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I read the Origins of Woke by Richard Hanania a couple weeks ago. I was going to write a more in depth review covering more sections, but got bored after writing my thought process about how employers aren't allowed to use discriminatory tests and never got around to writing more, so I'll post what I did write.
Let’s all people have a factor that you can represent numerically how good they will be at a job. Let’s call it the m, for mystery, because exactly what will make someone good at a job- e.g knowledge, skill, conscientiousness, etc. can be very difficult to measure, and knowing how important proportionally each sub-factor is to the final m factor or even what every sub-factor maybe is also very difficult. But, we can still try to estimate someone’s m. If you have a job that largely involves lifting heavy boxes and moving them around, you can get a decent estimate by having a candidate try to lift a heavy box- if they fall, they almost certainly have low m for that job, and if they succeed with ease, they’ll likely have a high m for that job. If you have a CEO position for a large multinational corporation, you can like at a candidate’s previous job experience- if they’ve previously been in charge of a corporation that hit records profits during their tenure, they’ll likely have high m. If while previously in charge of a corporation, it went from high profits to bankruptcy, or they’ve only ever held a job as a janitor, you can guess that they’d have low m for the position.
We can say with confidence that on average, black people have lower m than white people for most jobs. Whether this is because of genetics, culture, discrimination, or something else isn’t relevant to this discussion, because this discussion isn’t about increasing their m, just about what are fair hiring practices. In 1964, when the Civil Rights Act passed, both Congress and the general population of America overwhelmingly wanted two things: For black people to not be actively discriminated against, but also for people to be able to still select the best employees for a job, even if all the best employees were white. But what is “discrimination”? That’s a surprisingly hard question to answer.
Let’s say an employer has 1000 job candidates, and needs to select 100 to fill a newly created job. The employer wants to get the 100 employees with the highest m- he is unlikely to succeed perfectly, but he still wants to get as close as he can. If the employer asked all potential job candidates to fill out a brief questionnaire as the first stage of the application process, and one of the questions was “Are you black?”, and then the employer threw out every single application where someone answered “Yes”, the average m in the remaining pool would likely be higher, although he also would’ve likely tossed some candidates who did belong in the final pool. Whether it’s a good idea from the employer’s perspective may vary- maybe the employer really has no good ideas on how to figure out which candidates have higher m, and his next step will just be to randomly select 100 candidates from the remaining pool, in which case he’ll have done better in terms of average m score than if he didn’t purge black candidates.
But, I think almost everyone would agree that purging black applications like that is discrimination, in the letter of the ACR, in the spirit of what Congress intended it, and that the majority of Americans don’t want to see that sort of candidate selection happen, not from government employers and not from private employers either. The government would tell any employer that tried to do that something like, “Stop that, rework your hiring practices so that you’re actually more directly testing for m, and not just discriminating against blacks”.
So the employer goes back to the drawing board, and comes up with another test. He will take a pencil, and slide it into the hair of a candidate. After releasing, if the pencil falls out of the hair, the candidate proceeds to the next stage, if it stays in, the candidate is removed from selection. That’s the Apartheid South African Pencil test, and in practice that’d basically be the same as the previous test, although it’s hypothetically possible some black people would pass and some white people would fail. Or maybe the employer tries to be slightly less blatant, and instead does a swimming test(black have worse buoyancy than white people). Unless the job actually involves swimming in some way, I think most people would still agree that such a test is discriminatory, not actually measuring m in any way, at least not more than a generic fitness test does, and would only have predictive power in job performance because it’s managing to exclude blacks.
The employer now comes up with a fourth test. It will be a straightforward algebra exam, the sort you’d see in a 10th grade math course. If the job does not involve algebra in any way, like it’s a job moving boxes around, or maybe it’s a cashier job at a retailer, or even a more high class job like a lawyer that doesn’t really involve math, then this test will also disproportionately fail black candidates, who tend to be worse at algebra. But, is it actually discriminatory? Where the previous tests only would have any predictive power for job performance in so far as they measured whether or not someone’s black, and black people on average did worse at the job, the algebra test might have real predictive power, because it’s not just measuring algebra skill, it’s also measuring general intelligence, and general intelligence would be a major component of m for almost any job.
Whether the test is actually discriminatory now comes down to whether “general intelligence” is real, and also that if it is real, can it be measured by an algebra test? I don’t think that question, in the absence of formal studies, has an obvious answer. I think reasonable people could very easily come to believe that algebra skill is divorced from other intellectual tasks like public speaking, literacy, chess skill, etc. My understanding of the literature is that that is not true- that there is a general intelligence, and skill at all intellectual tasks are relatively closely correlated. And that that general intelligence is also closely correlated with job performance in pretty much every job. But, reasonable judges who aren’t good at parsing scientific studies themselves can be convinced that general intelligence does not work like that.
