Friday, September 08, 2006

Diversity training programs a failure

The research of three pedants is the Dead White Male Society's way of telling us that wishful thinking doesn't change reality:

A study shows U.S. diversity training programs have failed to eliminate bias and increase the number of minorities in management.

The study concluded that, even though corporations have spent increasing amounts of money on such programs since the 1990s, the programs have not been effective.
These professors conclude that the training programs have failed. But they're wrong. Maybe the programs have failed to realize the results the anti-white crowd had hoped for, but they certainly haven't failed the businesses using them.

The market worked without the diversity mandates, and continues to work in spite of them. The American business world is fiercely competitive and, despite this sort of drivel, quite meritocratic. The minorities that these programs, borne out of the absurd money being made in the nineties, target are less capable than the whites (and likely the invisible Asian minority--the story doesn't specify) filling these managerial positions. An HR stooge can spend eight hours preaching to you about how great all belief systems other than yours are, and how the purveyors of said systems make fabulous employees deserved of a promotion, but if your own empirical analysis and lying eyes reveal that they aren't managerial material, it won't make a lick of difference. Sensitivity training doesn't alter the underlying truths of human biodiversity.

How do our professors deal with the results? Reevaluate their underlying assumptions about why swarthy people are underrepresented and white and yellow people are overrepresented in high-earner positions? Nope:

"The only truly effective way to increase the presence of minorities and women in managerial positions is through programs that create organizational responsibility," [Professor Frank Dobin of Harvard] added. "If no one is specifically charged with the task of increasing diversity, then the buck inevitably gets passed ad infinitum."
First we suggested to them indirectly through the cultural revolution that equal representation was more important than merit. Then through mandatory indoctrination, er, diversity training, we suggested to them explicitly that equal representation was more important than merit. Now we've no choice but to specifically put agents in place who are compensated based on their ability to stock our various companies with a 'diverse' workforce irrespective of merit. It's the only right thing to do!

Notice how Dobin assumes that the "only truly effective way" to kick out white (and Asian, shh) men and bring in women and browns is hire quota enforcers to ensure that promotional decisions first consider gender and ethnicity before looking at other secondary qualifications like past performance, education, sociability, or intelligence. Either he assumes that women and browns are outgunned by white (and Asian, quiet!) men (women because of other innate desires in life like childrearing and to a lesser extent intelligence; browns chiefly because of lower intelligence) or he assumes that white (and Asian (!)) men are hopeless bigots (okay, he almost certainly assumes, at least ostensibly, the second explanation). In either case, his position relies upon a breaching of the Dogma of Zero Group Differences; the former being obvious, the latter in that he assumes that white and Asian men are inherently bigoted while browns are helpless victims of their hate, an explanation that identifies clear racial differences in disposition.

Notice also how it is assumed that diversity is inherently a good to be strived for. No discussion of the possibility that the market might be working without spurious mandates from academia, and that demographic diversity might not be good for most businesses. That isn't intellectual diversity, which is contingent upon high IQs, but 'demographic diversity', which is Orwellian left-speak for 'fewer whities'. Perhaps businesses are passing the buck because they have an obligation to their shareholders and their customers to maximize returns and utility, respectively--not to share in the US' degredation of human capital.

We get to look forward to more of this garbage. Our porous borders and idiotic lack of immigration enforcement and failure to enact a merit immigration system are bringing in millions of less capable browns that are going to represent a boom for diversity task forces but a bust for human progress.

(Human biodiversity2)

2 comments:

savage said...

Of course they're going to fail. Instead of alleviating tensions they make them even more recognizable. It's "Uh oh, here comes Sharice. You know she's a Baptist, so no more talking about the weekend."

Different people give you different leeways for conversation. The presence of some become really burdening. Basically the ones you can talk to are those like yourself, the rest require silence.

JSBolton said...

Diversity training programs have blown up so spectacularly in a number of cases that the 'trainers'then got to use their records of people's statements to support lawsuits.
Diversity management is an occupation which ought not to exist; but some people can't be managers or management consultants without there being some trade of this kind.
If diversity were, in itself, good for us, there would be no diversity problems to manage or magnify.
The existence of diversity management consultants itself contradicts the premise that they and officials are at such pains to sell; that diversity itself creates net value.