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Affirmative Action Quotes

Browse 198 quotes about Affirmative Action.

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Affirmative Action Quotes

“Making God a man is the consolation prize that our forefathers gave themselves for not being the ones who were each blessed with a vagina.”

GodHumorGirlWomenFeminismHumourFemaleBlessedFeministEqualityGenderInequalityWomanCurseSatireGirlsBlessAncestorPatriarchyConsolationCursedGender EqualityConsoleAffirmative ActionForefathersAncestorsFemalesFeministsVaginaGlass CeilingMatriarchyGender GapWomen S DayConsolation PrizeInternational Women S DayVaginasForefather
Author:Mokokoma Mokhonoana
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“God’s grace is strong enough to hold me steady through every difficulty.”

LifeBelieveInspirationChristianMotivationReligionFaithHopeBeliefHealingPowerGracePositivePositive ThinkingEmotionalDivineLife PhilosophyWise WordsDifficultyAdversityLailah Gifty Akita AffirmationsDaily LifeFaith In GodFavourFighting SpiritSaviourOvercomerGods GraceSpiritual SayingsAffirmative ActionGod S GraceOvercoming PainSurviving SpiritAnchor
Book:Pearls of Wisdom: Great mind
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“Many a rich man’s bed is bigger than many a poor woman’s bedroom; his bedroom, her house.”

HousePoorPovertyBedResourcesPropertyProsperityEqualityRichesTreasureInequalityBrokeSubstanceKitchenWealthyHardshipNeedCashReservesBedroomProsperousLoadedNeedyCapitalAffirmative ActionAffluenceAffluentDoughDestitutePossessionsLow IncomeStockNeedinessMeansBeggaryImpoverishedPoverty StrickenFilthy RichFundsDestitutionFlushOpulentSize CountsImpoverishmentIndigenceMoneylessPennilessPenurySize Does Not CountHoldingsInsolventSize Doesn T CountImpecuniousImpecuniousnessIn DebtIndigentMoolahSecuritiesWell OffWherewithalCleaned OutFinance AssetsFlat BrokeFortune MoneyHard UpIn The MoneyLucreMade Of MoneyMoneyedMoolaNecessitousPauperdomPauperismPauperizedPennilessnessRolling In ItRolling In MoneyRolling In The DoughSilk StockingStinking RichStrapped Formal PenuriousUnable To Make Ends MeetWell HeeledWell To DoWithout A Cent To One S NameWithout A Sou
Author:Mokokoma Mokhonoana
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“My priority is not about grades. I yearn for knowledge, skills and wisdom.”

LifeWisdomSuccessDesirePassionEducationKnowledgeLearningPositive ThinkingInspirational LifeLife PhilosophyFailureReaderSkillsAmbitionLife And LivingPersonal GrowthPerseveranceUniversityPositivityPersonal DevelopmentSelf ConfidencePositive AttitudeGradesLailah Gifty Akita AffirmationsSelf MotivationAcademicNever Give UpEducational PhilosophyPositive OutlookTry AgainDetermined SpiritLearning ProcessSelf EducationDont QuitSeekAffirmative ActionGod S GraceDivine GraceSelf RealisationAssertivenessLearnerPersistent EffortDont WorryLifelong EducationLailah Gifty AkitaSelf StudyYearnSchool Grades
Book:Pearls of Wisdom: Great mind
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“Believe is confident hope. Hope is faith. Faith is timeless possibility. Possibility is spiritual. Spiritual is divine”

