yeah, that affirmative action shit really helped all those asians get into ivy league schools.
oh wait, they weren't accepted because they had to accept a black guy who was less qualified.
LOL
http://www.understandingprejudice.org/readroom/articles/affirm.htm
Myth 3: Affirmative action may have been necessary 30 years ago, but the playing field is fairly level today.
Despite the progress that has been made, the playing field is far from level. Women continue to earn 76 cents for every male dollar (Bowler, 1999). Black people continue to have twice the unemployment rate of White people, twice the rate of infant mortality, and just over half the proportion of people who attend four years or more of college (see Figure 1). In fact, without affirmative action the percentage of Black students at many selective schools would drop to only 2% of the student body (Bowen & Bok, 1998). This would effectively choke off Black access to top universities and severely restrict progress toward racial equality
Myth 6: If Jewish people and Asian Americans can rapidly advance economically, African Americans should be able to do the same.
This comparison ignores the unique history of discrimination against Black people in America. As historian Roger Wilkins has pointed out, Blacks have a 375-year history on this continent: 245 involving slavery, 100 involving legalized discrimination, and only 30 involving anything else (Wilkins, 1995). Jews and Asians, on the other hand, are populations that immigrated to North America and included doctors, lawyers, professors, and entrepreneurs among their ranks. Moreover, European Jews are able to function as part of the White majority. To expect Blacks to show the same upward mobility as Jews and Asians is to deny the historical and social reality that Black people face.
Myth 10: Support for affirmative action means support for preferential selection procedures that favor unqualified candidates over qualified candidates.
Actually, most supporters of affirmative action oppose this type of preferential selection. Preferential selection procedures can be ordered along the following continuum:
Selection among equally qualified candidates. The mildest form of affirmative action selection occurs when a female or minority candidate is chosen from a pool of equally qualified applicants (e.g., students with identical college entrance scores). Survey research suggests that three-quarters of the public does not see this type of affirmative action as discriminatory (Roper Center for Public Opinion, 1995e).
Selection among comparable candidates. A somewhat stronger form occurs when female or minority candidates are roughly comparable to other candidates (e.g., their college entrance scores are lower, but not by a significant amount). The logic here is similar to the logic of selecting among equally qualified candidates; all that is needed is an understanding that, for example, predictions based on an SAT score of 620 are virtually indistinguishable from predictions based on an SAT score of 630.
Selection among unequal candidates. A still stronger form of affirmative action occurs when qualified female or minority candidates are chosen over candidates whose records are better by a substantial amount.
Selection among qualified and unqualified candidates. The strongest form of preferential selection occurs when unqualified female or minority members are chosen over other candidates who are qualified.
Although affirmative action is sometimes mistakenly equated with this form of preferential treatment, federal regulations explicitly prohibit affirmative action programs in which unqualified or unneeded employees are hired (Bureau of National Affairs, 1979).