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White Identity: Racial Consciousness in the 21st Century

Book by Jared Taylor · 5 quotes · Diversity, Race, Immigration

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White Identity: Racial Consciousness in the 21st Century Quotes

“The conclusion that race is a serious and durable social fault line is not a popular one in the social sciences. Many scholars have downplayed its importance, and have insisted that class differences are the real cause of social conflict. Political scientist Walker Connor, who has taught at Harvard, Dartmouth, and Cambridge, has sharply criticized his colleagues for ignoring ethnic loyalty, which he calls ethnonationalism. He wrote of “the school of thought called ‘nation-building’ that dominated the literature on political development, particularly in the United States after the Second World War:” 'The near total disregard of ethnonationalism that characterized the school, which numbered so many leading political scientists of the time, still astonishes. Again we encounter that divorce between intellectual theory and the real world.' He explained further: 'To the degree that ethnic identity is given recognition, it is apt to be as a somewhat unimportant and ephemeral nuisance that will unquestionably give way to a common identity . . . as modern communication and transportation networks link the state’s various parts more closely.' However: “There is little evidence of modern communications destroying ethnic consciousness, and much evidence of their augmenting it.” Prof. Connor came close to saying that any scholar who ignores ethnic loyalty is dishonest: '[H]e perceives those trends that he deems desirable as actually occurring, regardless of the factual situation. If the fact of ethnic nationalism is not compatible with his vision, it can thus be willed away. . . . [T]he treatment calls for total disregard or cavalier dismissal of the undesired facts.' This harsh judgment may not be unwarranted. Robert Putnam, mentioned above for his research on how racial diversity decreases trust in American neighborhoods, waited five years to publish his data. He was displeased with his findings, and worked very hard to find something other than racial diversity to explain why people in Maine and North Dakota trusted each other more than people in Los Angeles. Setting aside the reluctance academics may have for publishing data that conflict with current political ideals, Prof. Connor wrote that scholars discount racial or ethnic loyalty because of “the inherent limitations of rational inquiry into the realm of group identity.” Social scientists like to analyze political and economic interests because they are clear and rational, whereas Prof. Connor argues that rational calculations “hint not at all at the passions that motivate Kurdish, Tamil, and Tigre guerrillas or Basque, Corsican, Irish, and Palestinian terrorists.” As Chateaubriand noted in the 18th century: “Men don’t allow themselves to be killed for their interests; they allow themselves to be killed for their passions.” Prof. Connor adds that group loyalty is evoked “not through appeals to reason but through appeals to the emotions (appeals not to the mind but to the blood).” Academics do not like the unquantifiable, the emotional, the primitive—even if these things drive men harder than the practical and the rational—and are therefore inclined to downplay or even disregard them.”

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Book:White Identity: Racial Consciousness in the 21st Century
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“It should be clear by now that whatever Americans say about diversity, it is not a strength. If it were a strength, Americans would practice it spontaneously. It would not require “diversity management” or anti-discrimination laws. Nor would it require constant reminders of how wonderful it is. It takes no exhortations for us to appreciate things that are truly desirable: indoor plumbing, vacations, modern medicine, friendship, or cheaper gasoline. [W]hen they are free to do so, most people avoid diversity. The scientific evidence suggests why: Human beings appear to have deeply-rooted tribal instincts. They seem to prefer to live in homogeneous communities rather than endure the tension and conflict that arise from differences. If the goal of building a diverse society conflicts with some aspect of our nature, it will be very difficult to achieve. As Horace wrote in the Epistles, “Though you drive Nature out with a pitchfork, she will ever find her way back.” Some intellectuals and bohemians profess to enjoy diversity, but they appear to be a minority. Why do we insist that diversity is a strength when it is not? In the 1950s and 1960s, when segregation was being dismantled, many people believed full integration would be achieved within a generation. At that time, there were few Hispanics or Asians but with a population of blacks and whites, the United States could be described as “diverse.” It seemed vastly more forward-looking to think of this as an advantage to be cultivated rather than a weakness to be endured. Our country also seemed to be embarking on a morally superior course. Human history is the history of warfare—between nations, tribes, and religions —and many Americans believed that reconciliation between blacks and whites would lead to a new era of inclusiveness for all peoples of the world. After the immigration reforms of 1965 opened the United States to large numbers of non- Europeans, our country became more diverse than anyone in the 1950s would have imagined. Diversity often led to conflict, but it would have been a repudiation of the civil rights movement to conclude that diversity was a weakness. Americans are proud of their country and do not like to think it may have made a serious mistake. As examples of ethnic and racial tension continued to accumulate, and as the civil rights vision of effortless integration faded, there were strong ideological and even patriotic reasons to downplay or deny what was happening, or at least to hope that exhortations to “celebrate diversity” would turn what was proving to be a problem into an advantage. To criticize diversity raises the intolerable possibility that the United States has been acting on mistaken assumptions for half a century. To talk glowingly about diversity therefore became a form of cheerleading for America. It even became common to say that diversity was our greatest strength—something that would have astonished any American from the colonial era through the 1950s. There is so much emotional capital invested in the civil-rights-era goals of racial equality and harmony that virtually any critique of its assumptions is intolerable. To point out the obvious— that diversity brings conflict—is to question sacred assumptions about the ultimate insignificance of race. Nations are at their most sensitive and irrational where they are weakest. It is precisely because it is so easy to point out the weaknesses of diversity that any attempt to do so must be countered, not by specifying diversity’s strengths—which no one can do—but with accusations of racism.”

