My genome is not my work history – nor present nor future.
After a long job search in the Great Recession I came away with a testimony; an experience that changed my life. I searched in a profoundly altering workforce. Enter Science. The word, “science” partly sums-up my testimony. The handshake was replaced with the mindshake. Businesses were turning to psychometric tests, 18-page background searches and inquiring about cultural affinity. In my current job a resume was not requested. Sciences-in-software has become the norm to evaluate mental, biological, psychological being. The Harvard Business Review tweeted on 7/3, “What Matters now is not the skills you have but how you think.”
If it’s science-based data it must be truth. Ah, but we need more truth. Enter politics!
Last March, Rep. Foxx, Virginia [R-NC-5] sponsored a bill titled, H.R.1313 - Preserving Employee Wellness Programs Act . It was introduced as a bill to protect employees in businesses that offer a managed wellness program. However, it really will enable wellness management firms acquire genetic data from employees and their family members. It seeks to override the Americans with Disabilities Act, 1990 and GINA, the Genetic Information Nondiscrimination Act of 2008. Rep Foxx, with the support of the American Benefits Council, has deceived 22 House members into pushing this dangerous bill forward. The American Society of Human Genetics agrees, as do hundreds of research and sciences organizations: it’s just plain early-stage bio-discrimination.
My testimony bears out the new reality: Perhaps people lie on resumes and in interviews – but science-in-software; well, the solution. Should businesses demand my DNA? If so, game over. The gate is off its hinges for me, you and our children. We’ll have no personal data left to protect.
RPW2017
After a long job search in the Great Recession I came away with a testimony; an experience that changed my life. I searched in a profoundly altering workforce. Enter Science. The word, “science” partly sums-up my testimony. The handshake was replaced with the mindshake. Businesses were turning to psychometric tests, 18-page background searches and inquiring about cultural affinity. In my current job a resume was not requested. Sciences-in-software has become the norm to evaluate mental, biological, psychological being. The Harvard Business Review tweeted on 7/3, “What Matters now is not the skills you have but how you think.”
If it’s science-based data it must be truth. Ah, but we need more truth. Enter politics!
Last March, Rep. Foxx, Virginia [R-NC-5] sponsored a bill titled, H.R.1313 - Preserving Employee Wellness Programs Act . It was introduced as a bill to protect employees in businesses that offer a managed wellness program. However, it really will enable wellness management firms acquire genetic data from employees and their family members. It seeks to override the Americans with Disabilities Act, 1990 and GINA, the Genetic Information Nondiscrimination Act of 2008. Rep Foxx, with the support of the American Benefits Council, has deceived 22 House members into pushing this dangerous bill forward. The American Society of Human Genetics agrees, as do hundreds of research and sciences organizations: it’s just plain early-stage bio-discrimination.
My testimony bears out the new reality: Perhaps people lie on resumes and in interviews – but science-in-software; well, the solution. Should businesses demand my DNA? If so, game over. The gate is off its hinges for me, you and our children. We’ll have no personal data left to protect.
RPW2017