Diversity Equity and Inclusion

[Anonymous]

Anonymous wrote:The fact that this thread is still popular on a forum that caters to the DMV area - which is one of the most liberal parts of the country - clearly shows the DE&I stuff will create problems for Democrats in 2022/2024.

+100

[Anonymous]

Anonymous wrote:

Anonymous wrote:When I taught 3rd grade, the father of my one Asian student asked for an extra math text book to keep at home so they could practice math. The other white more affluent parents complained if I assigned math homework on a game night, like for soccer or some extra curricular league. I had no idea of the schedule. A white family took their son out of class for a week to attend the Workd Series in another state. I could go on and on.

Homework doesn't actually do that much good. So, I question your teaching methods.

My students used dry erase boards to show their work during group math practice, after I modeled the steps and showed them how to work out the math problems. I would assign independent math practice, also known as homework, when I could see they knew how to complete the homework.

This was at a small private school in the late 1990s. Math homework was an effective teaching method. Please site studies that show math practice of problems is not effective. Parents can't be bothered with their kids having homework anymore.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:All you David Dukes are still living in the 1980s. Diversity, Equity, and Inclusion has already happened. Black women are nothing like your stereotypes. They are the core specialists and managers in government, health care, education, professional services, and other fields.

Maybe in PG County, HUD, HHS and HBCU

DP. Don't forget that they work in Fed HR and screw up everything from your insurance to your pay lol

This this this

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's a suggestion: stop asking people what " race " they are on every application, form and survey

Have job applicants apply by initials only with their CV

then have a selection of interviewees and choose.

Someone else can study the impacts, but it should work same way female authors got themselves published the last 100 years.

STOP choosing based on race. It does nothing to match the best qualified to the job

+100

I agree with this. Anonymizing resumes is not a new concept and many places do it. And noting race on applications is used to do analysis AFTER the hire. It is not in most case shared with with the people making the selection (and it is actually prohibited to do so with in most parts of the federal government.)

How do you propose handling the interview though?

The whole point of DE&I is to get people eventually to stop choosing on the basis of race. That is, in fact, the historical problem they are trying to solve for. The point is to attract a diverse applicant pool and to educate people about the subconscious ways preference may play a role in their decisions.

How quaint, the modern DE&I industry is absolutely not about race blind anything. It is all about introducing race into all aspects of hiring to make sure the "right" (not best) people get hired.

For example:

"The city’s Commission on Human Rights decided against the musicians, but found that aspects of the orchestra’s hiring system, especially regarding substitute and extra players, functioned as an old boys’ network and were discriminatory. The ruling helped prod American orchestras, finally, to try and deal with the biases that had kept them overwhelmingly white and male. The Philharmonic, and many other ensembles, began to hold auditions behind a screen, so that factors like race and gender wouldn’t influence strictly musical appraisals.

Blind auditions, as they became known, proved transformative. The percentage of women in orchestras, which hovered under 6 percent in 1970, grew. Today, women make up a third of the Boston Symphony Orchestra, and they are half the New York Philharmonic. Blind auditions changed the face of American orchestras.

But not enough.

American orchestras remain among the nation’s least racially diverse institutions, especially in regard to Black and Latino artists. In a 2014 study, only 1.8 percent of the players in top ensembles were Black; just 2.5 percent were Latino. At the time of the Philharmonic’s 1969 discrimination case, it had one Black player, the first it ever hired: Sanford Allen, a violinist. Today, in a city that is a quarter Black, just one out of 106 full-time players is Black: Anthony McGill, the principal clarinet.

The status quo is not working. If things are to change, ensembles must be able to take proactive steps to address the appalling racial imbalance that remains in their ranks. Blind auditions are no longer tenable.

...

If the musicians onstage are going to better reflect the diversity of the communities they serve, the audition process has to be altered to take into fuller account artists’ backgrounds and experiences. Removing the screen is a crucial step.