Richard Hanania, in The Origin’s of Woke, writes that judges and bureaucrats expanding the definition of discrimination to also include tests that really measure future job performance is one of the key origins of wokeness. I wouldn’t disagree. Where I do disagree with him is that I don’t think it’s easily possible to permit real skill tests but ban actually discriminatory test, because they can look very similar. Ultimately I don’t disagree with his conclusion that the laws should be altered to allow for discrimination though, because I think where in the 60’s the Civil Rights Act may have been needed to prevent employers doing discrimination along the lines of a Pencil Test for employees like how the American people wanted, today the vast majority of Americans are no longer anti-black racist, despite what many on the left think. I think you could remove a lot of anti-discrimination protections, and unlike in the 60’s, a combination of few people today being actually racist and non-governmental social pressure to keep the real racists in line will prevent the sort of racism Americans hate.
There may be something to the accusation that some jobs have been set up in a way to favor people who are very good at showing up with to the minute timing, writing emails and reports, and other things that are convenient for managers but not exactly about the work being done, such that it's more convenient to manage a small white woman moving a few boxes than a strong black man moving many larger, heavier boxes, because her m in general office skills and agreeableness are higher. This seems to happen a fair bit in government positions, where there might be several support white women writing grants for some minority local agricultural program or something. I've seen it in politics, with full time non-minority positions devoted to "centering minority voices" in marketing materials.
I'm most familiar with education, and do sometimes see this happen. People often talk about the degree barrier, and schools being organized like mid-century factories. Recently, I saw a situation where a minority community is required to hire an art teacher. The specific community is rich in professional artisans, that and views of nature is all they're known for. But they have to hire someone with a college degree, additional education classes for certification, who can run classes that are cleaned up and ready to leave exactly when the bell rings, do a moderate amount of accurate paperwork, and write some reports. So they get an outsider. They are not allowed to exchange this position for a business or finance teacher, which they might be more in need of. This is a bit silly and wasteful. The skills for m, training the next generation of artisans is not the same as m fitting into a tightly scheduled, interlocking education system that's stressed about specials teachers providing "preps" for the homeroom teachers, and the bureaucratic money goes towards the latter.
That isn't to say that I generally agree with the woke take that surely if you removed barriers we could achieve "equity," especially in high education and prestige positions. But the structure of at least some jobs (probably the kinds of jobs the average woke activist is most familiar with) are not very tightly linked to their ostensible goal.
What would you say to someone who answered “yes” to this question? Because it comes down to how you define “racial discrimination.” To discriminate is to make distinctions, to distinguish, “to separate from another by discerning differences.” The examples you give all discriminate by race at the individual level; they treat individuals differently according to their race. But what about discrimination at the group level? If a system produces statistically distinct outcomes between two racial groups, even if no individual is treated different on account of their race, does it not still distinguish, separate, and discern differences between the two groups as groups? Does it not then discriminate between the racial groups?
If you read academic race theory works, you end up finding working definitions, usually implicit, in line with exactly this — “racial discrimination” being defined as the presence of “disparate impact” — regardless of whatever causes it. If blacks do have lower average m scores, then anything that sorts on m will discern that difference between the racial groups (unless you deliberately compensate for that racial difference), and thus discriminate between the racial groups. Thus, lower m scores are not an excuse for hiring fewer blacks, they’re the reason using m scores at all is racist.
Are “having predictive power” and “racially discriminatory” mutually exclusive? They certainly aren’t so if you use the above definition. In fact, given your example, the more predictive power your test has with respect to m, the more racist it is.
Again, no. Even if “general intelligence” is real, if it statistically differs between races as groups, then an algebra test that measures it — or any other test that does so — will be racist for exactly that reason.
It doesn’t matter what sort of racism ordinary Americans hate, it only matters what sort of racism American elites hate. And looking at the people who are the credentialed “experts” in these matters, and how the people who interpret and enforce the relevant laws have been drawing upon their views for decades, they’re very much in line with the “disparate impact = racism” view, in which any system that produces statistical differences in outcomes is definitionally racist regardless of the reason why, no matter what real statistical differences it may be detecting. It doesn’t matter if “general intelligence is also closely correlated with job performance in pretty much every job”; that just means that a “colorblind* selection for job performance is racist.
I think you meant to respond to @non_radical_centrist directly
Yeah, sorry about that.
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