Disclaimer:

I am not believer in affirmative action programs and certainly have great distaste for some recent liberal psychological “phenomonons,” such as micro aggressions etc. But this blaming of people who don’t look like you really smacks of ignorance

The snark:

I know that logic is highly overrated in our current environment, but instead of using anecdotal “evidence” to back up your claim, try and think things through.

The facts:

UAL interview candidates are selected from a database of applicants.
There is no metric on the app that could sort out the “minorities.”
The man power it would take to manually look through the 7,000+ apps on file when they are hiring 100 a month to try and glean enough insight about a person’s skin color/sexual orientation is far beyond what recruiting has. This is especially true, when the vast majority of members of OBAP and/or women in aviation are not representative members of that particular group. I was a part of both when I got hired, despite being a straight white male. So if you are supposing that a company who is known for their sub-optimal IT has paid a pretty penny for some advanced software that can find these people in a large database… I am pretty skeptical. The very fact that people openly acknowledge that CPs and high ranking members of our company don’t know how to push through their personal picks/favorites for interviews… Shows you that the selection for a Hogan invite is still based on whatever supersecret algorithm they use. Now, I will be the first to agree that it is hard to see what they are always sorting for… But the pass rate on the face to face interview is north of 85%. So those people who make it to that interview with a different color skin then white and/or don’t have something hanging between their legs, Should already have the job unless they come across as an arrogant jerk. In my new hire class of 24, there were two women, no nonwhites or open/obvious homosexuals.

I understand not getting the call is super frustrating when you’ve been building a resume for well over a decade… But instead of blaming people who don’t look/act like you (as it is the natural human tendency to do)… Maybe also look at the recent upgrades and/or senior first officers who are also getting the call ahead of you despite being straight white males. The hogan invite may be confusing and even flawed, but if you walk into a crew room anywhere in the system at United… More often than not you will not see more than two people who fit the description of a non-white male