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Lessons unlearned, opportunities missed by JAMA, ESPN, and Google It was quite a week for cancel culture, which claimed three trophies from three separate American institutions: Medicine, Sports Broadcasting (gambling, specifically), and Big Tech. The latest trophies on Cancel Culture’s expanding wall include Dr. Howard Bauchner, the 11-year editor-in-chief of the Journal of the American […]
I think we should promote more accurate terms for the increasingly popular “diversity, equity, and inclusion” (DEI) programs. Counter the Left’s skillful but dishonest use of language. Preview Open
According to increasingly popular Diversity Equity and Inclusion (DEI) programs, what our country needs is for white people to “do the work.” Full disclosure: I am white. As I think about myself, or just get up and go about my day, I really don’t think about being white. I’m sure that’s just evidence of my white privilege, but please cut me some slack. I’m really just starting to do the work.
Usually, when you start a task, it’s good to get a sense of what it will take to accomplish it. What are the action items and how long might they take to accomplish. Even though I am only beginning to learn what DEI requires and what it means to be an anti-racist, I sense that the task is daunting. Centuries of oppression will not be undone overnight. But I’m impatient and I have a lot on my to-do list. There’s unfolded laundry, a sink full of dishes, a few kids to pick up from their schools and activities. Every day. Just how long will these added anti-racist responsibilities take?
The Equality Act is the latest mutation in a lineage of celebrated infringements of private individual rights to personal preference and property. The state has no right to violate the right of private preference or property by forbidding discrimination in privately affairs or establishments, as does the Civil Rights Act, the Equality Act, and all […]
It is a commonplace of modern rhetoric to exalt diversity and inclusion as a first step toward racial justice. The standard account, widely accepted in political and business circles, insists their combined benefits are unambiguous: a firm’s performance will improve if its employees, suppliers, and customers are composed of individuals from all races, genders, sexual orientations, and general points of view. These diverse persons are not intended as mere tokens but are respected for offering their distinct and valuable perspectives on vital matters critical to corporate and national welfare.
As an abstract matter, it is hard to oppose an employment strategy that generates higher revenues and superior innovation. But once we get down to brass tacks, the overall picture is far more complex. The massive coercion involved in implementing diversity norms was recently revealed by Coca-Cola, which has gone all-in on diversity and inclusion for its more than 700,000 employees: “We champion diversity by building a workforce as diverse as the consumers we serve. Because the more perspectives we have, the better decisions we make.”
It would, however, be a mistake to assume that Coke thinks that it has made good on its key promise. In January, Coke’s new African-American general counsel, Bradley Gayton, laid down this broadside, “Commitment to Diversity, Belonging, and Outside Counsel Diversity,” in which he describes what he perceives to be the abject failure of prior efforts to reach requisite levels of diversity and inclusion at Coke and in the legal profession more broadly. Without a link to a source or statistic, Gayton lashes into the legal profession for being “too quick to celebrate stagnant progress and reward intentions.” Gayton demands specific actions to meet the “crisis on our hands” engendered by a lack of diversity.
Join Jim and Greg as they serve up three crazy martinis! They slam New York City schools for scrapping the entrance exam to the kindergarten-level gifted program because the results “don’t reflect the diversity of the city’s population.” They also discuss the allegations of sexual impropriety against longtime campaign manager John Weaver that forced him to quit the Lincoln Project. And Jim shreds CNN’s Brian Stelter and Oliver Darcy for openly encouraging cable providers to dump right-leaning channels like OANN and Newsmax.
The more obvious explanation from any outside analysis is that there seems to be a move less intended to improve men than to neuter them, to turn any and all of their virtues around on them and turn them instead into self-doubting, self-loathing objects of pity. It looks, in a word, like some type of revenge.
– Douglas Murray, The Madness of Crowds
This past week, Nasdaq announced that it had applied to the Securities and Exchange Commission for authorization to impose diversity requirements on the boards of directors of its listed companies. The substantive proposal requires that each company include on its board at least two diverse directors, one of whom must be a woman (or, more precisely, one who self-identifies as female) and one who self-identifies as a member of an underrepresented minority, including “Black or African American, Hispanic or Latinx, Asian, Native American or Alaska Native, Native Hawaiian or Pacific Islander, two or more races or ethnicities,” or as “LGBTQ+.” Whenever these targets are not met, the listed company must offer a public explanation as to why that is the case. At no point does Nasdaq offer specific instances of intentional discrimination against members of these preferred groups.
In its SEC application, Nasdaq writes as if the new policy is all gain and no pain. It reports that its proposal has strong support from many of its member companies, a large fraction of which have already adopted similar diversity policies. For instance, a Deloitte study cited in the application notes that a majority of public and private companies surveyed have either already reviewed “their board composition, recruiting, and succession practices” to fight “racial inequality and inequity,” or intend to do so. Nasdaq cites further studies that find that companies with diverse boards have consistently higher returns on investments than those companies that ignore diversity. It thus concludes that the “benefits to stakeholders of increased diversity are becoming more apparent and include an increased variety of fresh perspectives, improved decision making and oversight, and strengthened internal controls.”
