Toronto Police Service superintendent pleads guilty to helping Black officers cheat in promotions process - "The first Black female to serve as superintendent with the Toronto Police Service has pleaded guilty to seven counts of professional misconduct for her role in providing six Black constables with answers to cheat on their promotions exam. Supt. Stacy Clarke believed her efforts were justified because of the slow pace she saw in promoting Black candidates for promotions within the Toronto Police Service, her lawyer Joseph Markson argued during the tribunal hearing. “As the first Black female superintendent in the history of the Toronto Police Service, Supt. Clarke has been running uphill and against the wind for more than 26 years,” said Markson. “In these unique and extraordinary circumstances, there is a straight line in connecting systemic discrimination in policing towards Blacks, Supt. Clarke’s lived experience, and the facts of misconduct to which she had pled guilty. She is extremely remorseful for her misconduct. However those acts of misconduct were rooted in real despair, real hurt and real pain.”... While her misconduct could merit a dismissal, TPS isn’t pushing for that. “There’s good reason to question whether a senior officer who engaged in conduct like this has a realistic role in the service in the future. I want to be clear that’s not the penalty I’ll be asking you to consider,” said TPS representative at the hearing, lawyer Scott Hutchison. Hutchison told the tribunal that he would not object to introducing evidence and witnesses that could illuminate what he called a “pernicious problem of anti-Black racism.”... The hearing was attended by as many 60 supporters for Clark"
The woke claim that without "minorities" in high places, other "minorities" won't be able to succeed in the field. So...
This is what equity requires, so she should be commended and given a big bonus for helping them hit diversity targets
This won't stop the left alleging that the police are racist
Maybe the cope is that everyone does this, and that this is a witch hunt persecuting black women, who must be worshipped
Meme - End Wokeness @EndWokeness: "Toronto Police Head Stacy Clarke rigged the promotions system to benefit black cops by texting them the questions in advance. According to the media, she's a hero.
TORONTO STAR. OPINION: "I think Superintendent Stacy Clarke is a hero for trying to help Black officers. Our gains in this country and every other "white" dominated society have been through civil disobedience, challenging and when necessary, breaking the rules."
IBM's Red Hat SUED over culling 21 white men employees as CEO vowed to punish managers who missed DEI targets - "A former sales chief is suing IBM's Red Hat for being sacked alongside 20 other white men during the software subsidiary's aggressive diversity push to hire more women and African Americans. Allan Kingsley Wood, a white man, says he faced race and gender discrimination because of the company's diversity, equity, and inclusion (DEI) scheme, which set hiring targets for women and minorities... IBM CEO Arvind Krishna vowed to punish executives who failed to meet diversity-hiring quotas. Miller says 'Americans were shocked and horrified' to learn about 'illegal race-based discrimination' at IBM when Krishna's video was leaked and made public... Red Hat hired a DEI tsar in 2021, when Black Lives Matter activists led protests over the police killing of George Floyd, and embarked on an aggressive diversity hiring push. It introduced 'quotas' aiming 'to remake its workforce demographic, seeking to reach 30 percent women globally and 30 percent associates of color in the United States by 2028,' papers show. Wood made it clear that he opposed the firm's DEI policies due to his religious and political views. He 'advocated for hiring based on merit and skill rather than other immutable characteristics,' the complaint says. Two weeks later, Wood was told his job was being axed along with 21 other staffers... Wood was retaliated against for expressing his beliefs, by cutting short his approved paid family leave."
We are still told that DEI is about ensuring the widest possible talent pool, and that it ensures "minorities" aren't discriminated against
William A. Jacobson on X - "My statement on resignation of @Cornell President: "Martha Pollack was the architect of Cornell's disastrous race-focused DEI initiative that balkanized the campus, and inevitably led to targeting of Jewish and pro-Israel students. While I wish her well in her personal life, it is time for the Cornell Trustees to turn the ship around, to eliminate DEI programming as is taking place elsewhere, and to refocus the campus on the inherent dignity of each individual without regard to group-identity.""
