<<<<< JOB DESTRUCTION NEWSLETTER  No. 1951 -- 1/01/2009 >>>>>

Resourcesoft is hiring programmers, but don't bother applying unless you
are an H-1B or an Indian national. In the first job ad (see below) they are
seeking an "H1B Java" programmer. Just in case someone mistakenly thinks
that "H1B Java" is a variant or a new version of Java (like Java 1.0),
Resourcesoft further stipulates that the ideal candidate should have "an
Indian Passport that is valid for at least 5 years".

In the second job ad, which appeared last January, Resourcesoft says that
they are: "currently hiring qualified candidates to come and work for us on
an H1B Visa in our USA office. Resourcesoft, Inc. will work with the right
candidates to sponsor their work permits." Just in case a few naive
American programmers didn't get the hint, or didn't read that passage, they
ask applicants to mail their resumes to:  h1bhire@resourcesoft.com.

It's interesting to note that the Resourcesoft website has job openings but
none of them, at the time of this writing, contains Indian ethnocentric
verbiage similar to their ads on Dice and other websites. Emails, when
provided are usually something like hr@resourcesoft.com. At the bottom of
each job ad there is a statement that says: "Resourcesoft, Inc is an Equal
Opportunity Employer".

Excluding everyone but Indian nationals hasn't seemed to hurt Resourcesoft
in terms of reputation or business. If anything it has helped the company
because they were able to get certified as Minority and Woman-Owned
Business Enterprise and Small Business Enterprise (MBE/WBE/WOB/SBE). This
certification program is used to put women and minority owned businesses at
the front of the line when lucrative city, state and federal government
contracts are doled out.

Resourcesoft is widely acclaimed in Massachusetts. The Worcester Business
Journal Online rated the company #3 in the area for "Top Women-Owned
Businesses" ranked by number of local employees (97 employees and $32
million in revenue). The Mass High Tech Journal praises CEO Anita Rana as
"a major player in women-owned IT services companies."

If all of this wasn't nauseating enough, in January the Mass High Tech
Journal will honor Anita Rana as one of the top ten "women in 2009 to
Watch". The cost to attend is $95 and it will be held on March 12, 2009.
Corporate tables for 10 will cost you $1,300 and that includes premium
seating.

Oh well, happy 2009!


*****  SOURCES  *****

Note: Only the sources that may disappear from the web were saved as text.


http://seeker.dice.com/jobsearch/servlet/JobSearch?rel_code=1102&op=302&
type=14&dockey=xml/0/b/0bd74a5539311ee4ff32d9754c15285e@endecaindex&bb
=0&source=15&FREE_TEXT
Job Ad Title: US H1B Java / .Net / Database 

http://soft-testing-jobs.blogspot.com/2008/01/resource-soft-qa-engineer-2-to
-6-years.html
Job Ad Title: Resource soft - QA Engineer - 2 to 6 years

http://www.resourcesoft.com/
Resourcesoft Website

http://www.somwba.state.ma.us/BusinessDirectory/BusinessDirectory.aspx
Directory of Certified Businesses, Massachusetts

http://www.mass.gov/cam/DSB/MBEGuide.pdf
PARTICIPATION BY MINORITY OWNED BUSINESSES AND WOMAN OWNED BUSINESSES, MA

http://www.linkedin.com/in/anitarana
Anita Rana's profile on Linkedin

http://www.wbjournal.com/lists.php?djoPage=view_html&djoPid=3837&djoPY
=@p9RSaHli562M
Top Women-Owned Businesses

http://www.incbiznet.com/companies/resourcesoft
Resourcesoft profile

http://www.incbiznet.com/press-releases/masshig-tech-women-owned-it-service-
firms-hold-their-edge
MASSHIG TECH - Women-owned IT service firms hold their edge

http://masshightech.bizjournals.com/masshightech/event/4672?sid=a50ca257fb
41a43e59517d65e59bf7e4
Women to Watch 2009, event and registration form

http://www.reason.com/news/show/29203.html
Confessions of a "Woman-Owned Business" Owner
How I learned to love quotas.

http://www.desicrunch.com/DisplayReviews.aspx?company=ResourceSoft
My Association with ResourceSoft (unflattering comments about working
there)


+++++++++++++++++++++++++++++++++++++++++++++++++++


http://seeker.dice.com/jobsearch/servlet/JobSearch?rel_code=1102&op=302&
type=14&dockey=xml/0/b/0bd74a5539311ee4ff32d9754c15285e@endecaindex&bb
=0&source=15&FREE_TEXT

