Tag: race

Categories
education and schooling ideological culture

Diversity versus Merit

quota, race, racism, sexism, hiring

Northwestern University is being sued for “consciously discriminating” in favor of women and racial minorities at the expense of obviously better qualified candidates.

The suit is brought by a group of white male professors that does not include Eugene Volokh, one of its examples of applicants summarily ignored under the alleged hiring practices.

“Northwestern University School of Law refuses,” the plaintiff’s complaint reads, “to even consider hiring white male faculty candidates with stellar credentials, while it eagerly hires candidates with mediocre and undistinguished records.…

“Professor Volokh’s candidacy was never even presented to the Northwestern faculty for a vote, while candidates with mediocre and undistinguished records were interviewed and received offers because of their preferred demographic characteristics.”

One of those with the requisite demographic characteristics is Destiny Peery, a black woman who graduated near the bottom of her class at Northwestern Law School.

The suit alleges that Dan Rodriguez, the dean in 2014, the year she was hired, threatened to penalize faculty members who voted against her. She would “never even have been considered” for the appointment but for her sex and race.

Rodriguez also ordered the faculty to abstain from discussing candidates on the faculty listserv and mentioned the risk of litigation as his reason for the ban. In other words, this administrator knew that his policy was illegal and sought to cover it up.

Now the feared lawsuit has arrived, brought against Northwestern by Faculty, Alumni, and Students Opposed to Racial Preferences (FASORP).

Wobbly acronym, sure, but Federal law is clear in outlawing hiring discrimination based on race or sex.

This is Common Sense. I’m Paul Jacob.

PDF for printing

Illustration created with Krea and Firefly

—

See all recent commentary
(simplified and organized)

See recent popular posts

Categories
education and schooling general freedom ideological culture

Nondiscrimination as Discriminatory 

DEI, diversity, quotas, race, racism, regulations, education

Two parts gall, three parts random irrationality; eye of newt, toe of frog. 

That’s how you cook up the latest leftist madness.

According to the wizards running Columbia University, deliberately race-​neutral policies are discriminatory if they have a “disproportionate impact.”

Columbia has updated its antidiscrimination policy about bad things you can do on campus that might get you investigated and sanctioned. The revised policy declares that one bad thing is “having a neutral policy or practice that has a disproportionate and unjustified adverse impact on actual and/​or perceived members or associates of one Protected Class more than others.” 

This, the policy asserts, “constitutes Discrimination” — with a capital D.

Those “protected classes” make up a formidable list. If the idea is that treating another person abusively subjects one to penalties, why not just say this? Then no groups need be listed.

But Columbia University seems to find focusing on discriminatory nondiscrimination a more productive way to spend its time than coping with unambiguous racial and ethnic hatred on campus.

Columbia is among the schools that has responded to vicious harassment of Jewish students with little more than pro forma protest. Even as a Columbia representative tells USA Today that “calls for violence have no place at Columbia,” anti-​Israel and anti-​Jewish students keep calling for violence. Will they be kicked out?

Eliana Goldin, a Jewish student at the school, says that the administration is well aware of “the credible threat to Jewish students, and they’re still playing both-sideism.”

Which strikes me as Discrimination with a Capital D.

This is Common Sense. I’m Paul Jacob.

PDF for printing

Illustration created with PicFinder and Firefly

—

See all recent commentary
(simplified and organized)

See recent popular posts

Categories
ideological culture national politics & policies regulation

DEI Virally Decoded

DEI, Diversity, Equity, Inclusion

Is “Didn’t Earn It” — the latest scam-​decoding translation of officialdom’s acronymic jargon for race-​conscious and gender-​conscious affirmative-​action policies, DEI — really catching on?

If so, maybe we’ll get back all the sooner to sanity. 

That is, in universities, workplaces, and other hunting grounds of the DEI dictators who have inherited the mantle of reverse discrimination first inflicted on Americans via the affirmative-​action quota policies of the 1970s.

John Tierney suggests that the popularizers of the apt “Didn’t Earn It” meme may well help rid us of “today’s most egregiously indefensible phrase: ‘Diversity, Equity and Inclusion.’”

These woozy words are supposed to divert our attention from what DEI policies really mean: systematic discrimination against academic, professional, and other merit in favor of typically irrelevant physical characteristics like skin color and gender.

DEI discrimination is being imposed on ever more of our institutions, even at the cost of risking our lives. If unqualified applicants are being admitted into UCLA Medical School in order to appease the arbiters of DEI, then failing basic tests of medical knowledge after they get in — what happens if and when they start treating patients?

A single telling phrase (Tierney credits journalist Ian Cheong and cartoonist Scott Adams) can’t shoulder the whole burden of stopping DEI. True enough.

Fortunately, it’s got help. 

In Congress, Republicans have introduced legislation to shut down DEI offices and forbid federal contractors from imposing the ugly indoctrination of DEI training and DEI statements.

We can all pitch in.

This is Common Sense. I’m Paul Jacob.