Thread by @Tyler_A_Harper on Thread Reader App – Thread Reader App - "MIT recently banned diversity statements. People opposed to this move argue that diversity statements are not ideological litmus tests. But this argument plainly obscures the difference between "diversity," "equity" and "inclusion" as VALUES, and DEI as a packet of ideologies. I think diversity, equity, and inclusion are important. My syllabi and approach to the classroom reflects that. (Many of you would find them very "woke"). Anyone who is not committed to cultivating a classroom where everyone can learn is not qualified to be a professor. Mandating that people who occupy specific roles adhere to a set of accepted professional values isn't some new ideological authoritarianism. It's plainly uncontroversial that doctors should be committed to patient welfare. We don't call the Hippocratic Oath "compelled speech." However, "diversity statements" are not like the Hippocratic Oath. They were born of an ideological firmament that coalesced in the 2010s and became entrenched post-2020. They're not designed to suss out your commitment to diversity but your adherence to DEI and anti-racism. Unlike "diversity," "equity," and "inclusion" which all professors should value, DEI and anti-racism are specific – hotly contested, deeply politicized – philosophies grounded in understandings of race and justice that are controversial, including among minority academics. Do SOME search committees use diversity statements only to assess a job-candidate's commitment to teaching inclusively? Yes. And if that's how they were primarily used I think they would be basically fine. (If redundant: this should all be addressed in the teaching statement). But in reality, diversity statements are intimately bound up with DEI and anti-racism, and they are very often used to ascertain a candidate's commitment to and fluency in those discourses: are they hip to the jargon and best practices as determined by anti-racist ideologues? I am familiar with a number of cases in which POC candidates were rejected or dinged for not telegraphing their familiarity with anti-racist ideas and DEI research. This is especially a problem for international minority candidates who aren't immersed in American DEI jargon. This is ALSO a problem for candidates (again, often POC) who come from under-resourced PhD programs that don't have the same mentoring and elaborate DEI infrastructures as elite programs, and which serve to familiarize job-seekers with all the latest anti-racist niceties.I support affirmative action, and I support diversity, equity, and inclusion as values. But "diversity statements" are not about this. They're a gatekeeping mechanism designed to facilitate elite reproduction by offering fellow elites opportunities to recite a catechism. Anyone who insists that diversity statements are not "litmus tests" is pretending that these are neutral statements about values we all should share, rather than about adherence to a particular ideological matrix that many find intellectually anemic and politically noxious.I worry that we are in the midst of an over-correction that will erase some of the important work universities DO do around diversity, equity, and inclusion. But the banning of diversity statements is not an over-correction, it's removing a pointless bit of ideological paperwork."
Minority Contracting Comes to Medicine - "When public hospitals purchase medical equipment or rely on outside doctors, they typically consider the price and quality of each vendor. In Tarrant County, Texas, they consider something else, too: the race and gender of the vendor's owners. Tarrant County's public hospital system, JPS Health, evaluates bids for contracts on a 100-point scale that gives more weight to "diversity and inclusion" (15 points) than to the reputation of a vendor's goods and services (10 points) when assessing providers of transcatheter heart valves—devices used to counteract cardiac failure and keep blood flowing throughout the body... JPS is just the latest health provider to integrate race into its procurement policies, balancing the cost and quality of life-saving services against the demographics of the firm providing them. Inova Health System, the University of Virginia Medical Center, and the University of Texas MD Anderson Cancer Center have all issued requests for proposals that incorporate race. Others, such as Mount Sinai Health System, tout their record on "supplier diversity." The trend, critics say, which encompasses grant-making as well as contracting, threatens to undermine competent and cost-effective care in a country that already has the highest health care expenditures in the world. It comes amid a glut of diversity programs that have roiled the medical establishment, from affirmative action in medical schools to the allocation of COVID drugs based on race... The system means that public hospitals like JPS, which often rely on outside doctors for specialty services, are in some cases using race to decide who's paid to diagnose cancer and other time-sensitive illnesses. Tarrant County isn't just seeking supplies like lab equipment, but also medical personnel to conduct blood tests, biopsies, and tissue analysis, per a