Title: US H1B Java / .Net / Database 
Skills: US H1B Java / .Net / Database 
Date: 12-29-2008 
Location: boston, MA 
Area code: 508 
Tax term: FULLTIME CON_CORP CON_IND CON_W2 CON_HIRE_CORP CON_HIRE_IND
CON_HIRE_W2 
Pay rate: open 
Length: 2+ Months 
Position ID: 1229USH1 
Dice ID: 10117734 
Job description:
We are looking to augment our project services team with bright, talented
and experienced individuals. Resourcesoft, Inc. is a $30 Million a year IT
Services Company. Resourcesoft, Inc. works with its direct end clients and
Fortune 100 companies in USA. Resourcesoft, Inc. provides Information
Technology, Project Services and Subject Matter Experts (SMEs) to match the
exclusive business requirements of its clients. Resourcesoft, Inc. is among
the fastest growing, privately owned IT Professional and Project Services
companies in USA as shown by the following recent recognitions in Year
2007:
o 3rd largest employer in Worcester, MA Region
o Ranked No. 61 in the Top Companies in Boston-Cambridge-Quincy, MA-NH
o Recognized by Inc Magazine (Inc 5000 The Fastest Growing Private
Companies in America)

The ideal candidate should have:
o Good command of English both Oral and Written Skills;
o Bachelors of Engineering;
o 2 to 4 years of relevant software development experience;
o Good knowledge of Object Oriented Concepts;
o Knowledge of Software Engineering Design Patterns is a plus;
o An Indian Passport that is valid for at least 5 years;
Here are the software engineering skills we are currently looking for:
- Senior Programmer - .NET
.Net Developers with c# and .Net 2.0 / .Net 3.0 Experience;
* Experience interfacing with Legacy Mainframe systems is a plus;
* Experience working on Hybrid Application Systems using Portals, Web
Services or other distributed technologies is a plus;
- Senior Programmer * Java/J2EE
Java/J2EE Developers with experience on IBM WebSphere or BEA Weblogic or
JBOSS Application Servers;
* Experience in Core Java & Swing is a plus;
* Experience interfacing with Legacy Mainframe systems is a plus;
Technical Lead
Experienced in coordinating work in a Offshore setup. The ideal Tech Lead
should be spending about 60-70% time in high level design including wiring
code, 10 - 20% time in project estimation, 10-20% interfacing with end
clients preferably in USA:
* .NET 2.0 or 3.0 Technology Platform w/ Web Services
* Java / J2EE Technology Platform w/ Web Services on BM WebSphere or BEA
Weblogic or JBOSS Application Servers
- QA Engineers both Manual and Automation;
- Database Developers and DBA*s specializing in ORACLE and MS SQL Server.
* The ideal Database Developer should have experience with the latest
versions of Software
* The ideal DBA should have worked on projects that with data in hundred
gigabyte or terabyte range, experience managing production databases is
desired

Attention: Do not send resumes without Full Name, Email Address and Contact
number, all resumes without the previously mentioned information will be
deleted. 
Travel required: none 
Telecommute: no 
Resourcesoft, Inc. 
33 Boston Post Road West 
Suite 230 
Marlborough, MA 01752 
Web: http://www.resourcesoft.com 


+++++++++++++++++++++++++++++++++++++++++++++++++++


http://soft-testing-jobs.blogspot.com/2008/01/resource-soft-qa-engineer-2-to
-6-years.html

Sunday, January 20, 2008
Resource soft - QA Engineer - 2 to 6 years
Vacancy Title : Quality Assurance Engineer 
Company Name : Resource Soft 
Company Profile : Resourcesoft is among the fastest growing companies in
USA as shown by the following recent recognitions in Year 2007: 6th largest
employer in Worcester, MA Region Ranked No. 100 in the Top Companies in
Boston-Cambridge-Quincy, MA-NH Recognized by Inc Magazine (Inc 5000 The
Fastest Growing Private Companies in America) At Resourcesoft, we are
guided by our values. Our values are the source of our strength and the
core of who we are. We reinforce our values through our people, our
solutions and our innovation. Our goal is, ' To become a respected
professional partner for our clients' businesses and an equal stakeholder
in their progress.' 
Job Description : Resourcesoft Inc. provides Information Technology
Professionals, Consulting Services and Subject Matter Experts (SMEs) to
match the exclusive business requirements of our clients. We are looking to
augment our project services team with bright, talented and experienced
individuals. Resourcesoft features in American Inc Magazine's list of
fastest growing privately owned companies in the country. We are currently
hiring qualified candidates to come and work for us on an H1B Visa in our
USA office. Resourcesoft, Inc. will work with the right candidates to
sponsor their work permits. 
Requirements : REQUIRED SKILLS: - The ideal candidate will need to have
automation experience with Mercury Test Tools. - The ideal candidates must
have manual and automation testing expertise. - Qualified candidates will
help in hitting target release dates for current projects. - The ideal
candidates will have a go getter attitude, with excellent communication
skills, and the ability to manouvre any task to success. 
Functional Area : QA & Testing 
Qualifications : UG - B.Tech/B.E. - Any Specialization PG - Post Graduation
Not Required 
Experiance : 2 To 6
Country : United-States 
Location : United States (USA) 
Salary Range :