Blind auditions are based on an appealing premise of pure meritocracy: An orchestra should be built from the very best players, period. But ask anyone in the field, and you’ll learn that over the past century of increasingly professionalized training, there has come to be remarkably little difference between players at the top tier. There is an athletic component to playing an instrument, and as with sprinters, gymnasts and tennis pros, the basic level of technical skill among American instrumentalists has steadily risen. A typical orchestral audition might end up attracting dozens of people who are essentially indistinguishable in their musicianship and technique.

It’s like an elite college facing a sea of applicants with straight A’s and perfect test scores. Such a school can move past those marks, embrace diversity as a social virtue and assemble a freshman class that advances other values along with academic achievement. For orchestras, the qualities of an ideal player might well include talent as an educator, interest in unusual repertoire or willingness to program innovative chamber events as well as pure musicianship. American orchestras should be able to foster these values, and a diverse complement of musicians, rather than passively waiting for representation to emerge from behind the audition screen."

https://www.nytimes.com/2020/07/16/arts/music/blind-auditions-orchestras-race.html

OK, so first let me briefly put on my editor hat. What the heck has happened to the NYT?

The basic premise doesn't hold. If there were in fact "remarkably little difference between players at the top tier," as they claim, then there would be more than one black player in the orchestra wouldn't there?

If it was just a coin toss difference between different interchangeable players auditioning then there would end up being roughly the "right" number of black players. (which for some reason they think should match the general population in NYC, even though they provide no evidence that black New Yorkers pursue careers as professional classical musicians at the same rate as other races.)

So the obvious reason black players don't get selected in blind auditions is because they aren't as good as musicians of other races. That means a meritocratic race (and gender) blind system needs to be replaced with a system that can be gamed, even if that means selected less talented musicians for an elite orchestra.

...and for the people here lying about what the DE&I people want, this has nothingto do with anyone who was disadvantaged. This is about picking less talented performers based on race.

Bump, nothing substantive from anyone?

What is the goal here? Clearly it isn't "select the best possible musicians."

I'll bite.

1. I can't access the article you reference, but as far as I can tell, this is one guy's opinion that he got published, not an actual practice of the organization? So I'm not sure why you think this can be generalized to the entire DE&I movement, when very explicitly most DE&I initiatives are advocating for a race/gender blind selection system
2. I think you are overlooking the problem DE&I is trying to solve- underrepresentation. So the bolded illustrates the point. The theory is that no, there are not as many black players as the population. That is because the meritocracy that you envision does not exist. There is a historic preference for non-minority in the system that gets people there. Less access to music training in certain areas, less time to pursue, etc. People who oppose DE&I think that we are already in the place that people advocating for it are trying to get to.

3. Why do you think people are lying? You may disagree with their premise or their proposed solution, but I'm not sure why you have reason to doubt their sincerity.

So I have bolded a few thing. Your first assertion is false. Modern DE&I is not advocating for race-blind anything. Just as one example multiple universities have gone to court in recent years to defend their racial preferences in their admissions process. In one of its court filings Harvard revealed that according to their own internal numbers:

"“And we have seen the damage that has been done when race is not allowed to be considered. So from a statistical perspective, it is clear,” added Yang, referencing the numbers that show if Harvard abandoned the consideration of race in its application process, African American and Hispanic enrollment would decline from 14 percent to 6 percent and 14 percent to 9 percent, respectively. " https://news.harvard.edu/gazette/story/2021/05/harvard-argues-admissions-suit-isnt-worthy-of-supreme-court-review/

That is to say that more than half of the African American students at Harvard would not have gained admission in a race-blind process.


The second thing I bolded, "underrepresentation," how do you measure that? Why assume an orchestra should have a "correct" number of black musicians and who determines that number? How do we know there is simply less interest in classical music among some populations than others?

Certainly this doesn't show that "meritocracy doesn't exist," it is a completely color blind process. If there were black players above the bar they would be selected.


