Minority Ceo Quotes

I hate babies with trendy names like Tiffany and Britney and Heather and Noah and Blake and Justin. I’m sick of Olivia and Chloe and Eva and Madison. I hope Aiden and Jayden and Braden and Graden all suffer minor head injuries while reading Dr. Seuss. Enough already with the cutesy-poo baby names. What happened to John and Dave and Sue? Babies with trendy names grow up to be adults with ridiculous names. “This is our CEO, Micah.” “You know what, Micah? I want my money back. I’m closing my portfolio. I’m going with Michael. He’s a grown-up.” One day all of these trendy-named children will grow up and become parents and then grandparents, and it’s all wrong. Grandma Tori? Zayda Jared? Nana Savannah?

What you are asking God to do will induce a major impact on your life. That major impact cannot happen with minor faith. He will carry out His divine plan by providing you with opportunities to advance yourself in Him. Jesus said, in Luke, 10:19, “Behold, I give unto you power to tread on serpents and scorpions, and over all the power of the enemy: and nothing shall by any means hurt you.” He will teach you the skills you need to be a force in your industry, but He will not force you into success. You must reach out and walk through those doors, which are open just for you.

pp. 87-88: The usual way in which the media and politicians talk about race discrimination in the job market is to compare the percentage of Africans or Latins in a given occupation with the percentage of Europeans. This makes the situation look bad. The 2014–2018 American Community Survey found that Africans, at 13 percent of the population, accounted for only 3.6 percent of CEOs, 3.7 percent of physical scientists, 4.4 percent of civil engineers, 5.1 percent of physicians, and 5.2 percent of lawyers. Latin percentages in those prestigious occupations ranged from 5.3 to 7.6 percent, but Latins are almost 18 percent of the population, so their underrepresentation was nearly the same. The picture flips when race differences in cognitive ability and job performance are taken into account. Africans and Latins get through the educational pipeline with preferential treatment in admissions to colleges and to professional programs. Their mean IQs in occupations across the range from unskilled to those requiring advanced degrees are substantially lower than the mean IQs for Europeans in the same occupations. Race differences in measures of on-the-job performance are commensurate with the differences in cognitive ability. I think it is fair to conclude that the American job market is indeed racially biased. A detached observer might even call it systemic racism. The American job market systemically discriminates in favor of racial minorities other than Asians.