Contact Information

Contact Person : Anita Rana... 
Email : h1bhire@resourcesoft.com 
Website : http://www.resourcesoft.com 
Address : Resource Soft

Posted by Vijay at 5:30 PM  

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.incbiznet.com/companies/resourcesoft

Resourcesoft
Industry: Custom Computer Programming Services
Email this pagereport this pageResourcesoft, Inc. was incorporated in 1998
and is a Woman and Minority Owned Business, MBE and FBE certified.
Resourcesoft, Inc. provides quality IT Consulting and Professional Services
solutions, to cater to the dynamic IT needs of its clients across the
country, to enhance the performance of their business. As our Vision
states, "Resourcesoft delivers people and solutions, enabling you to
translate strategies into quantifiable results". Resourcesoft, Inc. also
provides IT Architecture Services and Systems Integration Services to
streamline the flow of the clients' businesses and meet their unique needs.
Resourcesoft also provides 24x7 support onshore and offshore for its
services in software development, custom application and systems design and
development, database management, architecture services, Quality assurance
services in various technology domains.

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.incbiznet.com/press-releases/masshig-tech-women-owned-it-service-
firms-hold-their-edge

MASSHIG TECH - Women-owned IT service firms hold their edge

Boston area Privately Held Companies
Industry: Select...
Press Release
MASSHIG TECH - Women-owned IT service firms hold their edge
August 19, 2008
Mass High Tech identifies Resourcesoft, Inc. as a major player in
women-owned IT services companies. 

Mass High Tech writes "For the second straight year, women-owned IT
services companies dominated the list of largest technology firms owned by
either minorities or women, according to research conducted by Mass High
Tech".

Resourcesoft Inc., an IT consulting firm based in Marlborough, ranked
third, with $31.9 million in revenue. Led by CEO Anita Rana, the company,
which provides IT staffing, systems integration and technology architecture
services, also has an office in India. 

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.desicrunch.com/DisplayReviews.aspx?company=ResourceSoft

My Association with ResourceSoft : Fraudest company on the earth

Good things About ResourceSoft : Fraudest company on the earth

Not so good things About ResourceSoft : Fraudest company on the earth

Review Submitted on : 07/09/2008

My Association with ResourceSoft : Yes

Good things About ResourceSoft : They speak nicely and make tall promises
till we reach USA

Not so good things About ResourceSoft : Dont pay on bench....and harras if
we try to change the employer

Review Submitted on : 05/09/2008

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://masshightech.bizjournals.com/masshightech/event/4672?sid=a50ca257fb
41a43e59517d65e59bf7e4#register

Women to Watch 2009
Registration Form 
Mass High Tech honors the 2009 Women to Watch!

Join Mass High Tech for the 6th annual Women to Watch event, which
recognizes women in tech and life sciences who are go-getters, hard
working, inspirational and motivational to their peers. These up-and-comers
are continuing to grow and will shape the future of their industries. 

The evening will feature a networking cocktail reception, followed by an
awards ceremony where these women will share the stories of their success.
More than 250 people from the private and public sectors as well as
academia are expected to attend.

This year's honorees will be announced on January 16th!
Reserve your spot for $95 per individual ticket. Show your company's
support with a Corporate Table of 10 for $1,300/table (includes premium
seating and table signage).  Please contact Christine LeBlanc for details
on purchasing a table at cleblanc@bizjournals.com or 617-316-3260.

