Farhad Moshiri has suggested on talkSPORT that he has made his mind up over the location of Everton’s new stadium.The British-Iranian billionaire, who became the Merseyside club’s majority shareholder earlier this year, has visited sites in Bramley Moore dock and Stonebridge Cross along with chairman Bill Kenwright in recent weeks.Moshiri had made it one of his priorities to deliver a new ground and he has promised supporters their new home will be deserving of their loyalty and passion for the club.In an exclusive interview with Jim White, he said: “With the stadium, the fans must know we have done the hard bit.“We have repaid the debts, we are free to do what we want, and we have the finances to do it.“I went to Liverpool a few weeks ago with Bill. We visited all the sites with the Mayor. The club has taken sounding from the fans and, in our mind, we know where to go. We are committed.“I can reassure fans they will have a stadium that rewards their loyalty and their passion for the club. That is my key aim.”Goodison Park has been Everton’s home since 1892, but Moshiri says building a new stadium is the only way the club will be able to increase their ambitions.“We don’t have the flexibility that Chelsea and Manchester City had in the days prior to Financial Fair Play,” he said.“We can only spend what we spent last year, plus seven million pounds and increasing commercial income. So, the way to compete is a big stadium.”CLICK HERE to listen to the full talkSPORT interview with Everton supremo Farhad Moshiri
One of the many conventional wisdoms in HR is that it is important to increase the diversity of the applicant pool by posting positions and recruiting externally. I could not agree more, except when I disagree.Let’s look at the case of the vacant Marketing Director position of Company ABC. Renee is a Vice President of Marketing and wants to promote Alexa into the vacant position.Following the conventional wisdom relative to increasing diversity, HR strongly encourages Renee to post internally and to recruit externally. Renee reluctantly agrees in response to HR’s persistent encouragement.There are three (3) very strong final candidates. Ultimately, Renee goes with her first choice, Alexa, and promotes her.Alexa is a white woman. One of the unsuccessful external candidates, Max, is a man of color.When Max looks at Alexa’s credentials as she has described them on a social media profile, he concludes he is more qualified than she and files a charge of discrimination with the EEOC alleging race and gender bias and ultimately sues in court.When deposed, Renee admits, as she must, that she really knew whom she wanted to hire before opening up the position to internal posting and external recruiting. As a result, a number of candidates invested time and emotional energy on an opportunity that was an oasis.How do you think a jury will feel about applicants being played this way? In this case, I am with the plaintiff and not the defendant.What would have happened if the position has not been posted internally and externally? Alexa would have gotten the job but there probably would not have been a charge, let alone a lawsuit.When the deal is effectively sealed, the posting has a fraudulent feel to it and does nothing more than create a pool of potential litigants. Legal and fairness considerations argue against posting in these circumstances.Some employers still post or recruit in these circumstances but add something to the effect “strong internal candidate identified.” This is not transparency but a transparent hedge that may invite attack.I don’t foresee it. I have seen it. So let’s go back to the general recommendation of not posting when you know who you are going to hire.Of course, make sure your policy on posting does not lock you into posting all vacant positions. If the policy states or suggests that you will post in all circumstances, then your failure to post may be used as evidence of discrimination.HR policies need to be drafted to allow for exceptions to general rules to reflect the need for agility in the business world. But let’s not stop there.Where an exception is made, document contemporaneously the legitimate non-discriminatory reason for the exception. This will mitigate, not eliminate, the risk of not posting.Yes, in the case of the vacant Marketing Manager position, there are risks no matter what you do. That’s why HR needs to think more about managing as opposed to avoiding risk.It’s a bit uncomfortable. Once we accept this, we can get more comfortable with it.
Dhiraj NayyarPlanning Commission Deputy Chairman Montek Singh Ahluwalia wants to make tea India’s national drink. According to some surveys, it already is-83 per cent of Indian households apparently consume tea. The Government’s stamp of approval for this relatively innocuous decision, which involves no commitment of expenditure or issuing of tenders,,Dhiraj NayyarPlanning Commission Deputy Chairman Montek Singh Ahluwalia wants to make tea India’s national drink. According to some surveys, it already is-83 per cent of Indian households apparently consume tea. The Government’s stamp of approval for this relatively innocuous decision, which involves no commitment of expenditure or issuing of tenders, will take one whole year. Ahluwalia has an explanation. He says the Government wants to make the announcement to coincide with the 212th birth anniversary of Maniram Dewan, Assam’s first tea planter and a revolutionary against British rule, on April 17, 2013. He may as well have made the announcement on April 17, 2012.But the Government of India works by due process. Ahluwalia says he needs to talk to Commerce Minister Anand Sharma. The commerce minister will no doubt want to talk to his bureaucrats. Cumbersome files will pass up and down. It’s quite possible that milk, not tea, will win eventually the coveted title-Amul began lobbying for it shortly after Ahluwalia’s tea announcement. Expect water to enter as a last, but hardly the least, contestant. Prime Minister Manmohan Singh, presumably the final arbiter of all things national, will have to make a judgment call. As an MP from Assam, he should rule in favour of tea rather than milk. But lest he be seen making a firm decision, he may leave the matter to another Government.The popularity of tea will certainly survive the UPA’s indecision. Given the dismal state of some other national symbols-the national animal, the tiger, is battling extinction as is the national sport, hockey-tea may yet welcome its narrow escape from a potential kiss of death. The star status of India’s economy, however, is unlikely to survive UPA’s indecision.advertisementThe Government has been quick to respond to messengers of bad news. Chief Economic Adviser Kaushik Basu was admonished for speaking the bitter truth. Standard and Poor’s downgrade of India’s economic outlook from stable to negative was met by a “do not panic” and “we will overcome” response from the finance minister. Words, whether of admonishment or of reassurance, are no longer enough. The Government needs to change the message. It needs to show real progress on passing reformist legislation, on getting the bureaucracy back to taking decisions, and on reining in its runaway expenditure. That is how India will once again become an attractive destination for investment, so crucial for a growth rate of 8-9 per cent.UPA 2’s track record is discouraging. The few major decisions it has taken in the last three years have been the antithesis of reform. The recent decision to enforce a tax amendment with retrospective effect has spooked all investors, not just Vodafone. Frequent decisions to ban the exports of key agricultural commodities like cotton, wheat and onions have hurt farmers. The decision to demarcate large tracts of forest land as no-go areas for mining has led to a serious coal shortage and a crippling power deficit. Ironically, paralysis, if it means status quo, may be a better state of affairs than retrograde policy action.Would someone please give the UPA’s top brass a few cups of strong tea to awaken it from its slumber?