Oftentimes, you read vacancy footage from big corporations claiming to be 'Equal Opportunity Employers - Not discriminating on the grounds of age, colour, tribe, religion, sex, ...'!
However, in reality, are these organizations merely playing politics with an inhuman practice couched as an 'Equity, Diversity, and Inclusion (DEI)' culture?
Not too long ago (April 25, 2022), security personnel was sighted sternly watching over Amazon workers who gathered outside its LDJ5 sortation centre.
During this gathering, employees voted to unionise another warehouse in the US New York City's Staten Island borough.
This move was in a bid to stem an evolving tide of discriminatory layoffs sweeping across big tech companies and other multinationals.
Following this precedence, 2023 is set to be another challenging year for being a potential victim along the lines of ageism, being a woman, being black, being Latino, or belonging to any other categorized minority working status, especially in the tech sector.
Recent publications on work automation as a threat to human jobs, showcased how artificial intelligence (AI) technology can be manipulated to ease out pre-defined categories of workers.
With surging firings by technology companies since last year, women, for example, have been disproportionately affected.
From these events, it's inferrable what the fate of other 'endangered species' will be; particularly those not favoured by employers' favourite age classes.
Will these inhuman policy shifts not drastically affect businesses in 2023?
When workers on the wrong side of corporate policies and politics (especially those that have acquired requisite skills over the years) are discharged, the consequences cannot be denied.
The big question is: Barring sentiments, prejudice, and local corporate politics, what's the guarantee that those being discharged are not the ones with the biggest positive impacts on business growth?