LoveBelievePhilosophyDreamRealitySpiritualRomancePurposeMotivationFaithHopeInspiringDestinyRelationshipAdvicePossibilityPositiveGreatnessPositive ThinkingDivineLife PhilosophyConfidenceEncouragementSelf RealizationPhilosophy Of LifeDaily InspirationDivinityLailah Gifty Akita AffirmationsDaily LifePotentialMissionTimelessMind PowerPurpose Driven LifeGods GracePilgrimageAffirmative ActionCalling PeopleDivine GraceHumanity AdviceLailah Gifty AkitaDream Come TrueLife Long Learning
Book:Pearls of Wisdom: Great mind
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“Quoting page 157: One consequence of this shift by management to a diversity rationale was the support it provided employers for hiring immigrants. Sociologist William Julius Wilson, surveying employment practices in a representative sample of 179 firms in the greater Chicago area in 1987-88, was “overwhelmed” by the willingness of Chicago employers to talk with his interviewers “in a negative way about blacks.” Three-fourths of the employers surveyed expressed some negative views about black workers, especially inner-city black men. They were seen as lazy, dishonest, undependable, and lacking in a work ethic. Employers strongly preferred Hispanic and Asian workers, seeing them as hardworking, dependable, and honest.”

DiversityImmigrationAffirmative ActionEthnic Conflict
Book:Collision Course: The Strange Convergence of Affirmative Action and Immigration Policy in America
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“Many people in Nixon’s camp had genuine faith in affirmative action. It wasn’t designed to fail, but it wasn’t designed to succeed, either; the intent behind it was not rooted in a desire to help black people attain equal standing in society. It was riot insurance. It was a financial incentive for blacks to stay in their own communities and out of the suburbs.”

CommunityDiversityEqualityEquityHousingAffirmative ActionNixon
Book:Some of My Best Friends Are Black: The Strange Story of Integration in America
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“Since Ivy League admissions data is a notoriously classified commodity, when when Harvard officials said in previous years that alumni kids were just better, you had to take their word. But then federal investigators came along and pried open those top-secret files. The Harvard guys were lying. This past fall, after two years of study, the U.S. Department of Education's Office for Civil Rights (OCR) found that, far from being more qualified or equally qualified, the average admitted legacy at Harvard between 1981 and 1988 was significantly LESS qualified than the average admitted nonlegacy. Examining admissions office ratings on academics, extracurriculars, personal qualities, recommendations, and other categories, the OCR concluded that "with the exception of the athletic rating, [admitted] nonlegacies scored better than legacies in ALL areas of comparison." In his recent book, "Preferential Policies", Thomas Sowell argues that doling out special treatment encourages lackluster performance by the favored and resentment from the spurned. His far-ranging study flits from Malaysia to South Africa to American college campuses. Legacies don't merit a word.”

ClassPrivilegeAffirmative ActionSocial Science
Author:John Larew
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“Further, when markers of race, gender, gender fluidity, sexual orientation, ethnicity, religion and other factors are the only criteria considered in hiring or admissions, students are cheated, as are those chosen to meet diversity measures on the basis of identity alone. Nothing is more essentialist or constraining than diversity understood strictly in terms of identity.”

HiringAffirmative ActionIdentity PoliticsEssentialismTokenismDiversity In Hiring
Book:Springtime for Snowflakes: Social Justice and Its Postmodern Parentage
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“Say a white boy takes a wrong turn and comes to my hood," he once said. "Now he's in the minority––nobody wants him there, unless it's to rob his ass––and more than anything he has to think about how to protect himself, how to get out. There's no weaker situation to be in than that, and this boy isn't getting anything productive done until he's out, back among his own people. But we take a wrong turn and end up at Yale, for the first time in our lives we don't have to worry about protecting ourselves. And we were all able to get enough shit done to be accepted here––so imagine what we can do when you take all the crazy hood shit out of the equation and we can just focus on the business at hand. So what if it's annoying as hell? Instead of sitting around here bitching about it, maybe we just accept that it is what it is, and know that we have the capacity to get way more from them than they'll ever get from us.”

RacismAfrican AmericanAffirmative ActionYale University
Book:The Short and Tragic Life of Robert Peace: A Brilliant Young Man Who Left Newark for the Ivy League
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“Breaking through the glass ceiling is only possible if you are stronger than glass.”

