If our line pilots thought this was such a great idea why do they seem so against it?

Why hasn't any other US airline done this?

My thought is that if Southwest isn't doing it they probably have a few good reasons. The public at large is in love with SWA and JB. They can do no wrong in the eyes of the traveling public. Those two airlines don't seem to need to pander to the public for diversity or anything else.

United is 7.04% and SWA is 4%.

 

And what about other minorities who take the opposite viewpoint? Are their experiences and opinions equally definitive, or is it only a conversation ender when the minority is agreeing with you?

 

sure they will


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Excellent post, ShyGuy. I think the most important thing is negative limitations from family members and neighbors.

You have overcome some barriers. Most everyone has to some degree or another.

If you think you can or you think you can’t, you’re right.

 

Way back in 1988, UAL lost a law suit for minority hiring, EEOC mandate. For a very long time we were required to hire minorities and women in larger proportions than in the past. Somewhere in the mid 90's that went by the wayside. I think part of it going away was UAL pointed to the hiring statistics and said the minorities and women weren't available to hire. That is why we now have a higher percentage than the other airlines. Not because of UAL's proactive hiring practices.

As for today, you can say you are going to do "A" all you want. The proof is in the pudding so to speak. What actually happens is what counts. My guess is they will try, but there won't be the qualified candidates. UAL will continue to hire a higher percentage wise, but fail to reach the goal, again.

What remains to be seen, and is a dangerous gamble, is if a lower qualified candidate causes an issue, and how bad the fallout will be for the company vs. the traditional new hire with higher numbers.

 

Hey Dave ... I think it was 1987 actually ... I along with many others had an interview set up for April 1987 and the interviews were cancelled at the last minute. Later heard it was due to the EEOC law suite. Finally got called for another interview 3+ years later after UAL aggressively hired based on terms of the suite. I have a few stories of one or two individuals who were hired later in 87 due to the suite that would not have been hired otherwise ... ones that give ‘hiring minorities’ a bad name. Everyone loses.

All of that said I was grateful to get hired when I did and had a great 29 year run at Untied.

 

Marlon Green had to take up the discriminatory actions of the airlines to the Supreme Court. Without his triumph the airline industry would be much different than it is today.
https://www.airspacemag.com/daily-pl...een-130856580/

As far as the issues of the fear of lowering standards my counter to all that hogwash are the multiple case studies of plane crashes accidents and incidents that happened before the major diversity pushes by the industry.

 

It would be interesting to see the resume stats of minority hires vs other. AA came out last year and said that a minority requires 500 hrs less PIC to be highly competitive at their OBAP presentation. They placed a numerical value on it. At the regionals a overall seniority list is visible, it showed minority pilots getting hired very junior. Very obvious. Less experienced, trained, and educated.

 

Maybe those minority pilots at the regional level got hired during the hiring boom when everyone on that level was looking for pilots? Maybe they were overall better candidates and interviewed well.

As far as AA saying what you specified if you cannot provide them saying it then it is hearsay and not reliable. I am willing to wager that there are hundreds of stories at the mainline level of pilots who were hired because their father or uncle worked there and they pulled strings to get them in a class despite not meeting the competitive standards. Before HR stepped in and changed the way airlines hired many had someone who worked there walk then in to the chief pilot’s office, introduce them and get their application pulled. It was a gentleman’s game and a good ol boy system. Still happened before the pandemic hit. Had someone on that side willing to do it for me. The gatekeepers are still there. So in light of the news to train young people to be pilots I have no issue with it and don’t see why there is the need to feel threatened by it.

 

1) It would be interesting to see the resume stats of minority hires vs other.

Are you HR? Have you seen reviewed the resumes of the minority pilots at AA ? From this statement it seems you haven’t seen these resumes, hence how do you have any Idea of their experience.

2) AA came out last year and said that a minority requires 500 hrs less PIC to be highly competitive at their OBAP presentation.

a) Did you attend this presentation? If not, where did you get this info and how did you vet it.

b) Were these applicants any less “qualified”than other applicants? Note: Once you meet the minimum requirements you are a “qualified” applicant. Once you complete training and IOE you are a “qualified” pilot. Finally, to be clear experience is NOT measured in flight hours.

3) At the regionals a overall seniority list is visible, it showed minority pilots getting hired very junior. Very obvious.

Sorry this sentence structure makes no sense, linguistically, logically, or practically. Please rework your thoughts.

4) Less experienced, trained, and educated.

Unclear how you can reached this conclusion based on your previous statements. See #3

I know these forums are public, based on these statements, it is doubtful you are an airline pilot.