PDF for printing

—

See all recent commentary
(simplified and organized)

See recent popular posts

Categories
crime and punishment First Amendment rights general freedom regulation

Criminal Discrimination?

The Joker, Uncle Sam, racism, business, regulations, quota

It’s okay.

You don’t have to associate with criminals. You don’t have to employ them and worry how they’ll act on the job. It’s not your duty to give criminals or persons with a criminal record access to your life or property and hope for the best.

If only we could leave it at that. 

That’s not our world though. In our world, our government, working hard to rip America apart in every way possible, is suing the Sheetz chain of convenience stores because it doesn’t hire applicants with a criminal record.

The “problem” is that too many such failed applicants are nonwhite.

The Equal Employment Opportunity Commission accuses Sheetz of “disproportionately screening out Black, Native American/​Alaska Native and multiracial applicants.” The agency babbles that “employment practices causing a disparate impact because of race or other protected classifications must be shown by the employer to be necessary to ensure the safe and efficient performance of the particular jobs at issue.”

Of course, the “disparate impact” exists not because of these classifications but because the denied applicants have criminal records. Sheetz didn’t decline these applicants because of their skin colors.

Nevertheless, Sheetz is supposed to have somehow “shown” that refusing to hire applicants with criminal records reduces Sheetz’s own risks and the risks for customers.

Elon Musk, commenting on this story, has it right: “You know The Joker is running things when the law-​abiding are being prosecuted by the government for not hiring criminals!”

These days Uncle Sam and The Joker do look alarmingly similar.

This is Common Sense. I’m Paul Jacob.

PDF for printing

Illustration created with PicFinder and Firefly

—

See all recent commentary
(simplified and organized)

See recent popular posts

Categories
ideological culture subsidy

Race-​Based Handouts?

collectivism, individualism, race, racism, regulations, welfare

The decision won’t be the end of the matter, but it’s a good sign.

U.S. District Judge Mark Pittman has ruled that a federal agency established to give subsidies to businesses, in its current form called the Minority Business Development Agency, may no longer use race or ethnicity as a criterion for distributing benefits.

The ruling comes in response to a lawsuit filed by the Wisconsin Institute for Law & Liberty on behalf of three business owners who weren’t allowed to apply for help from the MBDA because they’re white. The plaintiffs argue that the Agency violates the constitutional requirement of equal treatment under the law.

According to Judge Pittman, although “the Agency may intend to serve listed groups, not punish unlisted groups, the very design of its presumption punishes those who are not presumptively entitled to MBDA benefits.”

Supporting rights-​based governance, I’m no fan of any welfare programs. As long as we have them, though, why should the handouts or the ability to apply for them be determined by race?

Government-​imposed racial discrimination is unjust on its face. It should be extirpated wherever it exists. The Minority Business Development Agency is one of those places.

If Pittman’s ruling is allowed to stand, it may have a salutary effect on many other agencies and programs. 

The MBDA’s name presents a problem, however. 

I guess it won’t be too hard to remove the word “Minority” and call the agency the Business Development Agency. 

Or just shut it down.

This is Common Sense. I’m Paul Jacob.

PDF for printing

Illustration created with PicFinder and Firefly

—

See all recent commentary
(simplified and organized)

See recent popular posts

Categories
free trade & free markets political economy subsidy

When the CHIPS Are Weighed Down

Taiwan, computer chips, regulations, DEI, race, racism

Has DEI “killed the CHIPS Act”?

The CHIPS and Science Act of 2022 created a giant package of subsidies that shouldn’t exist to begin with and is made even worse by all the strings attached.

The Act authorizes giving $52 billion of taxpayer money to microchip manufacturers to make chips in the U.S. The boost to domestic production will supposedly help us if China invades Taiwan and disrupts Taiwan’s globe-​leading microchip industry.

But chipmakers eligible for the largesse are recoiling from all the embedded DEI mandates. “DEI” means “diversity, equity, and inclusion.” It’s a collectivist mantra and ideology designed to make employers fret about racial and gender quotas and DEI indoctrination at the expense of hiring qualified people and making high-​quality microchips.

According to Matt Cole and Chris Nicholson, writing for The Hill, nineteen sections of the Act are devoted to DEI. One gives the Department of Commerce a mission that Commerce describes as “strengthening the U.S. semiconductor ecosystem” by ensuring “significant investments to create opportunities for Americans from historically underserved communities.”

The authors believe that CHIPS is “so loaded with DEI pork that it can’t move.” Worse, it’s making it hard for chipmakers to move, forced to focus away from making microchips and, instead, onto the wasteful exercise of appeasing regulators.

Now that they are finally about to get CHIPS funding, Intel and others are delaying announced factories and foundries on U.S. sites and instead going ahead with more overseas plants.

I guess they want to get stuff done.

This is Common Sense. I’m Paul Jacob.

PDF for printing

Illustration created with PicFinder and Firefly

—

See all recent commentary
(simplified and organized)

See recent popular posts