Trying another analogy:

A. The US Olympic track and basketball teams are overwhelmingly black in a country that is majority white.

B. The US Olympic swimming team is overwhelmingly white.

C. The US Olympic badmitton team is 100% Asian.




Which one of these teams is evidence of racism and needs to be corrected?

Onto which of these teams would you preferentially put someone who could not qualify in a merit-based race-blind process?

Still no answer here? I find that telling.

The makeup of the Olympic team shakes out the way it does not because of pure talent but because of access to opportunity. Black athletes dominate sports like track because track it costs a lot less money to run track than it does to learn ice skating or cross country skiing. Fix the access problem, and the rest will fix itself as well.

An interesting theory, that unfortunately doesn't stand up to even a cursory examination.

Basketball and soccer are both cheap sports, but one has a huge over representation of black players while the other doesn't.

Football is an extremely expensive sport, and it has a huge over-representation of black players while cross country running (an extremely cheap sport) does not.

+1
I've always wondered why sports like badminton and ping pong are dominated by Asians.
Are they expensive to train for (compared to say basketball)?

Asians have a way of adopting something and completely dominating it, think spelling bee and south East Asians. I think it’s just a tradition! They like it, they excel at it, boom, nobody else compares to them

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's a suggestion: stop asking people what " race " they are on every application, form and survey

Have job applicants apply by initials only with their CV

then have a selection of interviewees and choose.

Someone else can study the impacts, but it should work same way female authors got themselves published the last 100 years.

STOP choosing based on race. It does nothing to match the best qualified to the job

+100

I agree with this. Anonymizing resumes is not a new concept and many places do it. And noting race on applications is used to do analysis AFTER the hire. It is not in most case shared with with the people making the selection (and it is actually prohibited to do so with in most parts of the federal government.)

How do you propose handling the interview though?

The whole point of DE&I is to get people eventually to stop choosing on the basis of race. That is, in fact, the historical problem they are trying to solve for. The point is to attract a diverse applicant pool and to educate people about the subconscious ways preference may play a role in their decisions.

How quaint, the modern DE&I industry is absolutely not about race blind anything. It is all about introducing race into all aspects of hiring to make sure the "right" (not best) people get hired.

For example:

"The city’s Commission on Human Rights decided against the musicians, but found that aspects of the orchestra’s hiring system, especially regarding substitute and extra players, functioned as an old boys’ network and were discriminatory. The ruling helped prod American orchestras, finally, to try and deal with the biases that had kept them overwhelmingly white and male. The Philharmonic, and many other ensembles, began to hold auditions behind a screen, so that factors like race and gender wouldn’t influence strictly musical appraisals.

Blind auditions, as they became known, proved transformative. The percentage of women in orchestras, which hovered under 6 percent in 1970, grew. Today, women make up a third of the Boston Symphony Orchestra, and they are half the New York Philharmonic. Blind auditions changed the face of American orchestras.

But not enough.

American orchestras remain among the nation’s least racially diverse institutions, especially in regard to Black and Latino artists. In a 2014 study, only 1.8 percent of the players in top ensembles were Black; just 2.5 percent were Latino. At the time of the Philharmonic’s 1969 discrimination case, it had one Black player, the first it ever hired: Sanford Allen, a violinist. Today, in a city that is a quarter Black, just one out of 106 full-time players is Black: Anthony McGill, the principal clarinet.

The status quo is not working. If things are to change, ensembles must be able to take proactive steps to address the appalling racial imbalance that remains in their ranks. Blind auditions are no longer tenable.

...

If the musicians onstage are going to better reflect the diversity of the communities they serve, the audition process has to be altered to take into fuller account artists’ backgrounds and experiences. Removing the screen is a crucial step.

