**Domna, spare us!**
Death Day criticises «Differentity Signal» of the Ministry of Social Cohesion, which imposes strict rates on enterprises with 12+ employees. The programme requires specific percentages of foreigners, young people, elderly, children and 45% women, with contradictory criteria that make implementation difficult. It states that Greece ranks first worldwide in complexity for businesses (TMF Global Business Complexity Index 2024-2025), with the measure further aggravating the business environment. Warning that similar «optional» compulsory programmes, such as the European Directive on women's quota in Administrative Councils.
Analyticalally:
Death's Day
The Ministry is called "Social Cohesion and Family". Family comes second. What if in the first quarter of 2026, 760 of the country's 884 OTAs were not born a single child... It's "Social Cohesion". And because our society does not have the degree of cohesion it should, Mrs. Secretary has many ideas to achieve it. One of them is attend Greek Open University homeless and RomaOn a scholarship from her Ministry.
Very reasonable. Because what does the homeless and Roma miss? A degree in Greek Culture. Then he will have fellow students all over the world: MPs, ministers, journalists. There's cohesion! Where the other is homeless (literally, not politically) a parliamentary representative can be found. Additionally, the "copper hunters", will learn about the Bronze Age and the casting technology of the ancients, which was more advanced than the open furnaces in Aspropyrgos. They and society will have some benefit. Of course, tuition is paid by the copper taxpayer, that is you and me, but it's worth it.
But the Minister's next measure is all the money. It's called a sign of diversity. It will be awarded, after rigorous examinations, to all companies that will prove that they have incorporated inclusion into their corporate culture. Mrs. Secretary and her associates have established a number of criteria. Does your business cover it? You're inclusive and you're going ahead. Doesn't he cover them? You'll find it hard. You may also put a lock on because, as we were informed in the presentation of the genius idea, a partner (so is not said in the Socialist feminist dialect?) of the Minister, the inclusion companies are doing better than the others. Of course, investigations say otherwise, but when reality does not agree with a Minister's fantasy, who is wrong? Of course, reality. And because the state chooses before you for you, and the ministers know better the needs of the private sector, especially those who, as many as have not stuck a single stamp on it, would never let you risk with non-inclusive models. This is for your own good, isn't it?
The idea was recently presented to the Chamber of Crafts, but as is the case with all major ideas, it is not just about crafts. It's about everyone. However, because the crafts do not have many workers, that is why the limit of participation was set for the 12 employees and above. Why the 12 and not the 10? While at 12, it has an alpha status. So how do they imagine the inclusive operation there at the Ministry of Social Cohesion and something else? See.
It should have at least: 3% foreigners, 5% young people to 24 years of age, 25% 55-65 years of age, 3% 65 years of age and older, 1% unmarried/s with children or children, 1% three-year-olds, 1% polytechnics (from 4 children and above) and 45% women. I suppose singles are also subject to divorced persons and widows. There's nothing in the program about those in space. It also does not specify what happens if the status of workers changes. You have a business with 200 employees and two are single with a child. You pick up 1% and you get the signal. Next month one of them gets married. Are you missing the signal? Should you stop marriage? Fire her and look for another single mother? Also, what happens if you are marginally at 45% and Demeter announces that she changed sex and is now called Mitsos? If you fire her to hire a woman, you discriminate because of sexual orientation. You're missing the signal. If you keep it, you fall from 45%. You're losing the signal again. We're waiting for a definite circular. One solution will be to search staff, someone to do the opposite. I got the corporate campaign ready for you: You want to be "in"? Get outing!
Is the above ratio of the workers for the Signal enough? No! No! Domna and her company will tell you how to run your business. So listen. Of these, at least 1% foreigners, 1% single children, 1% three-year-olds, 1% polytechnics and 33% women should be found in positions of executives (supervised and managerial). For the tridecins, Criterion 4 of Axis 2 quotes: "employment of workers with a number of children equal to 3". A simple man of the train would write: "Teamwork" or "job of workers with 3 children". But Cambridgeans speak another way: "With number of children equaling 3". They'd say about OPEKEPE: "With number of accused MPs and ministers equaling 13". Another level!
I showed these percentages to my son, who goes to 6th grade, and he says, "Dad, how will 1% out of 12 employees? Will they have 0.12 of the worker?" I was ready to answer the French for... their ministries, but I preferred to reassure him by saying that Kojam A minister with a PhD from Cambridge, and with so many associates from the best tank, he must have found some way. I'm afraid I didn't convince him.