procurement request for pathology services. How well clinicians interpret those tests—which require advanced chemistry to understand—can mean the difference between catching a tumor early and letting it grow undetected. The criteria raise questions about how those clinicians are selected in a county that, according to JPS Health data, has higher rates of cancer than the state average and that is widely considered a Republican stronghold. "They've thrown diversity into the mix where all they should be interested in is high quality service," said Stanley Goldfarb, a professor of nephrology at the University of Pennsylvania medical school and the founder of the advocacy group Do No Harm... Asked to comment on the scoring criteria, JPS claimed that it "does not consider 'race' or ethnicity as a basis for awarding contracts." The health system "does gather that information," a spokesperson wrote in an email, but "applies objective standards for determining the most qualified and best value vendors for the District." JPS declined to answer follow-up questions about how the scoring sheets made their way into procurement requests. Minority contracting is common, and costly, in industries such as construction, sanitation, and national defense. Government agencies have long set spending goals for "disadvantaged" firms—those in which women, veterans, or minorities hold a 51 percent stake—and targeted them with set-asides and no-bid contracts. That practice has been linked to corruption and higher prices... research suggests that set-asides increase cost overruns and delays. Now, as "health equity" becomes the watchword of hospital systems across the country, minority contracting has come for medicine. And it has led to some eyebrow-raising priorities, with fundamentals like price and quality taking a back seat to diversity. The University of Virginia Medical Center said in 2019 that it would favor "Small, Woman-owned and Minority-owned" businesses when sourcing stem cell products. And in 2021, Inova Health gave race more weight than "cost-effectiveness" when evaluating applicants for its "Community Health Fund" grants, which support health care nonprofits in Northern Virginia working with "under-resourced communities." Inova, the largest health network in the area, gave 15 points to "BIPOC Owned/Led" organizations—the same amount as "overall impact" and "qualification and expertise"—but only 10 to budget considerations, according to Inova's request for proposals document outlining the evaluation process... Fifteen out of 100 points might not sound like much in absolute terms. But in the context of a competitive bidding process, it can easily swing a grant or contract to a less efficient firm. Under the point system adopted by JPS Health, for example, "a typical firm could sell the same good up to 60 percent cheaper and still lose a contract to a minority, woman, or veteran-owned firm"... That leg-up is extreme relative to other minority contracting programs, Glock added, where the extra cost is more like 10 percent. These preferences pose legal as well as economic issues. While private grantmakers like Inova can, in most cases, dole out money based on race, minority contracting is only allowed as a remedial measure—that is, to offset the effects of past discrimination in public procurement. That means governments must commission "disparity studies"—expert reports on the obstacles faced by minority businesses in an area—before they engage in race-conscious contracting. Tarrant County does not appear to have conducted such a study, unlike some of its adjacent districts. And while the county's procurement policies do encourage the use of "historically underutilized businesses," they also state that this should be done through "race, ethnic and gender neutral means."... Contracting is far from the only area in which medical bureaucracies have injected race, and far from the most explosive. Many Americans were outraged when, in 2022, some states and hospitals systems gave minorities extra points when allocating COVID drugs, using score sheets like the ones at JPS Health to determine which patients would be eligible for scarce therapies. More recently, the National Institutes for Health has faced blowback for distributing research grants based on race."
Clearly, DEI improves the quality of work and just removes discrimination against "minorities", resulting in a level playing field
Joshua Chiang | Facebook - "*Dead Poets' Society* If there's any film due for a remake set in contemporary times it's this one. But here's the twist: the main objection of the antagonists - the parents, the head of the English department - is that every poet studied in the Dead Poets Society were all white men. The parent of Neil Perry - the student who later took his own life in the original film - isn't upset because he wanted to pursue his love for poetry. It's because Neil wants to write like a classical poet and they insists that the only poems he's allowed to compose are slam poems. Plot twist: in this version, the student doesn't take his own life. He became an intern for The Daily Wire, which outrages the school's dean, and that led to the firing of Robin Williams' character, now played by Mark Walhberg."