Inspirational QuotesMotivational QuotesSuccess QuotesLife Lessons QuotesLife Lesson QuotesMotivational InspirationalMotivational Quotes For WomenInspirational QuotationsGreatness QuotesInspirational Quotes MotivationMotivational Quote Of The DayStrength QuotesOvercomer QuotesInspirational Quotes For WomenFeminist QuotesOvercoming Challenges QuotesOvercoming Adversity QuotesAffirmative ActionWork QuotesCareer QuotesInner Strength QuotesOvercoming Obstacles QuotesBelieve In Yourself QuotesOvercoming Fear QuotesMotivational Quotes For RunnersWork QuotationsJob QuotesWork Ethic QuotesWork Hard QuotesImpossible QuotesInspirational Quotes For MenDiligence QuotesDoing The Impossible QuotesPromotion Quotes
Author:Matshona Dhliwayo
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“South Africa is the only country where an overwhelming majority in complete political control is apparently so threatened by a tiny minority that they need racist affirmative action policies to protect the majority by legislatively excluding the minority totally from the job market.”

CountryProtectMajorityRacistOverwhelmingSouth AfricaThreatenedAffirmative ActionPoliciesPolitical ControlJob MarketExcludingLegislativelyTiny Minority
Book:Inanna Rising: Women Forged in Fire
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“Affirmative action and equal opportunity was never and is not intended to let people with fewer skills and less experience triumph over those with more. It was intended to aid a decision between two people who have the same set of skills.”

CareersAffirmative ActionWomen In Tech
Book:Women in Tech: Take Your Career to the Next Level with Practical Advice and Inspiring Stories
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“However much history may be invoked in support of these policies (affirmative action), no policy can apply to history but can only apply to the present or the future. The past may be many things, but it is clearly irrevocable. Its sins can no more be purged than its achievements can be expunged. Those who suffered in centuries past are as much beyond our help as those who sinned are beyond our retribution.”

RacismCivil RightsAffirmative Action
Book:Civil Rights: Rhetoric or Reality?
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“Page 141: Group Polarization Patterns 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. * * * A rapid expansion of education is thus a factor in producing inter-group conflict, especially where the education is of a kind which produces diplomas rather than skills that have significant economic value in the marketplace. Education of a sort useful only for being a clerk, bureaucrat, school teacher--jobs whose numbers are relatively fixed in the short run and politically determined in the long run--tend to increase politicized inter-group strife. Yet newly emerging groups, whether in their own countries or abroad, tend to specialize precisely in such undemanding fields. Malay students, for example, have tended to specialize in Malay studies and Islamic studies, which provide them with no skills with which compete with the Chinese in the marketplace, either as businessmen, independent professionals, or technicians. Blacks and Hispanics in the United States follow a very similar pattern of specializing disproportionately in easier fields which offer less in the way of marketable skills. Such groups then have little choice but to turn to the government, not just for jobs but also for group preferences to be imposed in the market place, and for symbolic recognition in various forms. *** While economic interests are sometimes significant in explaining political decisions, they are by no means universally valid explanations. Educated elites from less advanced groups may have ample economic incentives to promote polarization and preferential treatment policies, but the real question is why the uneducated masses from such groups give them the political support without which they would be impotent. Indeed, it is often the less educated masses who unleash the mob violence from which their elite compatriots ultimately benefit--as in Malaysia, Sri Lanka, or parts of India, Africa, or the United States, where such violence has led to group preference policies in employment, educational institutions, and elsewhere. The common denominator in these highly disparate societies seems to be not only resentment of other groups' success but also fear of an inability to compete with them, combined with a painful embarrassment at being so visibly "under-represented"--or missing entirely—in prestigious occupations and institutions. To remedy this within apolitically relevant time horizon requires not simply increased opportunities but earmarked benefits directly given on a racial or ethnic basis.”

