3 ms·

> the white will likely get more jobs than the black guy. All else held equal, that is simply not true in modern America. There are very powerful incentives t

> the white will likely get more jobs than the black guy. All else held equal, that is simply not true in modern America. There are very powerful incentives to hire the equivalently qualified black guy in order to avoid lawsuits. Anyway, all this affirmative action stuff will have to be dismantled in the next twenty years when whites are a minority. It will simply become impossible for institutions to function if they have to make sure their loans/admissions/hires correspond to the new population profile.

axle 16y ago
An the lawsuits are there because people recognized that if the place were left as it were, discrimination would persist.
- Groxx 16y ago
  Replace "are" with "were" and nearly everyone would agree with you. For today, "are" is what's in question. A vast amount of laws exist simply because they did exist. How many worthless laws lie around, outdated by 100 years? Is it really that hard to believe that a law could obsolete itself in the past low-double-digit years?
alxp 16y ago
All else is most definitely not equal, but you know this.
noste 16y ago
> All else held equal, that is simply not true in modern America. There are very powerful incentives to hire the equivalently qualified black guy in order to avoid lawsuits. What about the audit studies that would appear to indicate otherwise? For example, an audit study from 2004 states in its abstract that "White names receive 50 percent more callbacks for interviews. Callbacks are also more responsive to resume quality for White names than for African American ones. The racial gap is uniform across occupation, industry, and employer size."[1], and earlier experiment would appear to show that white applicants with criminal records are called back slightly more often than black applicants without one[2]. 1. Bertrand and Mullainathan: "Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination" http://www.economics.harvard.edu/faculty/mullainathan/files/emilygreg.pdf http://www.economics.harvard.edu/faculty/mullainathan/files/... 2. Devah Pager: "The mark of a criminal record" http://www.irp.wisc.edu/publications/focus/pdfs/foc232i.pdf http://www.irp.wisc.edu/publications/focus/pdfs/foc232i.pdf

axle 16y ago

An the lawsuits are there because people recognized that if the place were left as it were, discrimination would persist.

Groxx 16y ago
Replace "are" with "were" and nearly everyone would agree with you. For today, "are" is what's in question. A vast amount of laws exist simply because they did exist. How many worthless laws lie around, outdated by 100 years? Is it really that hard to believe that a law could obsolete itself in the past low-double-digit years?

alxp 16y ago

All else is most definitely not equal, but you know this.

noste 16y ago

> All else held equal, that is simply not true in modern America. There are very powerful incentives to hire the equivalently qualified black guy in order to avoid lawsuits. What about the audit studies that would appear to indicate otherwise? For example, an audit study from 2004 states in its abstract that "White names receive 50 percent more callbacks for interviews. Callbacks are also more responsive to resume quality for White names than for African American ones. The racial gap is uniform across occupation, industry, and employer size."[1], and earlier experiment would appear to show that white applicants with criminal records are called back slightly more often than black applicants without one[2]. 1. Bertrand and Mullainathan: "Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination" http://www.economics.harvard.edu/faculty/mullainathan/files/emilygreg.pdf http://www.economics.harvard.edu/faculty/mullainathan/files/... 2. Devah Pager: "The mark of a criminal record" http://www.irp.wisc.edu/publications/focus/pdfs/foc232i.pdf http://www.irp.wisc.edu/publications/focus/pdfs/foc232i.pdf