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- In 1965 President Lydon B. Johnson made the executive order to “prohibit employment discrimination based on race, color, religion, and national origin”. This order was necessary for the times given that the African American uneployment rate was over twice that of majority racial groups.
- Hello, I am the creator of this comic. I will inform you on affirmative action and provide my personal opinions surrounding the topic
- We did NOT have the same opportunities in the past. We NEED affirmative action to level the playing field
- There are NO opportunities that are offered to racial majorities that are not offered to racial minorities
- I personally side with eliminating affirmative action from today's society. Although affirmative action policies of the past have helped minority groups gain access to opportunities they otherwise could not, in society today it feels like unfairly favoring racial minorities in order to make up for past discrimination. Colleges and employers MUST stick to their original mission which is to admit or hire the most qualified candidate despite racial background, religion, and national origin.
- Well...hopefully my admittance had nothing to do with diversity on campus.
- Even minority groups that are supposed to benefit from affirmative action policies can feel the negative implications of this form of unfair selection. They can feel as though they have something to prove to majority groups or overwhelmed by the curriculum requirements that they are insufficiently equipped for.
- Congrats on earning a spot here!
- Welcome to the University of Texas
- In the class of 2009 (a few years after the University of Texas had implemented its aggressive race-preference policy), it was shown that “the mean SAT scores (out of 2400) and mean high-school grade-point averages (on a 4.0 scale) varied widely by race for the entering class of 2009. For Asians, the numbers were 1991 and 3.07; whites were at 1914 and 3.04; Hispanics at 1794 and 2.83; and African-Americans at 1524 and 2.57. The SAT scores for the Asian students placed them in the 93rd percentile of 2009 SAT-takers nationwide; the African-American students, meanwhile, were at the 52nd percentile” (Heriot 2).
- Should we as a society allow a merit gap from the 52nd (African-American applicants) percentile to the 93rd (Asian applicants) persist just because of past racial disparities. I say no.
- In applying racial preferential policy such as affirmative action, college admissions officers are assuming that the white student in this image has the best academic resources out of these three individuals.
- But do not take into account situation like these. They overlook these instances in order to meet their goals of campus diversity.
- But the inequality that affirmative action brings to society today does not stop at admittance to universities. It exists in the workplace as well.
- But sir I had the best qualification out of any of the candidates
- We are actually looking to diversify...Please leave my office
- It is important that employers hire based on merit as Title VII requires the exclusion of racial bias when picking a candidate to hire.
- Although real world examples are far less blatant, it is common for companies to seek diversity because 86% of job seekers today state that diversity is an important factor when considering a company.
- Check out this graphic!!
- Josh, do you even look at statistics, obviously there is a disparity when Asian Americans are making 55% more than African Americans. Minority groups are obviously in need of help in the workplace!
- Black Men $0.98 Hispanic Men $0.99 White Men $1.00 Asian Men $1.02
- This graphic highlights that African Americans with the same expertise and qualifications will earn 98% as much as a white man and an asian man will earn 102% as much as a white man. This graphic expresses that compensation for all groups is nearly identical when equal qualifications are achieved.
- In conclusion, affirmative action is a dated solution to compensate for past discrimination. In areas that require qualifications such as higher education and career opportunities, admissions officers and employers must not have racial preferences in hopes of adding diversity to their school or company; rather they should judge each candidate equally based upon their merit.
- THE END
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