MulticulturalismAffirmative ActionEthnic Conflict
Book:Race And Culture: A World View
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“pp. 87-88: The usual way in which the media and politicians talk about race discrimination in the job market is to compare the percentage of Africans or Latins in a given occupation with the percentage of Europeans. This makes the situation look bad. The 2014–2018 American Community Survey found that Africans, at 13 percent of the population, accounted for only 3.6 percent of CEOs, 3.7 percent of physical scientists, 4.4 percent of civil engineers, 5.1 percent of physicians, and 5.2 percent of lawyers. Latin percentages in those prestigious occupations ranged from 5.3 to 7.6 percent, but Latins are almost 18 percent of the population, so their underrepresentation was nearly the same. The picture flips when race differences in cognitive ability and job performance are taken into account. Africans and Latins get through the educational pipeline with preferential treatment in admissions to colleges and to professional programs. Their mean IQs in occupations across the range from unskilled to those requiring advanced degrees are substantially lower than the mean IQs for Europeans in the same occupations. Race differences in measures of on-the-job performance are commensurate with the differences in cognitive ability. I think it is fair to conclude that the American job market is indeed racially biased. A detached observer might even call it systemic racism. The American job market systemically discriminates in favor of racial minorities other than Asians.”

Affirmative ActionRacial DiscriminationAnti White Discrimination
Book:Facing Reality: Two Truths about Race in America
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“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.”

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

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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“Race norming is the practice of converting individual test scores to percentile or standard scores within one’s racial group. In the process of race norming, an individual’s percentile score is not calculated in reference to all persons who took the test; instead, an individual’s percentile score is determined only in reference to others in the same racial group. After norming scores by percentile in separate racial groups, the lists are combined to make selection decisions. By norming within racial groups, the same raw score for Whites and Blacks can be converted to different percentile scores based on the distribution of scores for each racial group. For example, suppose that a White candidate and a Black candidate each earn a raw score of 74 points on a test. If the White candidate’s test score is converted to a percentile only in reference to other White candidates and the Black candidate’s test score is converted to a percentile only in reference to other Black candidates, then the percentile scores earned by the two candidates may not be equal even though they attained the same raw test score. Perhaps the 74-point raw score for the White candidate may be at the 60th percentile of the White distribution of scores, whereas the 74-point score for the Black candidate may be at the 65th percentile of the Black distribution of scores. When the White and Black percentile scores are combined into a common list and selection decisions are made, the candidates who scored the same 74 raw points on the test might be treated very differently. For example, if the organization decides to hire only persons who scored at the 65th percentile and above, then the Black candidate would be selected and the White candidate would not. In another circumstance, the organization could decide to hire persons with the highest percentile first, which would mean that the Black candidate would be selected prior to the White candidate.”

Affirmative ActionEthnic ConflictRace Norming
Author:iresearchnet
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“Santa Barbara Independent June 30, 2021 Letters: Disparate Disparities Rick Roney … 75 percent of the basketball players in the NBA are black. Thirteen percent of the population is black. Does this imply the NBA is systemically discriminating against white people? Or are blacks, on average, better high-level basketball players? Two-thirds of speeding tickets are given to males. Men are slightly less than 50 percent of our population. Does this imply police are systemically prejudiced against men? Or do men drive faster and/or log more miles driving than women. Ninety percent of the inmates in prison are male. Does this imply the criminal justice system is systemically prejudiced against men? Or do men commit more crimes? You get the point. Disparate impact analysis is a bogus analytical methodology.”

Affirmative ActionEthnic ConflictDisparate ImpactRacial Disparities
Author:Rick Roney
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“Christianity embodied all the moral instincts of our race, such as our concepts of personal honor, of personal self-respect and integrity, of fair play, of pity for the unfortunate, of loyalty- all of which seem preposterous to other races, at least in the form and application that we give to them. They simply lack our instincts. We think that it makes a great difference whether we kill a man in a fair fight or by treacherously stabbing him in the back or by putting poison in the cup that he accepts from our friendly hand; to at least one other race, we are simply childish and irrational: if you are to kill a man, kill him in the safest and most convenient way. Again, we, whether Christians or atheists, have an instinct for truth, so that if we lie, we have physical reactions that can be detected by a sphygmomanometer (often called a polygraph or "lie detector"). When officers of American military intelligence tried to use that device in the interrogation of prisoners during the Korean War, they discovered that Koreans and Chinese have no reaction that the instrument can detect, no matter how outrageous the lies they tell. We and they are differently constituted. We can no longer be so obtuse as to ignore the vast differences in mentality and instinct that separate us from all other races - not merely from savages, but from highly civilized races. The differences are innate, and to attempt to change their way of thinking with argument, generosity, or holy water is as absurd as attempting to change the color of their skins. That is a fact that we must accept. However, one may relate that fact to Christian doctrine, if we, a small minority among the teeming and terribly fecund populations of the globe, call all other peoples perverse or wicked, we merely confuse ourselves. If we are to think objectively and rationally, we must do so in the terms used by Maurice Samuel, who, after his discerning and admirably candid study of the "unbridgeable gulf' that separates Indo-Europeans from Jews, had to conclude that "This difference in behavior and reaction springs from something more earnest and significant than a difference of beliefs: it springs from a difference in our biologic equipment.”