Blind auditions are based on an appealing premise of pure meritocracy: An orchestra should be built from the very best players, period. But ask anyone in the field, and you’ll learn that over the past century of increasingly professionalized training, there has come to be remarkably little difference between players at the top tier. There is an athletic component to playing an instrument, and as with sprinters, gymnasts and tennis pros, the basic level of technical skill among American instrumentalists has steadily risen. A typical orchestral audition might end up attracting dozens of people who are essentially indistinguishable in their musicianship and technique.

It’s like an elite college facing a sea of applicants with straight A’s and perfect test scores. Such a school can move past those marks, embrace diversity as a social virtue and assemble a freshman class that advances other values along with academic achievement. For orchestras, the qualities of an ideal player might well include talent as an educator, interest in unusual repertoire or willingness to program innovative chamber events as well as pure musicianship. American orchestras should be able to foster these values, and a diverse complement of musicians, rather than passively waiting for representation to emerge from behind the audition screen."

https://www.nytimes.com/2020/07/16/arts/music/blind-auditions-orchestras-race.html

OK, so first let me briefly put on my editor hat. What the heck has happened to the NYT?

The basic premise doesn't hold. If there were in fact "remarkably little difference between players at the top tier," as they claim, then there would be more than one black player in the orchestra wouldn't there?

If it was just a coin toss difference between different interchangeable players auditioning then there would end up being roughly the "right" number of black players. (which for some reason they think should match the general population in NYC, even though they provide no evidence that black New Yorkers pursue careers as professional classical musicians at the same rate as other races.)

So the obvious reason black players don't get selected in blind auditions is because they aren't as good as musicians of other races. That means a meritocratic race (and gender) blind system needs to be replaced with a system that can be gamed, even if that means selected less talented musicians for an elite orchestra.

...and for the people here lying about what the DE&I people want, this has nothingto do with anyone who was disadvantaged. This is about picking less talented performers based on race.

Bump, nothing substantive from anyone?

What is the goal here? Clearly it isn't "select the best possible musicians."

I'll bite.

1. I can't access the article you reference, but as far as I can tell, this is one guy's opinion that he got published, not an actual practice of the organization? So I'm not sure why you think this can be generalized to the entire DE&I movement, when very explicitly most DE&I initiatives are advocating for a race/gender blind selection system
2. I think you are overlooking the problem DE&I is trying to solve- underrepresentation. So the bolded illustrates the point. The theory is that no, there are not as many black players as the population. That is because the meritocracy that you envision does not exist. There is a historic preference for non-minority in the system that gets people there. Less access to music training in certain areas, less time to pursue, etc. People who oppose DE&I think that we are already in the place that people advocating for it are trying to get to.

3. Why do you think people are lying? You may disagree with their premise or their proposed solution, but I'm not sure why you have reason to doubt their sincerity.

So I have bolded a few thing. Your first assertion is false. Modern DE&I is not advocating for race-blind anything. Just as one example multiple universities have gone to court in recent years to defend their racial preferences in their admissions process. In one of its court filings Harvard revealed that according to their own internal numbers:

"“And we have seen the damage that has been done when race is not allowed to be considered. So from a statistical perspective, it is clear,” added Yang, referencing the numbers that show if Harvard abandoned the consideration of race in its application process, African American and Hispanic enrollment would decline from 14 percent to 6 percent and 14 percent to 9 percent, respectively. " https://news.harvard.edu/gazette/story/2021/05/harvard-argues-admissions-suit-isnt-worthy-of-supreme-court-review/

That is to say that more than half of the African American students at Harvard would not have gained admission in a race-blind process.


The second thing I bolded, "underrepresentation," how do you measure that? Why assume an orchestra should have a "correct" number of black musicians and who determines that number? How do we know there is simply less interest in classical music among some populations than others?

Certainly this doesn't show that "meritocracy doesn't exist," it is a completely color blind process. If there were black players above the bar they would be selected.