Women to Watch 2009
When: Thursday, March 12, 2009   5:30pm - 8:30pm
Where: The Charles Hotel, One Bennett Street, Cambridge, MA 02142
Suggested Dress: Business Attire

To Register online using a credit card: 
Seats per ticket Price per ticket Quantity 
       Single Ticket

1 person  $95.00

Table 10 people  $1300.00

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.reason.com/news/show/29203.html

Confessions of a "Woman-Owned Business" Owner
How I learned to love quotas.
Tama Starr | July 2004 Print Edition

Well, I finally did it. I bit the bullet and got certified as a WOB: a
woman-owned business. It took a roots-up, religious-type conversion -- I'd
walked in darkness, then I saw the light. And now that I am a proud -- or
do I mean "humble"? -- official victim, my company is entitled to all kinds
of preferential treats. Whether ordained by law, as in government
contracting, or as an example of aggressive good-guy-ism in the
P.R.-conscious private sector, or even as a hopeful prophylaxis against
employee or shareholder lawsuits, a passel of lucrative work is reserved
for those with the best-crafted claims to prior oppression.

Well-wishers had been after me to go WOB for years, but I refused. Until my
revelation, I regarded set-asides as strictly a pat on the head for
second-raters. My company, Artkraft Strauss, has been provi-ding signs and
outdoor advertising -- and paying taxes -- since 1897. We'd never imagined
ourselves qualified for charity. Our firm gets and keeps customers by
fulfilling their contracts, not by invoking their pity. Besides, using sex
to get work smacks of a profession even older than sign building. The whole
endeavor struck me as disreputable.

But then I realized I was a victim of something even more pernicious than
discrimination: pride.

My chief of operations, Jimmy, put the matter into perspective. "What are
you, nuts?" he asked, reminding me of how many hoops we've jumped through
and rings we've kissed over the years to get jobs. "How's this different?"
he wanted to know. "If a job is set aside for guys named Jimmy, my name is
Jimmy, I'll take it!" Jimmy was right: Business is business.

A bank's name change provided the tipping point. We sign people love bank
mergers. Every sign, canopy, directory, ATM, teller cage, and nameplate has
to be replaced -- sometimes, in the spirit of the famous Asiatic Fire
Drill, overnight, per schedules set forth in the new company's new charter.

This particular changeover involved nearly 1,000 branches in five states.
And as I learned when my phone started ringing off the wall with
joint-venture pleas from companies I'd never heard of, the taking-over bank
had a "utilization rate" of 18 percent. That is, nearly one-fifth of the
money spent on construction work would go to WOBs or MBEs (i.e., minority
business enterprises; presumably for reasons of euphony, minority-owned
businesses generally are called MBEs rather than MOBs). Given how rare such
businesses are in the sign trades, at least here in the Northeast, this
cake had been baked for me.

Indeed, at the pre-bid conference, the bank's construction consultants were
thrilled to see a genuine WOB among the bidders. Apart from the
responsibility of physically reconfiguring a thousand banks, they had the
head-scratching duty of coming up with the magical 18 percent of oppressed
beings.

Their faces fell, however, when they learned I lacked certification. It
turns out that it isn't enough to be a WOB; one has to be an officially
certified WOB. The contract was to be awarded in only 10 days, and all the
paper had to be in place. But state certification can take six to eight
months, they told me, because of the volume of applicants and the demanding
nature of the process.

Not to worry, I told them.

While Jimmy and his crew worked on the bid, I worked on the red tape.
Getting certified as a WOB is something like getting certified insane: It
takes time and talent. As I filled out forms and assembled documentation, I
wondered how people who are authentically disadvantaged -- or who may not
have certified public accountants and English majors on staff -- manage it.
Anyone who can produce three years of audited financial statements, five
years of income projections, a sheaf of valid "Rated-A" insurance
certificates, answers to stacks of multiple-choice and essay questions, a
book of "minority utilization re-ports," and a portfolio of supplier and
customer references, bank references, and character references probably
qualifies for a $100 million line of credit, if not an MBA.

In went the bid, marked "Certification Pending," and into the bowels of the
New York State Division of Human Rights went the WOB application.

Undercover Brothers
Not 36 weeks but a mere 36 hours later, the Division of Human Rights called
to schedule my interview to complete the process. How did I accomplish this
feat? In an example of the old-fashioned "net-working" that affirmative
action is supposed to obviate, a confederate at my insurance company called
a counterpart whose sister-in-law works in Albany, and our application
miraculously migrated from the bottom of the pile to the top. But hey, by
now I wanted the job.

