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Quote by Charles Murray

“Page 65: The consistent findings about cognitive ability and job performance that apply most directly to group differences in cognitive ability are these: • Measures of cognitive ability and job performance are always positively correlated. • The size of the correlation goes up as the job becomes more cognitively complex. • Even for low-skill occupations, job experience does not lead to convergence in performance among persons with different cognitive ability. • For intellectually demanding jobs, there is no point at which more cognitive ability doesn’t make a difference. Increases in IQ scores are statistically associated with increases in productivity at every level of cognitive ability.”

Quote by Charles Murray

Book:Facing Reality: Two Truths about Race in America
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Facing Reality: Two Truths about Race in America

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Charles Murray

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“Page 67: For jobs that require a college degree, race differences in cognitive ability in the workplace should be minimized by the process of obtaining that college degree. But it hasn’t worked that way since at least the 1970s. Colleges have been complicit in transmitting the mean IQ differences by race in the general population not only through the college pipeline but through the graduate-education pipeline as well.” Page 76: The mean IQs of Africans and Latins increase with each higher category, just as the European means do, but the size of the difference generally keeps pace. In the case of the European–African difference, the size of the difference tends to increase along with IQ, from 1.01 SDs for occupations with European mean IQs under 100 to 1.20 SDs for European mean IQs of 110 or higher.”

IntelligenceAffirmative ActionIq
Book:Facing Reality: Two Truths about Race in America
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“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.”

Affirmative ActionAnti White Discrimination
Book:The Bell Curve: Intelligence and Class Structure in American Life
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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.”

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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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