Trying another analogy:

A. The US Olympic track and basketball teams are overwhelmingly black in a country that is majority white.

B. The US Olympic swimming team is overwhelmingly white.

C. The US Olympic badmitton team is 100% Asian.




Which one of these teams is evidence of racism and needs to be corrected?

Onto which of these teams would you preferentially put someone who could not qualify in a merit-based race-blind process?

Still no answer here? I find that telling.

The makeup of the Olympic team shakes out the way it does not because of pure talent but because of access to opportunity. Black athletes dominate sports like track because track it costs a lot less money to run track than it does to learn ice skating or cross country skiing. Fix the access problem, and the rest will fix itself as well.

An interesting theory, that unfortunately doesn't stand up to even a cursory examination.

Basketball and soccer are both cheap sports, but one has a huge over representation of black players while the other doesn't.

Football is an extremely expensive sport, and it has a huge over-representation of black players while cross country running (an extremely cheap sport) does not.

+1
I've always wondered why sports like badminton and ping pong are dominated by Asians.
Are they expensive to train for (compared to say basketball)?

Asians have a way of adopting something and completely dominating it, think spelling bee and south East Asians. I think it’s just a tradition! They like it, they excel at it, boom, nobody else compares to them

Unless it involves creativity.

[Anonymous]

Racial stereotypes per usual on DCUM…

Uh, Ajay Bhatt?
Peter Tsai?
Steven Shih Chen?
Flossie Wong?


Those are just a few that come to mind. Middle-aged white lady here.

[Anonymous]

Anonymous wrote:Racial stereotypes per usual on DCUM…

Uh, Ajay Bhatt?
Peter Tsai?
Steven Shih Chen?
Flossie Wong?


Those are just a few that come to mind. Middle-aged white lady here.

Sorry, but each of those people were western educated.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Racial stereotypes per usual on DCUM…

Uh, Ajay Bhatt?
Peter Tsai?
Steven Shih Chen?
Flossie Wong?


Those are just a few that come to mind. Middle-aged white lady here.

Sorry, but each of those people were western educated.

BTW I was not saying that people with Asian genetics are not creative but rather that the vastly different cultures have lead to different strengths.

[Anonymous]

Anonymous wrote:

Anonymous wrote:When I taught 3rd grade, the father of my one Asian student asked for an extra math text book to keep at home so they could practice math. The other white more affluent parents complained if I assigned math homework on a game night, like for soccer or some extra curricular league. I had no idea of the schedule. A white family took their son out of class for a week to attend the Workd Series in another state. I could go on and on.

Homework doesn't actually do that much good. So, I question your teaching methods.

But it does do enough good to get children into high level reading, math, and science programs in elementary and middle schools and into IB and AP classes in high school, and then into college majors that train them for good jobs or graduate programs.

Eventually, they will provide financial assistance to adults whose teachers thought homework didn’t do much good.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:When I taught 3rd grade, the father of my one Asian student asked for an extra math text book to keep at home so they could practice math. The other white more affluent parents complained if I assigned math homework on a game night, like for soccer or some extra curricular league. I had no idea of the schedule. A white family took their son out of class for a week to attend the Workd Series in another state. I could go on and on.

Homework doesn't actually do that much good. So, I question your teaching methods.

My students used dry erase boards to show their work during group math practice, after I modeled the steps and showed them how to work out the math problems. I would assign independent math practice, also known as homework, when I could see they knew how to complete the homework.

This was at a small private school in the late 1990s. Math homework was an effective teaching method. Please site studies that show math practice of problems is not effective. Parents can't be bothered with their kids having homework anymore.

“Small private schools” tend to attract parents who want their children to succeed.

Gir the last 27 years, we have lived in a close in suburb stuffed with high achieving parents. Some of their kids get into good colleges and universities but not as good as those their parents attended. Many of the kids go to schools with high admission rates or to NVCC to find themselves. They seem to never get jobs as good as their parents and often live at hone or rely on parents for baby sitting so that they can afford kids.

