I remember this from last year. That picture says it all. There is 11 females that are highly competitive. There is 48 competitive female pilots. Any hiring outside this would be deemed a hire that is not competitive or highly competitive that could go to a male that is deemed highly competitive. Simple as that.

Wow. That whole thing smells like lawsuits fixin to fly. A male candidate only gets considered after two rounds of pre-selection of female pilots fail.. You've got the highly competitive females, then the competitive females...and then....you guessed it...the males. Males are now a third tier candidate. That's discrimination. Simple as that.

Competitive does not mean unqualified just means that those folks that are competitive have a college degree, maybe military background and guessing a few thousand hours of 121 time. Arguably anyone with an ATP is qualified to operate at a 121 carrier

‘Can you not see how pilots of a certain light skin color and male gender have to have significantly more qualifications and experience then others. Would you not see a problem if the situation was reversed? I truly do not understand how anyone can argue using demographics and ethnicity as a hiring requirement in the year 2021

There's: qualified, unqualified, marginally qualified, well qualified,, highly qualified. Most highly qualified.

In order to be the most competitive, or highly competitive, I would think it highly logical to take the most qualified people available.

NO. that's crap...."Arguably anyone with an ATP is qualified to operate at a 121 carrier." NO. NO, NO, NO.

An ATP only means that individual passed an ATP check ride. It doesn't examine the how, the where, the why, behind that flight experience. A general aviation pilot with an ATP in a Bonanza would be a great example of a Hell to the NO.

Experience and the quality of it leads to judgement and that judgement comes from decision making. The more complex the operation, and the threats, the more difficult the decision making and therefore, arguably that person would be highly qualified to work at a 121 carrier.

When it comes to getting more minorities hired in different industries, scholarships, school visits and mentoring has been going on for 30 plus years now. It gets small rises in participation but nothing like what United wants.

We can come to the conclusion that this initiative will also fail. Doing the same thing over and expecting a different result is madness.

^^^^^^^^^^^^

Those are your standards if I am not mistaken correct? If not please list the FAA regulation or regulations that have these different opinions of a qualified applicant. Last time I checked you must be ATP certified to operate as a crew member of a 121 operation and to fly an aircraft that needs a type rating you have to pass that too in order to get typed in the plane. With a 121 carrier the applicant who is qualified by holding his or her ATP rating will be trained and checked. They pass those standards then they are an airline pilot. What is the issue that many have with this process? Why is there so much fear that the standards will crumble. Aren’t there case studies of “highly qualified “ pilots that had terrible accidents? I think the most important aspect of our operations is that both pilots participate in the safe operation of the aircraft and use good crm to mitigate any threats trapping them before they become undesired aircraft states.

I don’t care what level of qualified a person might be in real life. Don’t have a college degree and put your app in with an airline that requires a degree and you will not trigger the algorithm to tag your app. On paper you are just an applicant and unless HR looks at your resume or gets you in for a zoom interview your Chuck Yeager moments will not get told in the TMAAT format.

Nope, those are not my standards.

The issue with the discrimintory hiring practice process is that points appear to be awarded for minorities with preferential hiring going to minorities over other, more qualified applicants. Thus, if you watched the news the case was properly made that there are two sets of standards. One for minorities and one for other...more qualified candidates.

By the read....and I say that in gest. But, by reading your silliness I take it you are NOT a professional pilot.

Time, Speed, and distance and the entire operation is a major jump in thinking and in tempo. Without getting too basic...well, that's maybe what I need to do. Ok, so I will go basic.

An ATP has nothing to do with what we are talking about. It's a certificate. I had an ATP when I was flying a Bonanza. I wasn't ready for a part 121 job flying a turbo jet. I needed something in between. I actually needed three EXPERIENCE based steps in between. I needed time flying twin engine airplanes. I also needed time flying turbo props and i needed an opportunity to be a Captain flying turbo props. I was trained and checked continually doing 135 check rides for about six years flying in the smaller operations that served as stepping stones for me both professionally and in honing my skills. This gave me the opportunity to learn from errors and become a better pilot. When I felt I was ready and "mature" as a pilot, I started applying. I didn't put in my resume until I had over 4000 hours and two type ratings to major airlines.

I was right in the middle of my class when I was hired. I say a few pilots with 3500 (ish) hours, and a few with time as high as 7000 hours.

I can lecture you about "case studies." Which one would you like? Not applicable. We're discussing the difference between highly qualified and marginally qualified applicants and why it's OK to discriminate against one demographic over another as well as lowering the bar for minorities.

It's a big deal. if white guys still want a job in a reasonable time frame they will need more "bonus points" in the interview?? Rhetorical question. Get a second or third degree. Get more ratings. It takes a lot of time to get an extra thousand PIC. So, maybe the white guys all need to go out and get hot air balloon ratings or some other silliness to compete against the lesser qualified minorities. It's a big deal. it may take the average white guy an extra 2 to 4 years in order to be able to compete against a minority hire. The hiring wave may come and go and leave them behind. When the next wave comes, it may be 10 years.

How many 17 year Regional co-pilots are there out there still looking for a job. Those people got over 12,000 hours and still trying. How many of them aren't female or minorities? They been paying their dues for a long long time. Likely longer than anyone in UAL HR has even had a drivers license.

I know you are not a professional pilot, otherwise your point of view and opinion wouldn't be so obtuse.