Racism; AKA GRE Discrimination
Sunday, April 15th, 2007I was reading a post at Asymmetrical Information employment and racism when i realized with some modification to the passage my situation could be accurately characterized. She writes:
Perhaps this is a rational employer response; on average, black men are more likely to be criminals, high school dropouts, and have other traits that make them less desireable employees, than white men. But that’s sort of a cop out, because most of those traits are easily discernible by, say, asking about high school graduation and criminal records. Compared to the social damage done by blanket decisions not to interview applicants with “black sounding” names, the cost of a few extra interviews where you unfortunately discover the applicant has a criminal record seems pretty trivial.
Moreover, even if such discrimination were useful, this is not a simple equilibrium. If you permit people to discriminate so that black men have to work twice as hard to get half as far as white men, then the rational response of black men is not necessarily to try four times as hard; it might be to give up. Perhaps you are the sort of extraordinary achiever who would cheerfully put out four times as much effort as your coworkers just to get the same rewards, but that is expecting too much of most ordinary human material.
In American society, racial problems are a toxic dynamic in which both sides accrue blame as they react to the reactions of the others. This is why both sides have to be prepared to work on them, rather than (as almost everyone currently seems to prefer), sitting back and demanding that the other guy make all the effort. Yes, black teenagers have to work harder in school. But white employers also have to focus on the individual, not the group. The evidence I’ve seen shows that this is pretty clearly not happening now.
I made some slight changes indicated by bold type.
Perhaps this is a rational department admissions response; on average, students with lower GRE scores are more likely have other traits that make them less desireable graduate students, than students with higher GRE scores. But that’s sort of a cop out, because most of those traits are easily discernible by, say, asking about research experience and desire to do research. Compared to the social damage done by blanket decisions not to interview applicants with low GRE scores, the cost of a few extra interviews where you unfortunately discover the applicant is not fit for graduate school seems pretty trivial.
Moreover, even if such discrimination were useful, this is not a simple equilibrium. If you permit people to discriminate so that students with low GRE scores have to work twice as hard to get half as far as students with high GRE scores, then the rational response of students with low GRE scores is not necessarily to try four times as hard; it might be to give up. Perhaps you are the sort of extraordinary achiever who would cheerfully put out four times as much effort as your fellow students just to get the same rewards, but that is expecting too much of most ordinary human material.
In American society, elitist problems are a toxic dynamic in which both sides accrue blame as they react to the reactions of the others. This is why both sides have to be prepared to work on them, rather than (as almost everyone currently seems to prefer), sitting back and demanding that the other guy make all the effort. Yes, low scoring GRE students have to work harder in school. But university departments also have to focus on the individual, not the group. The evidence I’ve seen shows that this is pretty clearly not happening now.