We were mocked for sending our kids to private schools rather than the highly rated public schools. After our first child finished the third grade, we realized the public schools we’re not as good as claimed. Our chikdren our now in their late twenties, have graduate degrees, and secure jobs that will allow them to buy a house and have children on their own.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here's a suggestion: stop asking people what " race " they are on every application, form and survey

Have job applicants apply by initials only with their CV

then have a selection of interviewees and choose.

Someone else can study the impacts, but it should work same way female authors got themselves published the last 100 years.

STOP choosing based on race. It does nothing to match the best qualified to the job

+100

I agree with this. Anonymizing resumes is not a new concept and many places do it. And noting race on applications is used to do analysis AFTER the hire. It is not in most case shared with with the people making the selection (and it is actually prohibited to do so with in most parts of the federal government.)

How do you propose handling the interview though?

The whole point of DE&I is to get people eventually to stop choosing on the basis of race. That is, in fact, the historical problem they are trying to solve for. The point is to attract a diverse applicant pool and to educate people about the subconscious ways preference may play a role in their decisions.

How quaint, the modern DE&I industry is absolutely not about race blind anything. It is all about introducing race into all aspects of hiring to make sure the "right" (not best) people get hired.

For example:

"The city’s Commission on Human Rights decided against the musicians, but found that aspects of the orchestra’s hiring system, especially regarding substitute and extra players, functioned as an old boys’ network and were discriminatory. The ruling helped prod American orchestras, finally, to try and deal with the biases that had kept them overwhelmingly white and male. The Philharmonic, and many other ensembles, began to hold auditions behind a screen, so that factors like race and gender wouldn’t influence strictly musical appraisals.

Blind auditions, as they became known, proved transformative. The percentage of women in orchestras, which hovered under 6 percent in 1970, grew. Today, women make up a third of the Boston Symphony Orchestra, and they are half the New York Philharmonic. Blind auditions changed the face of American orchestras.

But not enough.

American orchestras remain among the nation’s least racially diverse institutions, especially in regard to Black and Latino artists. In a 2014 study, only 1.8 percent of the players in top ensembles were Black; just 2.5 percent were Latino. At the time of the Philharmonic’s 1969 discrimination case, it had one Black player, the first it ever hired: Sanford Allen, a violinist. Today, in a city that is a quarter Black, just one out of 106 full-time players is Black: Anthony McGill, the principal clarinet.

The status quo is not working. If things are to change, ensembles must be able to take proactive steps to address the appalling racial imbalance that remains in their ranks. Blind auditions are no longer tenable.

...

If the musicians onstage are going to better reflect the diversity of the communities they serve, the audition process has to be altered to take into fuller account artists’ backgrounds and experiences. Removing the screen is a crucial step.

Blind auditions are based on an appealing premise of pure meritocracy: An orchestra should be built from the very best players, period. But ask anyone in the field, and you’ll learn that over the past century of increasingly professionalized training, there has come to be remarkably little difference between players at the top tier. There is an athletic component to playing an instrument, and as with sprinters, gymnasts and tennis pros, the basic level of technical skill among American instrumentalists has steadily risen. A typical orchestral audition might end up attracting dozens of people who are essentially indistinguishable in their musicianship and technique.

It’s like an elite college facing a sea of applicants with straight A’s and perfect test scores. Such a school can move past those marks, embrace diversity as a social virtue and assemble a freshman class that advances other values along with academic achievement. For orchestras, the qualities of an ideal player might well include talent as an educator, interest in unusual repertoire or willingness to program innovative chamber events as well as pure musicianship. American orchestras should be able to foster these values, and a diverse complement of musicians, rather than passively waiting for representation to emerge from behind the audition screen."

https://www.nytimes.com/2020/07/16/arts/music/blind-auditions-orchestras-race.html

OK, so first let me briefly put on my editor hat. What the heck has happened to the NYT?