The prospect of an investigator's coming in to establish my female bona
fides evoked the image of a burly guard out of a 1950s Women's House of
Detention movie marching me into the ladies' room and demanding to see the
cut of my undergarments. Instead, the investigator turned out to be a grave
young man attired in a three-piece suit with Edwardian collar and gold
watch fob. He requested my company's original charter and certificate of
incorporation; all minutes and bylaws and amendments from inception to
date; all stock certificates issued, canceled, and outstanding; and the
factory's original certificate of occupancy -- a complete set of
century-old documents, much of which I managed to produce by sheer luck.
The investigator took careful note of my office décor, plants and
curtains evidently witnessing more in my favor than cordovan leather and
sports memorabilia would have.

What he was really looking for, he explained, was uncles and brothers
hiding under the desk. "You'd be surprised," he told me flintily, "how many
people try to put one over on us."

No, I wouldn't. Not with all those set-asides in the offing. Add the 10
percent price bonus the designated oppressed are entitled to charge --
"price evaluation adjustment," in federal procurement?speak -- and the
incentive to fudge becomes overwhelming.

Set-asides and "evaluation adjustments" are as pervasive at the
big-business end of the private sector as they are in government
contracting. Expensive and inefficient these programs may be, but lawsuits
are worse. The best defense against discrimination claims, corporate
officers are constantly told, is an explicit, detailed, and overarching
"affirmative action program" respecting hires, fires, and contracting.
Point to this program, and a bevy of bugbears, from disaffected employees
to muckraking journalists, will disappear. Besides, it's good P.R., and it
allows corporate policy makers to feel good about themselves.

They're entitled to some self-esteem too.

These incentives give rise to preferences of mind-boggling complexity.
Consider the "utilization chart" from a bid that came across my desk. It's
for $9.5 million worth of work at a laboratory in Princeton, New Jersey.
The categories can be sliced and diced indefinitely, creating a dazzling
array of permutations. They may specify non-Dominican Caribbeans or
non-Korean Asians, disabled people of various stripes, or inhabitants of
selected neighborhoods.

The utilization rate for suppliers of "No. 1 Diesel And No. 4 Fuel Oils"
adds up to 300 percent, a foot-note explains, because "incumbent supplier
is a disadvantaged, women-owned, HUB-Zone small business." (A HUBZone small
business is one in a "Historically Underutilized Business Zone.") Try
competing with that!

I suppose it's not so different from the old days, when the incumbent
supplier was apt to be the project manager's brother-in-law -- but it
certainly isn't an improvement.

The old-time project manager wasn't forced to hire his brother-in-law, and
he might even have had a chance of exercising some quality control over
him. In this new, desperate rush to hire one-eyed Central Asians from south
of the railroad tracks, price and quality necessarily weigh second at best.

My investigator congratulated me on passing his tests, apologized for their
complexity, and shook my hand. My WOB documentation came through the next
day. To my disappointment, it was not the fancy, frameable certificate
dripping with ribbons and seals that I believed all my effort and angst --
not to mention my newfound oppressed status -- entitled me to, but just a
faxed letter from the New York State Division of Human Rights.

Why'd We Wait?
It's still difficult for me to grasp just what is so hapless about us WOBs
and MBEs that we merit entire taxpayer-funded bureaucracies to handhold us
through the process of participating in the U.S. economy. According to the
U.S. Census Bureau's 1997 Economic Census, the latest for which
comprehensive data are available, both women-owned and minority-owned
businesses are growing at a rate more than four times the national average.
Between 1992 and 1997, the number of MBEs grew by 33 percent and the number
of WOBs grew by 37 percent, while the total number of firms grew by only 7
percent.

In 1997 women owned 10.1 million American businesses (up from 6.4 million
in 1992), or 46 percent (up from a third) of all domestic firms. They
employed more than 18 million people (up from 13 million five years
earlier), or one worker in seven, generating $2.3 trillion in revenues (up
from $1.6 trillion). Similarly, revenues of the nation's 2.8 million
minority-owned firms (up from 2.1 million in 1992) rose 60 percent, to
$335.3 billion, while revenues for U.S. firms as a whole -- an aggregate
that includes these high achievers -- increased by just 40 percent.

Growth rates during the previous five years were comparable, and nothing
suggests that they have slowed down since. Clearly these sectors are
dusting the rest of the economy. In fact, these stunning rates of expansion
would be even greater if the Census Bureau hadn't decided in 1997 to change
the way it defines MBEs and WOBs, omitting entire categories of firms that
were previously counted. Publicly traded companies were dropped, along with
firms whose successful, qualifying founder gave up equity to raise
additional capital for growth.