Then my eye fell on the percentages of executives, which are defined, not on all the executives, but on all the... workers, and I quickly scrolled down, so that he wouldn't have time to see it the 11-year-old, because he would laugh, and it's not right for children to lose their trust in such an inspiring and innovative government. Let me clarify that, because you may be reading in a hurry and not getting it right away. The notice says (Pylon 2) "XION 2: THE LABOUR DEVELOPMENT OF THE HUMAN POWER OF THE UNDERTAKING: This Axis assesses, from a quantitative point of view, labour development, as reflected in the participation of categories of workers in positions of responsibility. "Ugly Greek: "as reflected in participation" you say. Moreover, evolution, as far as we know, seems when you have at least two images of the business at different times. Here's one. But, let's not get stuck in details – that came to write, that's what they wrote. After all, generally in the government of the best call evolution stagnation. Come on, though, which reads: "Axle 2, Acceptable limit (%) of participation the total workers"So the 100 employees are asking for 33 managers, women! I'm sure that's not what they meant. But this is the case with all the great minds: devoted to the vision, they are confused with the small things.
I didn't see a quota anywhere with sexual orientation criteria, and I'm worried that inclusion won't be pleria. I suppose these will be added to phase two, since the programme is pilot. Because what the hell are you, if you don't have at least 3% gay, 5% lesbian, 1% trans, 1% queer, 1% non binary, 1% "I don't know who I am and where I'm going?" I propose that other criteria should be included, other than the LGBTQ+ community and that of straight+. There you can see diversity. I give an idea, let the officials of the Ministry process it: 10% "smile out of jealousy", 5% swingers, 20% "if she goes with someone else, here she goes." In the third phase we can include attitudes and practices: 30% "apostolic", 20% "69", 50% "doggy style", 10% "group", 2% "BDSM" etc. This is how business progresses and workers become a family, what do you think?
The notice does not specify what applies if there are many of the requested properties in the same person. So if you have a working, foreign, single, under the age of 24, with four children, she plays in all four categories? Nor is it considered an inclusive business dominated by women, as is the case with some who make clothes, spoon candy or award justice. Although quota laws make sure to keep up appearances, and talk about a percentage of the under-represented sex, Domna says, wear a batch, ">45% women". Does not inclusion include men? However, because all businesses were excited about the Signal, and they are eager to get it, friends who have construction companies put ads for jackhammer operators, builders, well-placed people, beavers, platers, electrologists and plumbers. If you have acquaintances who want to make a career in this promising sector, let them know. Great demand also have truckers and bulldozers.
So you count the percentages and you find that you lack 1% of a worker with 4 children and above. And you want to cover it up. What are you gonna do? Logic says you're going to put in an ad: "Many children are wanted (4+ children) for such a position". Don't do it, you're fucked! For Domna says others, in the 3rd Criterion, Axis 3 of Pillar 1: "Do not recruitment notices seek information that is unrelated to duties (e.g. gender, age, family status, religion, etc.)" Is the status of multi-tecnet related to professional duties? No! No! But it's related to the Signal. So if you put an ad for a lot of children, you lose the badge, because a signal is violated! If you don't, you still lose it, because you don't have a lot of children at work. We're waiting for a definite circular. Until it's published, I suggest you put in a general ad "Requested employee for so-called status" and, to those who come, ask, for unstuck: "And how do you manage at home with four children?". If he answers with a question, "But I don't have four children!" At some point you'll find the four-tec. Now that I think about it, and the "manager wanted" is forbidden because gender is mentioned. To alert friends to change it to "Requested operator or operator or operator (non-gender) jack". If you're patient and zen, over the next 20 years there'll be a lady with a specialty.
You now have the right percentage of employees and executives. Is that enough for the signal? Of course not! You need to adopt a series of behaviors. One of them shows the deep Christian faith that characterizes the "Ministry of Social Cohesion and Something else", and we must credit it to the Minister, because in times of materialism it supports spirituality. Does the employee have a night shift and wants to go to the evening? You'll give him permission. So is Orthoth. He wants to pop into the next chapel to light a candle? You'll make sure he has a break. Does he want to read a chapter or two from the Bible, the Scissor or the Companion? Break again. This is what I understood when I saw Criterion 12-e on Pillar 3, Pillar 1: " Respect for personal time (right to disconnect, limitation of overtime, provision of a break or permission for religious reasons etc.)". I don't believe reading about giving a break or permission for religious reasons, thinking about anything else and others, huh?