The basic premise doesn't hold. If there were in fact "remarkably little difference between players at the top tier," as they claim, then there would be more than one black player in the orchestra wouldn't there?

If it was just a coin toss difference between different interchangeable players auditioning then there would end up being roughly the "right" number of black players. (which for some reason they think should match the general population in NYC, even though they provide no evidence that black New Yorkers pursue careers as professional classical musicians at the same rate as other races.)

So the obvious reason black players don't get selected in blind auditions is because they aren't as good as musicians of other races. That means a meritocratic race (and gender) blind system needs to be replaced with a system that can be gamed, even if that means selected less talented musicians for an elite orchestra.

...and for the people here lying about what the DE&I people want, this has nothingto do with anyone who was disadvantaged. This is about picking less talented performers based on race.

Bump, nothing substantive from anyone?

What is the goal here? Clearly it isn't "select the best possible musicians."

I'll bite.

1. I can't access the article you reference, but as far as I can tell, this is one guy's opinion that he got published, not an actual practice of the organization? So I'm not sure why you think this can be generalized to the entire DE&I movement, when very explicitly most DE&I initiatives are advocating for a race/gender blind selection system
2. I think you are overlooking the problem DE&I is trying to solve- underrepresentation. So the bolded illustrates the point. The theory is that no, there are not as many black players as the population. That is because the meritocracy that you envision does not exist. There is a historic preference for non-minority in the system that gets people there. Less access to music training in certain areas, less time to pursue, etc. People who oppose DE&I think that we are already in the place that people advocating for it are trying to get to.

3. Why do you think people are lying? You may disagree with their premise or their proposed solution, but I'm not sure why you have reason to doubt their sincerity.

So I have bolded a few thing. Your first assertion is false. Modern DE&I is not advocating for race-blind anything. Just as one example multiple universities have gone to court in recent years to defend their racial preferences in their admissions process. In one of its court filings Harvard revealed that according to their own internal numbers:

"“And we have seen the damage that has been done when race is not allowed to be considered. So from a statistical perspective, it is clear,” added Yang, referencing the numbers that show if Harvard abandoned the consideration of race in its application process, African American and Hispanic enrollment would decline from 14 percent to 6 percent and 14 percent to 9 percent, respectively. " https://news.harvard.edu/gazette/story/2021/05/harvard-argues-admissions-suit-isnt-worthy-of-supreme-court-review/

That is to say that more than half of the African American students at Harvard would not have gained admission in a race-blind process.


The second thing I bolded, "underrepresentation," how do you measure that? Why assume an orchestra should have a "correct" number of black musicians and who determines that number? How do we know there is simply less interest in classical music among some populations than others?

Certainly this doesn't show that "meritocracy doesn't exist," it is a completely color blind process. If there were black players above the bar they would be selected.


Trying another analogy:

A. The US Olympic track and basketball teams are overwhelmingly black in a country that is majority white.

B. The US Olympic swimming team is overwhelmingly white.

C. The US Olympic badmitton team is 100% Asian.




Which one of these teams is evidence of racism and needs to be corrected?

Onto which of these teams would you preferentially put someone who could not qualify in a merit-based race-blind process?

Still no answer here? I find that telling.

The makeup of the Olympic team shakes out the way it does not because of pure talent but because of access to opportunity. Black athletes dominate sports like track because track it costs a lot less money to run track than it does to learn ice skating or cross country skiing. Fix the access problem, and the rest will fix itself as well.

An interesting theory, that unfortunately doesn't stand up to even a cursory examination.

Basketball and soccer are both cheap sports, but one has a huge over representation of black players while the other doesn't.

Football is an extremely expensive sport, and it has a huge over-representation of black players while cross country running (an extremely cheap sport) does not.

+1
I've always wondered why sports like badminton and ping pong are dominated by Asians.
Are they expensive to train for (compared to say basketball)?

Asians have a way of adopting something and completely dominating it, think spelling bee and south East Asians. I think it’s just a tradition! They like it, they excel at it, boom, nobody else compares to them

Unless it involves creativity.

