...s-is-healthy-the-reality-is-more-complicated/ The MLS Racial and Gender Report Card https://www.espn.com/sports/soccer/story/_/id/28065903/the-mls-racial-gender-report-card Thierry Henry: Former Arsenal star back in management with Montreal Impact https://www.independent.co.uk/sport...ague-soccer-arsenal-latest-news-a9202851.html Impact hopes Thierry Henry can bring stability to sideline https://montrealgazette.com/sports/...thierry-henry-can-bring-stability-to-sideline Twice is nice, but three would mean Sounders dynasty sits on rare throne https://www.chicagotribune.com/sns-tns-bc-soc-calkins-column-20191114-story.html Inter Miami acquires defender Grant Lillard from Chicago Fire https://www.prosoccerusa.com/mls/ex...for-defender-grant-lillard-from-chicago-fire/
These types of reports are well-meaning, but sometimes tracking stats for everything becomes tedious. Probably could have included the make-up of the ownership group as well, but to what end?
MLS adjacent, but Blackburn Rovers have announced their first U.S. youth partner club, Eastern FC in NY. As part of it they're considering a youth tournament involving the Rovers youth sides and MLS youth sides. https://www.rovers.co.uk/news/2019/november/rovers-go-stateside/
I for one don’t care about the racial or gender distribution in MLS. If an organization wants to hire someone based simply on what they can contribute, I’m okay with that.
If you actually care about hiring based on ability, then you should care about the racial and gender distribution of employees, since ability isn't concentrated in one race or gender.
Both the 2016 and 2019 #MLSCups are in place on the #Wenatchee and ready for @Sounders fans 💚 pic.twitter.com/dMLw12dg0G— Washington State Ferries (@wsferries) November 15, 2019 https://www.king5.com/article/sport...erry/281-69293316-9d2f-4735-b208-4719425ab598
Awful. Lazy. Generic. Copy-cat. Garbage. I got into soccer and MLS because of this team in '98. I've move away but still have a soft spot in my heart for the team and want them to do well. The current logo is unique in the league and ties into the name and the city's history. The new logo abandons that and 20 years of team history. I hope this is a joke.
If an organization received a bunch of resumes without name, age, nationality, gender, etc., and evaluated based on accomplishments listed then that would be hiring based on pure ability. What the report seems to do with its grading is to imply that there is some anticipated/accepted equality without taking into account preferences of an individual or the competition for similar positions in the job market. Then if all things being equal, it becomes more of a quota hiring than one based on merit.
Kind of reminds me of the older Regal Entertainment Group logo. But I certainly hope this isn't the new crest.
Or, here's a crazy thought: Maybe if you "actually care about hiring based on ability" you could, ya know, go ahead and hire on the basis of ability.
Do you honestly that those who care about racial and gender distribution want anything other than for an organization “to hire someone based simply what they can contribute”? Diversity is not at odds with finding those based on what they can contribute. Rather, demands for diversity is about removing racial, ethic, and gender blinders and finding those who have the merit for the jobs.
The problem with this is ability doesn't take into account different viewpoints that may be brought up due to a person's background. We've seen this a lot in the tech industry because it's dominated by white men. It's not because these guys are consciously deciding to discriminate, it's just that they aren't thinking about experiences that aren't their own, which isn't that surprising. It makes for bad situations for products that sell to the public, though. And to be clear, it's not simply skin color and gender that can cause this, though that's the easiest to see. Having an ethnically diverse and gender balanced group of talented people who all studied under the same professor may have a similar problem. Diversity of viewpoint matters.
To appease the SJW police. Btw, the author of the article needs to catch up to the times and define the term "gender". Last I heard, there were 1,548 gender types.
If the Washington State Ferries make it to Wenatchee I'm going to assume some combination of the great quake and climate change has hit and I'm not going to be too worried about where the MLS Cup is at that point.
I'm not a Chicago Fire fan, but I'd think something Mrs. O'Leary's cow-themed, maybe with a lantern in the barn would be better.
It's disappointing to say the least... especially as someone who was happy to finally ditch the generic fire department branding
I would think that a percentage itself shouldn't be the target, at least as an exact number. At least until the population of employees is relatively large. Statistics and tell you whether a distribution can happen randomly or not. Factors like race and gender should reflect the distribution observed in the population being sampled, but those have confidence intervals. That brings up your next question... It's rare that you have only one qualified candidate for a position. There are primary qualifications that you expect of the candidate for the position. The candidates that make the first cut should all possess those qualifications. I would expect that group to be diverse. Selecting the employee from this group is where you consider secondary factors such as race and ethnicity. At this point, you can choose someone because they bring a viewpoint or skill into the organization that was missing.