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Quote by Charles Murray

“Page 46: Our picture suggests that for every person within the ranks of college graduates, there is another among those without a college degree who has just as high an IQ—or at least almost. And as for the graduates of the dozen top schools, … they too are apparently outnumbered by people with similar IQs who do not graduate from those colleges, or do not graduate from college at all.”

Quote by Charles Murray

Book:The Bell Curve: Intelligence and Class Structure in American Life
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The Bell Curve: Intelligence and Class Structure in American Life

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Charles Murray

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“Page 321: But after controlling for IQ, the picture reverses. The chance of entering a high-IQ occupation for a black with an IQ of 117 (which was the average IQ of all the people in these occupations in the NLSY sample) was twice the proportion of whites with the same IQ. Latinos with an IQ of 117 had more than a 50% higher chance of entering a high-IQ occupation than whites with the same IQ. This phenomenon applies across a wide range of occupations, as discussed in more detail in Chapter 20.”

IntelligenceAffirmative ActionRacial Differences In Iq
Book:The Bell Curve: Intelligence and Class Structure in American Life
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“A 2002 Wall Street Journal article provided eye-opening details about how comprehensive review worked in practice. UCLA had accepted a Hispanic girl with SATs of 940, while rejecting a Korean student with 1500s. The Korean student hardly lived in the lap of luxury. He tutored children to pay rent for his divorced mother, who developed breast cancer.”

Affirmative ActionMeritocracyUcla
Book:The Diversity Delusion: How Race and Gender Pandering Corrupt the University and Undermine Our Culture
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“It is, however, important to understand that giving a man his due may often mean giving him special treatment. I am aware of the fact that this has been a troublesome concept for many liberals, since it conflicts with their traditional ideal of equal opportunity and equal treatment of people according to their individual merits. But this is a day which demands new thinking and the reevaluation of old concepts. A society that has done something special against the Negro for hundreds of years must now do something special for him, in order to equip him to compete on a just and equal basis.”

EqualityAfrican AmericansEquityBlacksAffirmative ActionSpecial TreatmentPreferential Treatment
Book:Where Do We Go from Here: Chaos or Community?
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“Affirmative action hiring pressures make it costly to have no minority employees, but continuing affirmative action pressures at the promotion and discharge phases also make it costly to have minority employees who do not work out well. The net effect is to increase the demand for highly qualified minority employees while decreasing the demand for less qualified minority employees or for those without a sufficient track record to reassure employers.”

EconomicsAffirmative Action
Book:Civil Rights: Rhetoric or Reality?
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“Wikipedia: Global South Global South "emerged in part to aid countries in the southern hemisphere to work in collaboration on political, economic, social, environmental, cultural, and technical issues." This is called South–South cooperation (SSC), a "political and economical term that refers to the long-term goal of pursuing world economic changes that mutually benefit countries in the Global South and lead to greater solidarity among the disadvantaged in the world system." The hope is that countries within the Global South will "assist each other in social, political, and economical development, radically altering the world system to reflect their interests and not just the interests of the Global North in the process." It is guided by the principles of "respect for national sovereignty, national ownership, independence, equality, non-conditionality, non-interference in domestic affairs, and mutual benefit.”

ImmigrationThird WorldAffirmative Action
Author:Wikipedia: Global South
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“A protected group or protected class is a group of people qualified for special protection by a law, policy, or similar authority. In the United States, the term is frequently used in connection with employees and employment. U.S. federal law protects individuals from discrimination or harassment based on the following nine protected classes: sex, race, age, disability, color, creed, national origin, religion, or genetic information (added in 2008). Many state laws also give certain protected groups special protection against harassment and discrimination, as do many employer policies. Although it is not required by federal law, state law and employer policies may also protect employees from harassment or discrimination based on marital status or sexual orientation. The following characteristics are "protected" by United States federal anti-discrimination law: Race – Civil Rights Act of 1964 Religion – Civil Rights Act of 1964 National origin – Civil Rights Act of 1964 Age (40 and over) – Age Discrimination in Employment Act of 1967 Sex – Equal Pay Act of 1963 and Civil Rights Act of 1964 Sexual orientation and gender identity as of Bostock v. Clayton County – Civil Rights Act of 1964 Pregnancy – Pregnancy Discrimination Act Familial status – Civil Rights Act of 1968 Title VIII: Prohibits discrimination for having or not having children Disability status – Rehabilitation Act of 1973 and Americans with Disabilities Act of 1990 Veteran status – Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Uniformed Services Employment and Reemployment Rights Act Genetic information – Genetic Information Nondiscrimination Act Individual states can and do create other classes for protection under state law.”

Affirmative ActionIdentity GroupsProtected Group
Author:Wikipedia: Protected group
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“Page 141: Political anger and demands for privileges are, of course, not limited to the less privileged. Indeed, even when demands are made in the name of less privileged racial or ethnic groups, often it is the more privileged members of such groups who make the demands and who benefit from policies designed to meet such demands. These demands may erupt suddenly in the wake of the creation (or sharp enlargement) of a newly educated class which sees its path to coveted middle-class professions blocked by competition of other groups--as in India, French Canada, or Lithuania, for example.”

Affirmative ActionCritical Race TheoryAnti White DiscriminationPreferential Policies
Book:Race And Culture: A World View
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“Wikipedia: Race Norming Race-norming, more formally called within-group score conversion and score adjustment strategy, is the practice of adjusting test scores to account for the race or ethnicity of the test-taker. In the United States, it was first implemented by the Federal Government in 1981 with little publicity, and was subsequently outlawed by the Civil Rights Act of 1991. Prior to being banned by the federal government, race-norming was practiced by 38 U.S. states' employment services. The aim of this practice is to counteract alleged racial bias in aptitude tests administered to job applicants, as well as in neuropsychological tests. The practice converted and compared the raw score of the test according to racial groups. The score of a black candidate is only compared to the scores of those who had the same ethnicity. If the candidate's score, which is reported within a percentile range, fell within a certain percentile when compared to white or all candidates, it would be much higher among other black candidates.”

Affirmative ActionEthnic ConflictRace Norming
Author:Wikipedia Contributors
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“Gottfredson, Linda S. (1994). "The science and politics of race-norming". American Psychologist. 49 (11): 955–963 Disparate impact (racial imbalance) in employee selection constitutes prima facie evidence of unlawful discrimination. Research in personnel psychology has shown, however, that valid and unbiased selection procedures often guarantee disparate impact and that they will continue to do so as long as there remain large racial disparities in job-related skills and abilities. Employers are in a legal bind because often they can avoid disparate impact only by engaging in unlawful disparate treatment (racial preferences).”

Affirmative ActionEthnic ConflictRace Norming
Author:Linda Gottfredson
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