As usual, racism is bad, unless it is against Asians...

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Racial stereotypes per usual on DCUM…

Uh, Ajay Bhatt?
Peter Tsai?
Steven Shih Chen?
Flossie Wong?


Those are just a few that come to mind. Middle-aged white lady here.

Sorry, but each of those people were western educated.

BTW I was not saying that people with Asian genetics are not creative but rather that the vastly different cultures have lead to different strengths.

The “Asian culture” is to drill, drill, drill, practice, practice, practice, to the exclusion of everything else. It’s how your children excel in math and then don’t actually produce anything worthwhile with the knowledge. Granted it’s just anectdata, but every “Asian genius” I’ve ever known has struggled mightily to apply their “genius” to real life problems. And plenty of TJ grads who excelled on the entrance criteria and then floundered in their actual careers when strategy and creativity and dealing with gray areas became important. Equity requires us to take a hard look at our criteria when it tends to result in one group dominating to the exclusion of others. We’re not going to solve the world’s problems by having a bunch of adults whose skills and talents are limited to performing well in areas susceptible to improvement through constant drilling.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:When I taught 3rd grade, the father of my one Asian student asked for an extra math text book to keep at home so they could practice math. The other white more affluent parents complained if I assigned math homework on a game night, like for soccer or some extra curricular league. I had no idea of the schedule. A white family took their son out of class for a week to attend the Workd Series in another state. I could go on and on.

Homework doesn't actually do that much good. So, I question your teaching methods.

But it does do enough good to get children into high level reading, math, and science programs in elementary and middle schools and into IB and AP classes in high school, and then into college majors that train them for good jobs or graduate programs.

Eventually, they will provide financial assistance to adults whose teachers thought homework didn’t do much good.

Humans don't get good at much of anything without practice. Homework is practice.

There are no successful mathematicians, musicians, scientists, doctors or anything else of value that didn't get there by working hard for years and years.

One of the key flaws I see in modern Western culture and education is the idea that success should be effortless and that students shouldn't be expected to put real time and energy into their work.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Racial stereotypes per usual on DCUM…

Uh, Ajay Bhatt?
Peter Tsai?
Steven Shih Chen?
Flossie Wong?


Those are just a few that come to mind. Middle-aged white lady here.

Sorry, but each of those people were western educated.

BTW I was not saying that people with Asian genetics are not creative but rather that the vastly different cultures have lead to different strengths.

The “Asian culture” is to drill, drill, drill, practice, practice, practice, to the exclusion of everything else. It’s how your children excel in math and then don’t actually produce anything worthwhile with the knowledge. Granted it’s just anectdata, but every “Asian genius” I’ve ever known has struggled mightily to apply their “genius” to real life problems. And plenty of TJ grads who excelled on the entrance criteria and then floundered in their actual careers when strategy and creativity and dealing with gray areas became important. Equity requires us to take a hard look at our criteria when it tends to result in one group dominating to the exclusion of others. We’re not going to solve the world’s problems by having a bunch of adults whose skills and talents are limited to performing well in areas susceptible to improvement through constant drilling.

...and don't produce anything worthwhile with the knowledge?

What world are you living in if not this one where Asians dominate the upper ranks of tech companies, engineering of all types, medicine, and increasingly even popular culture. (Mario, Pokemon, K-pop, manga, TikTok...)

[Anonymous]

Anonymous wrote:

Anonymous wrote:The fact that this thread is still popular on a forum that caters to the DMV area - which is one of the most liberal parts of the country - clearly shows the DE&I stuff will create problems for Democrats in 2022/2024.

+100

I think so as well.

People are getting tired out perpetual outrage and scolding over things like using incorrect use of nomenclature to address so and so as non-binary, OAN sexual or whatever. Also, the idea that merit is less than important than quotas is why you get people like trump.