It's impossible to say how much MBE-WOB growth is driven by "utilization
goals" and set-asides. A contrary theory holds that old-fashioned
prejudice, glass ceilings, and corporate inflexibility -- the nexus of
oppression -- do more to stimulate minority and female entrepreneurship
than all the set-asides combined. New business founders are preponderantly
impatient refugees from the establishment.

Hopefully not too impatient. My certification trials were not yet over: I
had yet to be named to the customer's "Approved M/WBE Vendor List," for
which the state certification is only a prerequisite. To this end, the bank
summoned me to an interview at its headquarters across town. I asked my
assistant to call me a cab. "I'm taking a limo to Park Avenue," I told her,
"to get us approved as oppressed persons." She rolled her eyes.

In the bank's burnished conference room I faced a photogenic board of
equality facilitators that looked like a magazine ad for Your Friendly
Utility Company: three men and three women, one from each of the currently
approved minority groups. Big corporations maintain entire departments to
monitor employee racial balance and vendor affirmative action compliance,
so I wasn't surprised that the bank's don't-call-it-quotas crew reflected
those ideals. But they already had all my information: the same financial
statements, the same business and personal and bank and insurance
references I'd submitted to the state.

So what was left for them to administrate but my attitude?

Which was sorely tried. I felt like a criminal waiting to be discovered.
The whole setup bore an unfortunate resemblance to a parole board hearing.

I knew I was a fraud, participating in a charade for which Adam Smith
should have ordered the whole lot of us taken out and shot. At the same
time, I was taking lightly the principles that provided not only their
livelihood but the justification for their existence. Trapped between my
conscience and the wrath of scorned bureaucrats, my future appeared
foreshortened.

Still, the first part of the meeting reduced me to a con-fused state of
complacency. I'm used to competing for jobs, not being helped over the
finish line and shown how to fill out payment requisitions. The nice people
explained the advantages of being a WOB in such a way that it hardly seemed
a boondoggle. After all, they told me, the contractor has to be able to
perform the work; getting one's company on "approved vendor" lists is no
different from any other form of marketing. Marketing, they explained, is
the use of various methodologies to promote one's products or services.
They paused for questions.

I'm familiar with the concept of marketing, I told them.

Oh yes, they said, recalling my hundred years in the sign business. They
were amazed, they said, by the age of my company. The vast majority of WOBs
and MBEs, they told me, are start-ups.

"You don't say," I said. Lulled by all the baby talk, I failed to see where
this might be going.

Then came the stumper.

"Why didn't you do this before?" one of them asked me.

"Do what?" I asked, feeling the trap closing.

"You could have applied for this program nine years ago," she said --
rather menacingly, I thought. "Why did you wait until now?" Six expectant
pairs of eyes, the whole Rainbow Inquisition, awaited my answer.

That's it, I thought. The jig is up. I'm busted. Trapped. The word will go
out to all the banks, and I'll never get another bank job. Or a letter of
credit. Or an ATM card. How will I explain this to Jimmy and the boys in
the shop?

Then, revelation! I know what I'll do, I thought: I'll come clean. Tell the
truth. Throw myself on their mercy. (They may like that.)

"In the past, I was philosophically opposed to it," I admitted carefully.

"And now?"

Gulp. "I consider that I was being naive."

My confession evidently satisfied them. It even invited their confidence:
For the rest of the meeting they described their frustration at the
shortage of applicants. Even they can see that this is a program where
administrators outnumber clients. I promised to recommend some if I should
think of any.

The Wonder of Womanship
In the end, the bank job was divided among six companies. (There's your 18
percent "utilization rate.") And as with any construction job, if we
survived it and even got paid, we considered ourselves geniuses.

So far the principal benefit of my new WOB status is a clutch of
complimentary subscriptions to minority- and woman-owned business
magazines. Soft-core S&M for the affirmative action set, they feature
photos of silver-haired old-boy executives grinning weakly while presenting
excellence awards to entrepreneurs who wear their minority-hood and
womanship like earned badges of honor.

But WOB isn't just about tangible benefits. It's so much more. I now feel a
part of something larger than myself: the great chain of being that tumbles
from the well-meaning, through the impractical, to the absurd -- replacing
the dismal script of capitalism with a delightfully random set of
entitlements and rewards.


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