ChristianityImmigrationMulticulturalismWestern CivilizationAffirmative Action
Book:Christianity and the survival of the West
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“Non-Latino Latino White 60.0% 12.1% Black 12.4% 0.4% East Asian 2.4% 0.0% South Asian 1.5% 0.0% Filipino/Pacific Islander 1.1% 0.0% Native American 0.7% 0.2% Southeast Asian 0.6% 0.0% Other Asian 0.1% 0.1% Other Single Race 0.3% 4.7% White & Black 0.7% 0.1% White & Native American 0.5% 0.1% White & Asian 0.5% 0.1% Other Combination 0.8% 0.6% TOTAL 81.6% 18.4%”

ImmigrationMulticulturalismAffirmative Action
Book:Facing Reality: Two Truths about Race in America
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“Page 42: Whatever the combination of sources of test bias might be, genuine bias against a minority will show up in a way that leaves no room for doubt: It will under-predict the test taker’s performance in the classroom or on the job. Whether predictive validity is the same for different groups can be subjected to rigorous statistical scrutiny, and it has been, repeatedly. The results are unambiguous, whether the thing being predicted is grades in school or performance on the job. The major tests do not under-predict the performance of Africans or Latins.”

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

IntelligenceAffirmative ActionIq
Book:Facing Reality: Two Truths about Race in America
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“Page 8: In addition to size, political power also distinguishes minority and majority peoples. Minority groups suffer limited social mobility, political disadvantage, restricted access to material well-being, and government policies have directly or indirectly perpetuated these conditions. According to Messina, minorities may be described as ‘groups that are underrepresented in positions of authority and control in the major institutions of society. They are limited to ineffectual, low prestige, poorly paid positions within major institutions or excluded from the institutions altogether.’ In that case, political minorities need not be numerical minorities. Moreover, a nation differs from a minority insofar as, according to Gurr, the minority has a defined status within a larger society, and it seeks to improve upon that status, while the nation seeks some form of autonomy from the state. In other words, the minority wants to improve its position within the system, while the nation strives for exit from the system. While nationalism is simply defined by a dictionary as ‘the devotion to one’s nation; patriotism or chauvinism’, it does in fact connote more, embodying culture, ethnicity, language. Indeed, according to Smith, nationalism is a’a doctrine of autonomy, unity and identity, whose members conceive it to be an actual or potential nation’. Just as the term nation is submerged in contradictory terminology, so too is nationalism. Connor has attempted to rectify the semantic sources of misunderstanding by clarifying words: a sloppy use of the term nationalism connotes loyalty to the state. It is, in fact, loyalty to the nation. Loyalty to the state is patriotism. In the case of nation-states, the two forms of loyalty coincide, but they must be treated separately in the literature. To avoid this confusion, Connor introduced the term ethno-nationalism. The mix of ethnicity and nationalism leads to ethno-nationalism, which according to Connor and Shiels, is ‘the sentiment of an ethnic minority in a state or living across state boundaries that propels the group to unify and identify itself as having the capacity for self-government’.”

ImmigrationAffirmative ActionEthnic ConflictGreat Replacement
Book:The Demographic Struggle for Power
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