95% of Ford Shareholders vote to fight discrimination

In a divisive, distracting campaign, anti-gay religious right leaders have launched a boycott of Ford motor company over its existing non-discrimination policy which includes sexual orientation. This boycott included a shareholder vote to repeal the non-discrimination policy. Shareholders wisely voted this week to uphold equality, 95% to 5%.

Now that this distraction is behind them, hopefully everyone at Ford (gay and straight alike) can concentrate on the automotive market and hopefully expand their hybrid program.

Link:
http://www.planetout.com/news/article.html?2006/05/16/1

- Bob R.

 

<div class='quotetop'>QUOTE(Mystery Squid @ May 17 2006, 02:20 PM) [snapback]257147[/snapback]</div>

Ford's policy does not include any kind of affirmative action that would favor homosexuals over heterosexuals.

The policy is completely neutral and refers only to "sexual orientation" which can mean heterosexual, homosexual, or bisexual. Thus, it is just as wrong at Ford for a gay manager to harass a straight employee or to fire that straight employee because the manager doesn't like heterosexuals as the other way around.

Really big link to Ford new employee conduct handbook PDF:
http://www.ford.com/NR/rdonlyres/e6fxrpy2f...ctStandards.pdf

Excerpts:

and

- Bob R.

 

<div class='quotetop'>QUOTE(Mystery Squid @ May 17 2006, 02:45 PM) [snapback]257159[/snapback]</div>

Without getting into specifics, as human resource decisions are largely private and I am bound by a non-disclosure agreement, I can tell you that I have made several decisions not too different from what you describe (except for the fact that GLBTs don't have cards. It's a secret handshake), where the religion and other factors relating to the applicant happened to be known to me before the interview process due to past associations with the applicant (it certainly was not asked during the interview), that the people I hired were hired solely based on their direct qualifications and experience.

I can say that in my regular duties at my old company, I worked well with someone who was a conservative Christian, and I worked well with someone who was a conservative Muslim. (By conservative Muslim, I mean that he took time out for his daily prayers, his wife wore a head covering and always waited outside for him when she came to drive him home, she rarely initiated speech with us unless spoken to, etc.)

Having gotten that out of the way, I can say that in any future scenario matching exactly what you just described, it is impossible for two people to be "equally qualified" for all but the most simple jobs. I would have to use additional methods such as asking for position papers on company proposals, independent review of past work of the applicants, etc. I know you want me to answer your direct question, but I can't except to assure you that I would not take religion or sexual orientation into account.

When I moved back to Portland a few years ago, I applied at one company where the interview process dragged out for about 6 weeks with 3 2-hour plus interviews where I was required to make presentations to the company board as though I were already an employee (to see how well I could absorb and relate info about their products and services), make proposals for new development and sales strategies, and have individual meetings with all senior staff.

There were 3 finalists all going through similar stuff. I think it is fair to say that going in the door we were all "equally qualified". These additional techniques allowed the employer to make their decision. Interestingly, none of us go the job. The position remained open for about a year before being filled. A bit too picky, if you ask me.

- Bob R.