Diversity screening limiting applicants at UC The way I see it, every student brings 3 dimensions to the table: god-given ability, preparation, and interest. Standardized tests are good at measuring preparation. And it turns out preparation tends to be skewed along economic lines, which happens to incidentally often skew along racial lines too. Ability is harder to measure. Historically we might have used grades and recommendations. But both of those have become diluted in value because of grade inflation and that very few people will write a non positive letter even if so warranted. To some degree this is cultural (everyone is a winner these days) and to some degree k-12 schools are incentivized to inflate things because the administrators are evaluated on the admission rates they achieve. Interest has always been hard to quantify because it is by definition qualitative, but might be best represented by an essay or portfolio. Historically I think admissions summed those three dimensions and allocated seats to the overall high score holders. And if the goal of our university system is to increase the collective body of knowledge to benefit society as a whole, this makes sense to pick smart, interested people who are already prepared to succeed. Out of the gate they are perhaps going to be the fastest to develop a new economically important variety of tomato.
And then somewhere along the line, we as a society became concerned with “fairness,” and how to define that. Specifically what about high potential individuals, who, through no fault of their own, received substandard preparation. Simultaneously, college became less about societal benefit (who would develop the tomato) and more about individual benefit, since more college often means higher income, and how that wealth potential should be redistributed. Discussions of well roundedness are just dogwhistles for how to statistically adjust ability and preparation at scale. Ability is probably equally distributed across demographic lines. Preparation tends to be skewed toward middle and upper class. But there are two huge faulty assumptions in the academic echo chamber - 1. That interest is equal across demographic lines. It just isn’t. Culturally, a lot of Asian families deeply value education, while it is not as important in machismo culture of a lot of Latin families. Similarly, some fields just don’t have equal interest across gender lines. As much as we might want to wish into existence more young men wanting to be nurses or women wanting to be computer engineers, it just ain’t what exists no matter what elephant we try to put on the scale to adjust that among 18 year olds. 2. We assume that we can “fix” the preparation gap in the last couple years of high school or first year of college. So false. The preparation gap isn’t fundamentally based on which high school had electronic whiteboards. If only it were so simple as buying “things” we would have done it by now. But lo, it is based on things that start so much earlier in life that politically all sides refuse to address - income inequality, food security, housing, childcare, healthcare, family stability, and cultural values.
Among admissions, UC has substantially put their thumb on the scales so that white and black students are represented at proportionate levels to state population. Asian students are way over represented, Hispanic students way under represented, and men of all races somewhat underrepresented. The lightning rod is how do you take seats from one minority to another because at this point they have exhausted the number of white males to take seats from.
So how does this apply to the original debate of hiring? Research shows minority students learn better from teachers that “look” like them. But in a chicken and egg paradox, there are often few qualified minority candidates so to what extent should we lower objective standards to cater to this?
I work in private industry in a historically white male dominated field. On a macro level, some diversity is good. Best example I have is I recall sitting in a meeting of 10 old men debating which type of tampon women would prefer we stock in the restroom. I called a timeout and said maybe we should ask some women who work here, since we only identify tampons as the “green or pink” type. But on a micro level, diversity hiring quotas are horribly unfair to individuals. My company has decided they want upper management to be 60% diverse by 2025. Well, they aren’t firing white men just because, so it means right now nearly 100% of promotion opportunities are reserved for women and minorities. I’ve been passed several times for lucrative promotions because of my demographic and have often had to report to someone with less education, experience, and ability who had the “correct” equipment between their legs. Since they have exhausted the pool of qualified diversity candidates, it has become a race to the bottom on qualifications and simultaneously a race to the top on pay. It would be great if my field was more diverse and I have no qualms about fair tough competition. But that interest would have needed to have been planted 20-30 years ago. Not something you can just wave a wand and wish into existence among established professional adults.