Non....Women commentators

hba1 said:
As has been touched on before with respect to the ladies there is a difference in the frequency of the respective voices which is magnified on either radio or television. Commentating on football involves "raising" or speeding up the voice at important moments and the female voice often can appear to be shrieking.

No disrespect to the ladies knowledge but I prefer the male voice for commentaries.

As an aside the "panel" that is now obligatory for any football programme has grown beyond all recognition to its detriment. We now have to have, no doubt for PC or woke reasons, an obligatory lady pundit and a specialist laughing pundit.

Oh for the old simple days without all the yap, the endless repeats of action, the arrows showing where X player should have been etc and all the other boys toys.
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What, like guffawing Paddy Crerand watching the (then) hilarious slow-mo in reverse footage set to music? ;-)
 
RobTrent said:
What exactly is a 'diversity of experience'?

Won't that best be achieved by hiring people with diverse characteristics? And won't they help organisations tap into a more diverse customer base?
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'diversity of experience' is people with different life experiences. The assumption that someone is inherently different or "increases diversity" based on their race, sexual identity or gender is stereotyping surely?

SlowDownDerek said:
No Rob, understanding the issues of a diverse employee and customer base is clearly best done by ten middle-aged white blokes who went to posh schools.
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How wonderfully infantile...
 
Kudos said:
'diversity of experience' is people with different life experiences. The assumption that someone is inherently different or "increases diversity" based on their race, sexual identity or gender is stereotyping surely?



How wonderfully infantile...
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Of course its not stereotyping. A person who sits in a wheelchair for a day does not in any way experience life as a disabled person.

I'm still intrigued as to how you're defining 'different life experiences'. That is everyone right? But not everyone has the deep experience of people with characteristics that make their lives very different indeed.
 
We know that diverse teams generate better results.

However, as a straight, white, male, I can't know what it's like to go through life as a woman, as an ethnic minority, as a queer person, or someone with a disability (or as a white kid from a council estate, or as a rich, privately educated person, for that matter). The only way to get diversity of life experience within any organisation, the public sector, or community groups, is to include people from these diverse backgrounds. And in a society historically skewed in favour of one type of lifestyle, that will require some form of positive discrimination (at least for now).
 
klaus_afcb said:
We know that diverse teams generate better results.

However, as a straight, white, male, I can't know what it's like to go through life as a woman, as an ethnic minority, as a queer person, or someone with a disability (or as a white kid from a council estate, or as a rich, privately educated person, for that matter). The only way to get diversity of life experience within any organisation, the public sector, or community groups, is to include people from these diverse backgrounds. And in a society historically skewed in favour of one type of lifestyle, that will require some form of positive discrimination (at least for now).
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Completely agree about diverse teams, there's loads of research to back it up too. I just don't feel like someone of a different race, gender or sexual orientation necessarily means they can never be like me.

We look at CEOs observe white men and say we need less of that so we select people who aren't white and aren't men but if it was as a simple as your gender and race determining your career then there'd be 20M CEOs in the UK.

The reality is far more complex.

I think sometimes using immutable characteristics is a useful tool to observe an inequality of outcome but it simplifies the problem too much.

When you look at all the problems through that lens you logically end up looking to positive discrimination as the answer but really there's no such thing as discriminating positively because it's at someone else's expense.
 
Kudos said:
Completely agree about diverse teams, there's loads of research to back it up too. I just don't feel like someone of a different race, gender or sexual orientation necessarily means they can never be like me.
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But if this were true, why would more diverse teams perform better? There's obviously infinite ways in which people are similar or different, but I don't agree that people's experiences of society don't differ by race, gender, class etc.

Maybe positive discrimination is not the most useful term. To me it is just a way of correcting for the fact that society currently favours certain groups, predominantly rich, white, males, which is not really surprising given that it was mainly this group that presided over its construction.

However, I do agree that it's much more compicated than, as an old colleague of mine used to put it, just "add women and stir". We need to rethink society so that such positive discrimination isn't needed (starting with the overthrow of capitalism :throw:) However, until then, I think there needs to be some way of correcting the imbalance.
 
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