Of course, I have one question: since Criterion 3 of Axis 3 of Pillar 1 prohibits the employer from asking about the religion of the candidate for recruitment, because it is not related to work, how is religion enough to be so related that it claims special leave and breaks? And how does it not relate to work a religion that requires someone to pray five times a day, from 15 minutes at a time, to refuse, if for example, if he works in a supermarket, to hit the liquor and pork register or place these products from the warehouse on shelves, and for a month he keeps him all day hungry and thirsty?
One more thing. Since the Ministry is trying to integrate diversity into inclusion, the most correct name for the "Signal" is not "Diversity" but "Inclusion". And in the Frankish of the Internet: SimaSymperilipsis. For short, SS.
Domna, spare us! It is that Greek companies are obliged to face the most hostile environment towards business in the world, do not burden them with the criminal stupidities of the ESG – DEI agenda! This isn't gonna end well. I don't know if you've been taught in Cambridge, but "sign" is also called the cemetery.
P.S. 1 In ranking TMF Global Business Complexity Index, η Ελλάδα, το 2019, ήταν πρώτη (δηλαδή η πιο πολύπλοκη χώρα για επιχειρήσεις) παγκοσμίως. Μετά από μια μικρή βελτίωση το 2020 (5η) και το 2021 (13η), το 2022 ήταν 6η, το 2023 2η, και τις χρονιές 2024 και 2025 ξανακατακτήσαμε επάξια την πρώτη θέση στον κόσμο! Οι κύριοι λόγοι που αναφέρει το TMF είναι:
– Συχνές και πολυάριθμες αλλαγές στη νομοθεσία (ιδίως στη φορολογία και τα λογιστικά).
– Πολυπλοκότητα σε θέματα ανθρώπινου δυναμικού, μισθοδοσίας και συμμόρφωσης.
– Γραφειοκρατία και δυσκολίες στην πρακτική εφαρμογή κανονισμών.
Και με τις προσπάθειες των αρίστων, όπως το εν λόγω “Σήμα Διαφορετικότητας”, μας βλέπω να την καβατζώνουμε για πολλά χρόνια ακόμα.
Υ.Γ. 2 Μόνο προαιρετικό δεν είναι το “Σήμα Διαφορετικότητας”. Έτσι ξεκινούν όλα. Μετά γίνονται κανονισμοί της Ε.Ε., όπως η Οδηγία Gender Balance on Corporate Boards (2022/2381) που ισχύει υποχρεωτικά για όλες τις εισηγμένες εταιρείες: 40% του υποεκπροσωπούμενου φύλου (δηλαδή γυναίκες) στους non-executive directors, ή 33% σε όλα τα μέλη του διοικητικού συμβουλίου. Ήδη στην επιχειρηματική slang δημιουργήθηκαν οι ειρωνικοί όροι “DEI hire”, “Token Woman” και “Quota Queen” για όσες τοποθετούνται σε αυτές τις θέσεις, ενώ δεν τις αξίζουν, μόνο για την ποσόστωση. Μέτρο, που προσβάλλει ευθέως όλες τις γυναίκες και ιδιαίτερα όσες βρίσκονται ήδη σε Δ.Σ. επειδή το αξίζουν. Στο ενδιάμεσο, μαθαίνεις ότι αν δεν πας με τα νερά της woke παράνοιας, θα “φας πόρτα”. Πρώτα από τα ευρωπαϊκά προγράμματα (σε πολλά από αυτά υπάρχουν υποχρεωτικά περιβαλλοντικά κριτήρια ή bonus βαθμολογίας για ESG επιδόσεις) και μετά από τις τράπεζες, που ενσωματώνουν όλο και περισσότερο τα κριτήρια ESG στην πιστοληπτική αξιολόγηση, ακόμα και στην τιμολόγηση δανείων, με την εφαρμογή των κατευθυντήριων γραμμών της Ευρωπαϊκής Αρχής Τραπεζών – EBA. Υπάρχουν ήδη “sustainability-linked loans” (SLLs) που εξαρτούν το ύψος του επιτοκίου από την επίτευξη συγκεκριμένων ESG στόχων! Δίνεις άδειες για θρησκευτικούς λόγους; Χαμηλό επιτόκιο. Δεν δίνεις; Τοκογλυφικό!
Αυτοκτονούμε συμπεριληπτικά.
* Ο Θάνος Τζήμερος είναι επιχειρηματίας, πρώην πρόεδρος της “Δημιουργίας Ξανά”
