werepossum
Elite Member
- Jul 10, 2006
- 29,873
- 463
- 126
LOL
SNIP
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).
I think most Americans still support the first and perhaps the second where there is significant statistical under-representation, but certainly not the third or fourth which have the affect of weakening the company or other entity. The first two are roughly neutral in affect on the company or other entity. Having experienced reverse racism I can say the first two are okay by me - I experienced being the inevitable collateral damage but I'm still doing fine and can still support the first two methods until minority participation is perhaps a standard deviation off theoretical. (I can also attest that affirmative action is also used to hide other motivations. For instance, the training class for which I was unable to even get an application, not being a minority, was not mostly minority; there were evidently lots of relatives of influential TVA employees given slots too.)
The third and fourth are problematic. My preference would be not lowering standards, but providing remedies for the underlying problems. If black kids can't meet the test scores to get into colleges in a reasonably representational number then we need to throw additional resources into predominantly black schools or perhaps have a summer long or even year long remedial training program that remedies the specific problems. Ideally such programs would produce kids (or firefighters, teachers, whatever) that are above average so that the people produced would be in demand rather than struggling to do tasks for which they are not qualified. That way society, the company or agency in question, and the country are strengthened rather than weakened in return for the additional resources.
Although federal regulations may prohibit the fourth type of affirmative action hiring, failure to meet quotas is today regarded as evidence of bad faith and subject to sanctions by the federal government. A demonstrable lack of qualified minority candidates will not keep one safe from fines and other punishments.