OPINION
In stunning news today, it’s been revealed that Queensland’s public service and academics were supposedly previously hiring on merit. Not that anyone would know it. After all, “merit” seems a strange word to describe the dross that’s bobbed around in the taxpayer-funded toilet bowl of the public sector for the last few decades.
To the relief, no doubt, of thousands of prospective troughers and publicly-funded nepo babies, they’re not even going to pretend that merit comes into the hiring equation any more.
Both the Queensland government and Queensland University of Technology are dumping the word “merit’’ from their selection policies, and will instead hire staff based on “suitability’’. Job applicants will have their achievement rated against “opportunity’’.
And of course there’ll be no end of jobs for the cuzzies.
In a proposed new hiring policy that has angered some academics, QUT will ensure that an Aboriginal or Torres Strait Islander employee vets any applications from Indigenous jobseekers.
The new rules would require selection panels to assess “the extent to which the person has abilities, aptitude, skills, qualifications, knowledge, experience, and personal qualities relevant to the carrying out of the duties in question’’.
And then ignore it all in favour of ticking-boxes for the leftist Victim Totem-Pole.
“The panel must consider the diverse ways in which responses may be expressed or demonstrated, including with respect to applicants who are Aboriginal and/or Torres Strait Islander peoples, people from cultural and linguistically diverse backgrounds, applicants who identify as LGBTIQA+, applicants for positions where it is a non-traditional area of employment for women or men, and applicants who have a disability.
“The panel may consider how appointment would achieve organisational equity, diversity, respect and inclusion obligations.’’
Many years ago, I worked at a publicly-funded science organisation. At one point, they were hiring deckhands for a research vessel. The skipper, an old-school salt, was sat down and they carefully explained that it was a Diversity Hire position. Got it, he said. And when an applicant rang, his assessment was, “Well, yer a sheila, so that’s a good start. Ya wouldn’t happen to be an Abo or a cripple, by any chance?”
Nowadays, the PC ninnies running our universities ask the same questions, only much more politely.
QUT vice-chancellor Margaret Sheil – the first woman to become a professor of chemistry in Australia and a former chief executive of the Australian Research Council – said the university was “trying to build on the culture of choosing the best possible people for each role’’.
By abolishing merit as a selection criterion. Right. Makes sense.
“You had to get a score for each candidate against each selection criteria, and trying to get a merit score – that was very hard to apply in any kind of serious modern contemporary recruitment,’’ she said.
This sounds like a backhand way of saying that modern recruits are as useless as tits on a bull which identifies as a cow.
Professor Sheil also pointed out that the requirement to have an Indigenous staff member screen job applications from Aboriginal or Torres Strait Islander applicants, and recommend if they proceed to an interview, was designed to ease pressure on Indigenous staff.
What, by not expecting them to do their job? The harder these nongs try to prove they’re not racist, the more condescendingly racist they make themselves.
QUT is basing its controversial policy on a new hiring rules for Queensland’s public service […]
Panels must “consider equity and diversity and cultural considerations‘’, as part of a ”holistic assessment’’ to choose the ”eligible person best suited to the position’’.
The Australian
In other words, diversity hires. Because that always works out so well.