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© Reynos

THE CONSTANT AND BLANTANT FAILURE OF DIVERSITY

 

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You’ve got a problem; I’ve got a solution! The problem: Black Lives Don’t Matter, and it’s disingenuous to suggest otherwise, especially in Nebraska! The “tone” of the seminar is not negative; it’s factual. Let’s look at the facts:

EMPLOYMENT - As validated by EEO-4 reports compiled in 2007 by the EEOC, and again in 2011, even though 97% of all state, county and local government jobs in Nebraska that pay over $70,000 a year are held by White people, on November 4, 2008 White people in Nebraska passed ballot Initiative 424, which eliminated the application of Affirmative Action for all state, county, and local government jobs in Nebraska. White people clearly want to hold the remaining 3% of all state, county and local government jobs in Nebraska that pay over $70,000. Source: http://www.eeoc.gov/eeoc/statistics/employment/jobpat-eeo4/2007/state/Nebraska.html

INCARCERATION - Since 2007, Nebraska has held the 1st, 2nd, or 3rd highest Black homicide rate in the U.S., and although Black people represent less than 5% of Nebraska’s population, they represent 25% of the incarcerated in Nebraska’s prisons and jails and are overrepresented. Source: Violence Policy Center, 2014, Black Homicide Victimization in the United States, http://www.reynos.com/BEING-BLACK/FACTS/Black.Homicide.Rate.2015.pdf

EDUCATION - White people have consistently been in complete control of all aspects of the public education of Black students in Nebraska for 148 years, but at absolutely no point in the history of Nebraska (before, during or after slavery) has the educational performance of Black students equaled or been greater than the performance of White students. In fact, the Willie Lynch-based disparities are worsening, especially in Nebraska, which is ranked 49th of 50 states for the lowest Black male graduation rate in the United States. Source: Schott Foundation for Public Education http://blackboysreport.org/national-summary/state-graduation-data/

The failure of diversity exists in all U.S. states, and some states in particular: Alabama, Georgia, Missouri, Texas, Oklahoma, Arizona, and Minnesota.

For more facts about "Being Black," especially a laundry list particular to Nebraska, go here:
http://www.reynos.com/Black.htm

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There is a fair and just solution.

NOTE:
This is not a "diversity"
seminar.

FACT: The overall plight of Black people has not improved with Affirmative Action, civil rights laws, or diversity. "Diversity" is just a "politically correct" misdirection to indoctrinate, enforce, and maintain White privilege.™ Albert Einstein said it so clearly, "Insanity: Doing the same thing over and over again and expecting different results."

This proprietary seminar (designed for your specific state, city, or company) presents a positive
solution to end or significantly reduce racism that’s consistent with employment law, and embraces egalitarian principles that “all lives matter.”

Click either cover to download the brochure and to schedule your proprietary seminar now!

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DNWW-01

You’ve got a problem; I’ve got a solution! The problem: Women Don’t Really Matter, and it’s disingenuous to suggest otherwise, especially in Nebraska! The “tone” of the seminar is not negative; it’s factual. Let’s look at the facts:

EMPLOYMENT - As validated by EEO-4 reports compiled in 2007 by the EEOC, and again in 2011, even though 97% of all state, county and local government jobs in Nebraska that pay over $70,000 a year are held by White people, and 88% of these jobs are held by White men and only 11% are held by White women. Source: http://www.eeoc.gov/eeoc/statistics/employment/jobpat-eeo4/2007/state/Nebraska.html

AMERICAN LEADERSHIP - It doesn’t take a feminist to convince anyone that the gender gap in 21st-century America remains disgracefully wide. In 2014, the U.S. failed to make the top 10 of the World Economic Forum’s list of the most gender-equal countries. Worse, the U.S. lagged behind developing nations — including Burundi, Latvia, Nicaragua and the Philippines — with primary areas of weakness in health and political empowerment. Although women comprise the majority of the labor force in the financial services and health care industries, not a single woman in these fields is head honcho of her company. https://wallethub.com/edu/best-and-worst-states-for-women-equality/5835/

EQUITY - As with all aspects of Affirmative Action and the Equal Pay Act, the overwhelming greatest beneficiary has been, is, and will continue to be White women. Sadly, women of color are noticably absent from executive leadership roles in all private and public sector employers.

WAGE-G

Source: U.S. Population Survey and the National Committee on Pay Equity and the Bureau of Labor Statistics

 

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THE REMOVAL OF HUMANS FROM HUMAN RESOURCES!

WHY HAS HR BECOME SO . . . IMPERSONAL?

Whatever happened to actually meeting
with and talking to candidates?

Instead, the standard practice for many employers is to use online applicant processing and tracking systems and "keyword" searches to filter out candidates, but without first validating whether or not the candidate can perform the actual essential job functions at a standard level of performance that reconciles with current work performed by actual employees.

Even worse, many employers use "bait and switch" tactics by posting the essential job functions to attract candidates but instead of using the essential job functions and job standards to conduct selection assessment (i.e., the Uniform Guidelines on Employee Selection), employers use personality preference and psychological testing - that never reference any of the essential job functions - in an attempt to assess and predict the so-called "mental frame of mind and well being" of a candidate. Some employers believe applicant processing and tracking systems and "keyword" searches are necessary in order to effectively manage the volume of applications received for positions; but such assessments are primarily an indication of inept managers and poorly managed recruitment and selection programs.

The problem? Employers want candidates and employees to "feel" committed to their organizations while concurrently telling candidates and employees: (1) don't walk-in, don't show-up uninvited, don't call us, we'll call you - maybe; (2) that job security in our "at-will" environment is non-existent; and (3) you "worker-bees" are a dime-a-dozen, which is why we only give top consideration to the highest-compensated ("Top 1%") of our workforce/owners. Employers can change this extremely negative dynamic by treating candidates and employees humanely, by conducting recruitment and selection campaigns that actually identify, validate, and reward expertise and merit.

The Solution? The solution provided by this seminar is how to use technology to: (1) more accurately identify and validate the work-related proficiencies of candidates and employees; and (2) to put "humanity" back into an industry, back into a profession that should be about people.

To schedule a seminar, please click here.

 
For a seminar brochure, click here.

 

Inspire students to be creative!

Inspire yourself to be creative!

 

 

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Click either cover to download the brochure and to schedule your proprietary seminar now!

How to become an "ideal" employee!

"We've decided to consider other candidate with
skills more closely aligned with our interests."

 

 

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