Yet, Nasdaq simultaneously laments the relatively slow rate of increase in board diversity among its member companies, noting that “the US still lags behind other jurisdictions that have imposed requirements related to board diversity.” It also asserts, without demonstrating, that if “companies recruit by skill set and expertise rather than title, they will find there is more than enough diverse talent to satisfy demand.” Nasdaq then reverses field by allowing a listed company to disclose that it does not meet the rule because it is bound by some alternative legal standard under state or federal law, or because it “has a board philosophy regarding diversity that differs from the diversity objectives set forth” in the Nasdaq rule.
In Homer’s Odyssey, Penelope fends off the many suitors wishing to marry her while Odysseus is away by telling them that she will not choose a new husband until she had completed weaving a new shroud for her dead father-in-law, Laërtes. All day, she toils away at her loom, but still, the shroud never gets […]
Jeff Poelvoorde, whom I met through mutual friends, is a smart, charming, lively, funny guy, a professor of history and politics at Converse College in South Carolina, and an orthodox rabbi. He is also courageous, and when I read his open letter to colleagues and friends, published by the National Association of Scholars, I was sad but not surprised.
The powers that be at Converse had set out “a series of measures to demonstrate the College’s seriousness in addressing the existence of racism and racial bigotry… [including] the mandatory viewing of several videos that purport to address the issues of sensitivity, bias, prejudice, diversity and inclusion.” In his response, Jeff lays out the reasons for his refusal to comply, and it is a refreshing change from the long, abject line of apologizers. The letter is also a model of understanding and manly restraint, and I believe that it is unanswerable, at least from a civilized point of view.
http://walterewilliams.com/colleges-dupe-parents-and-taxpayers/ Colleges have been around for centuries. College students have also been around for centuries. Yet, college administrators assume that today’s students have needs that were unknown to their predecessors. Those needs include diversity and equity personnel, with massive budgets to accommodate. Preview Open
http://www.bbc.com/capital/story/20180806-how-hidden-bias-can-stop-you-getting-a-job I was just reading the BBC essay above, on problems encountered in the hiring process, and how employers can further eliminate their hidden biases. Some of it was probably helpful but one sentence jumped out at me: Preview Open
Heather Mac Donald discusses the decline of the university and the rise of campus intellectual intolerance, the subjects of her important new book, The Diversity Delusion How Race and Gender Pandering Corrupt the University and Undermine Our Culture. She spoke at a Manhattan Institute event in autumn 2018.
Toxic ideas that originated in academia have now spread beyond the university setting, widening America’s cultural divisions. Too many college students enter the working world believing that human beings are defined by their skin color, gender, and sexual preference, and that oppression based on these characteristics defines the American experience. In The Diversity Delusion, Mac Donald argues that the root of this problem is the belief in America’s endemic racism and sexism, a belief that has spawned a massive diversity bureaucracy, especially in higher education.
From Thomas Sowell’s 2004 book, Affirmative Action Around the World: An Empirical Study: Despite incessant repetition of the word “diversity” and sweeping dogmas about its social benefits, countries that have suffered the intergroup strife which has so often accompanied the politicization of intergroup differences have then gone to great trouble to try to create enclaves […]
How do you get into a good college? T.M. Landry College Preparatory school in Louisiana boasts a 100 percent college acceptance rate. What is their secret? Well, according to the New York Times, they lie.
The Times article alleges that the school, “falsified transcripts, made up student accomplishments and mined the worst stereotypes of black America to manufacture up-from-hardship tales that it sold to Ivy League schools hungry for diversity.”
Welcome to the new normal, America! What’s it all about? Well, it’s all part of the glorious “resistance” that began with the unexpected election of Donald Trump. As you will recall, the election and subsequent coronation of Hillary Clinton was going to be little more than a formality for the leftward-marching nation, after which the […]
https://www.bbc.co.uk/bbcthree/article/50bf662a-c48c-4201-b2de-c575b14f6645 This essay disturbed me. Setting aside my doubts that people can willfully change their ideals without being dishonest and wasting other people’s time, is this the last barrier that someone will try to take down in the quest for an “identity-blind world”? If not with government intervention, at least with social pressure? The subject […]
When I’m in the mood for political comedy, I often turn to the American Philosophical Association’s blog — a collection of claptrap so crazy that it must be curated by The Onion‘s editorial staff . . . or no editorial staff at all, since its pages are rife with misspellings and grammatical errors. As for its political […]
Pardon my amateur city planning geekiness but testing a theory here. The source is https://www.youtube.com/watch?v=MehKgIcoj6o&feature=share …wherein an anthropologist got curious about why the eastern parts of cities were (broadly speaking) so often assigned to the under-privileged. It struck him that factory and railroad emissions usually drifted that way, because, ya know… the spin of the earth. […]