Cornell charges students $1,800 for racially-segregated rock climbing class, frantically scrubs website when confronted

submitted by scrubking from (campusreform.org)

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[–][deleted] 1 insightful - 1 fun1 insightful - 0 fun2 insightful - 1 fun -  (3 children)

Beside the point.

You'd also be welcome to join them, regardless of what you call yourself.

The legal way in which you can call yourself black, asian, Native American, or any other ethnicy is if you are an 8th of one of those. and the choice to call yourself one or more of those ethnicities is entirely up to you (as long as there are the ancestor records or DNA evidence to prove it (eg. if you are applying for a job that favors non-whites).

[–]thoughtcriminal 4 insightful - 2 fun4 insightful - 1 fun5 insightful - 2 fun -  (2 children)

DNA evidence to prove

Ah yes, I can't wait to live in the utopian society where I'm asked to provide evidence of my ethnicity and a DNA profile to the state so they can determine where I am on the privilege hierarchy prior to looking at my resume. Only then, will we all be truly equal.

[–][deleted] 2 insightful - 1 fun2 insightful - 0 fun3 insightful - 1 fun -  (1 child)

I too am annouyed by it. It's called reverse discrimination (in the US, and in the UK: positive discrimination). I think some of the "affirmative action" programs have expired, but new 'diversity' programs are taking their places. Whereas I agree that there should be less discrimination when hiring people, the solution shouldn't be a bean-counting exercise. There should be a matrix that assesses the number qualaified underrepresented or marginalized people in the field, along with various other statistics.

[–]thoughtcriminal 1 insightful - 1 fun1 insightful - 0 fun2 insightful - 1 fun -  (0 children)

I think we agree until the last part where you mentioned a matrix. I think we should remove discrimination as much as possible from the hiring process. But I don't see hiring underrepresented people as necessarily being a positive thing on its own.

The first question to ask would be why are they underrepresented. If it's due to discrimination, let's address it. If it's due to some other factor, like choice, it's not a problem. If the goal is to get underrepresented people in specific fields, I think that should be addressed before they're applying for a job - through education, socioeconomic factors, accessibility to quality education, etc. Addressing the root causes will naturally lead to representations in fields that maximize individual choice and fairness, rather than quotas and artificial balances of immutable characteristics based on statistics and numbers.