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“What are the implications of ethnic identity for multi-racial and multi-ethnic societies? Tatu Vanhanen of the University of Tampere, Finland, has probably researched the effects of ethnic diversity more systematically than anyone else. In a massive, book-length study, he measured ethnic diversity and levels of conflict in 148 countries, and found correlations in the 0.5 to 0.9 range for the two variables, depending on how the variables were defined and measured. Homogeneous countries like Japan and Iceland show very low levels of conflict, while highly diverse countries like Lebanon and Sudan are wracked with strife. Prof. Vanhanen found tension in all multi-ethnic societies: “Interest conflicts between ethnic groups are inevitable because ethnic groups are genetic kinship groups and because the struggle for existence concerns the survival of our own genes through our own and our relatives’ descendants.” Prof. Vanhanen also found that economic and political institutions make no difference; wealthy, democratic countries suffer from sectarian strife as much as poor, authoritarian ones: “Ethnic nepotism belongs to human nature and . . . it is independent from the level of socioeconomic development (modernization) and also from the degree of democratization.” Others have argued that democracy is particularly vulnerable to ethnic tensions while authoritarian regimes like Saddam Hussein’s Iraq or Tito’s Yugoslavia can give the impression of holding it in check. One expert writing in Foreign Affairs explained that for democracy to work “the party or group that loses has to trust the new majority and believe that its basic interests will still be protected and that there is nothing to fear from a change in power.” He wrote that this was much less likely when opposing parties represent different races or ethnicities. The United Nations found that from 1989 to 1992 there were 82 conflicts that had resulted in at least 1,000 deaths each. Of these, no fewer than 79, or 96 percent, were ethnic or religious conflicts that took place within the borders of recognized states. Only three were cross-border conflicts. Wars between nations are usually ethnic conflicts as well. Internal ethnic conflict has very serious consequences. As J. Philippe Rushton has argued, “The politics of ethnic identity are increasingly replacing the politics of class as the major threat to the stability of nations.” One must question the wisdom of then-president Bill Clinton’s explanation for the 1999 NATO bombing of Serbia: “[T]he principle we and our allies have been fighting for in the Balkans is the principle of multi-ethnic, tolerant, inclusive democracy. We have been fighting against the idea that statehood must be based entirely on ethnicity.” That same year, the American supreme commander of NATO, Wesley Clark, was even more direct: “There is no place in modern Europe for ethnically pure states. That’s a 19th century idea and we are trying to transition into the 21st century, and we are going to do it with multi-ethnic states.”

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“The racial conflict and self-segregation described [...] are not what we would expect if widespread assumptions about the advantages of diversity are true. The prevailing view in the media and some parts of academia is that race is not even a legitimate biological category, and that it is only because of prejudiced conditioning that we even notice it. This view ignores the large body of scientific work that suggests racial and ethnic consciousness is deeply rooted in human psychology. Our species seems to have an instinct for determining who is in our group and who is not. Studies of individuals point to unconscious processes in the brain that reflect a suspicion of people unlike ourselves, leading some researchers to conclude that ethnocentrism is part of human nature. At the same time, studies at the group level show that ethnic conflict is universal. In all countries, diversity of religion, ethnicity, or race causes conflict. For the better part of the post-war period, sociologists and political scientists downplayed ethnic conflict, on the assumption that it was a pre modern relic that would be replaced by competition based on class or professional affiliation. This has not happened. As one researcher has concluded, “ethnicity based on common descent tends to be more important than class based on common interest. Blood runs thicker than money.” It is from two directions, therefore, that scientists have begun to question the view that ethnic or racial mixing can be easily achieved. Laboratory investigations of individuals have found what may be tribal or ethnocentric instincts, while analysis of societies suggests that diversity invariably brings conflict.”

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“Thomas A. Kochan, a professor at MIT’s Sloan School of Management, has probably researched corporate diversity more extensively than anyone. His conclusion after a five-year study? “The diversity industry is built on sand.” Prof. Kochan initially contacted 20 major companies that have publicly committed themselves to diversity, and was astonished to find that not one had done a serious study of how diversity increased profits or improved operations. He learned that managers are afraid that race-related research could bring on lawsuits, but that another reason they do not look for results is “because people simply want to believe that diversity works.” Like other researchers, he found “the negative consequences of diversity, such as higher turnover and greater conflict in the workplace,” and concluded that even if the best managers were able to overcome these problems there was no evidence diversity leads to greater profits. “The business case rhetoric for diversity is simply naive and overdone,” he says, noting that the estimated $8 billion a year spent on diversity training did not even protect businesses from discrimination suits, much less increase profits. Common sense suggests that it is hard to get dissimilar people to work together. Indeed, a large-scale survey called the National Study of the Changing Workforce found that more than half of all workers said they preferred to work with people who were not only the same race as themselves, but had the same education and were the same sex.”

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