Steve McGuire on X - "NEW: The University of Wyoming has banned mandatory DEI statements and closed its DEI office: President Seidel: “We will not allow units of UW to require job candidates to submit statements regarding diversity, equity and inclusion. We will not have a requirement for employees to be evaluated on components of diversity, equity and inclusion in the performance evaluation process. These actions reaffirm UW’s commitment to merit-based employment practices including hiring and promotion.”"
Richard Hanania on X - "The good thing about these DEI bans is that Republicans are basically making it much more difficult to get a job as a full time leftist activist in a red state at government expense. It doesn’t just change the universities, there are bound to be wider political reverberations."
End Wokeness on X - "Bernie Sanders says it's a health crisis that we have so many white doctors in the US. He says that in order to make non-whites live longer, we need more black, brown, & Native American doctors to treat them:"
Crémieux on X - "Senator Sanders is referring to sets of non-robust, generally nonsignificant results, including a result with a p-value of 0.96, in addition to tests that were never conducted at all. The study in question has misled many public officials. I have a post on it (linked below)."
Richard Hanania on X - "Hitler in 1939: We're going to replace Jewish professionals with Aryans of working class stock, because trust me bro, poor kids are just as capable as anyone else. What a lunatic."
"We have hundreds of thousands of very intelligent children of peasants and of the working classes. We shall have them educated - in fact we have already begun and we wish that one day they, and not the representatives of an alien race, may hold the leading positions in the State together with our educated classes. Above all, German culture, as its name alone shows, is German and not Jewish, and therefore its management and care will be entrusted to members of our own nation"
i/o on X - "I just got back from an early-morning doctor's appointment at a hospital. While I waited in the examination room, I was treated to an endlessly-repeating 20-slide presentation on a large screen. Every slide contained a stock photo of a person, and in every one of those twenty photos except one was a black person. There were only two white people in the entire slide show — an elderly woman and man standing in his kitchen with his black wife. All the doctors in the photos were black women, every single one. There wasn't a single photo of an Hispanic or Asian in the slideshow. The hospital is a well-known facility serving several counties, and I would estimate that the black population in this multi-county area is about 20%, the Hispanic population about 10%, and the Asian population slightly over 5%. A person or a team of people put together that slideshow, and the medical facility ultimately approved it. Each of the people involved in this process saw the hugely out-of-whack racial disproportionalities involved, and thought to themselves, "Yes, this seems about right to me. There's nothing weird about this, at all.""
Cory Clark on X - "1. Hot off the press: Taboos & Self-Censorship In a sample of psych profs, we identify points of conflict & consensus regarding (1) controversial empirical claims & (2) normative preferences for how controversial scholarship & scholars should be treated:"
Jonatan Pallesen on X - "Interesting and brave paper showing that women in academia (psychology) are more censorious than men. Women are more supportive of all actions against scholars researching taboo topics, except for "normal scientific criticism".* Women have larger desire to discourage research than men about every topic, except research about Black people being discriminated against.**
* Another exception is arguably regarding stigmatizing grad students and coauthors, depending on how you feel about d = -0.16 with this sample size.
** The racial bias in academia question they were asked to consider was specifically regarding Black people being discriminated against, not White or Asians being discriminated against."
Clear proof science benefits from diverse perspectives
MIT accused of discrimination for women of color scholars program in civil rights complaint - "The complaint, from the Rhode Island-based conservative Legal Insurrection Foundation, alleges that the program violates the Civil Rights Act of 1964, which bars race and sex discrimination in federally-funded enterprises like education, as well as OCR guidance. “Discrimination against white applicants is just as unlawful as discrimination against black or other non-white applicants,” the complaint argues."
The ‘Diversity’ Trap - "A shallow, reductive version of diversity that first gained a foothold in progressive political spaces has rapidly spread across American institutions and the corporate world. It values skin color and other inherited characteristics above all else, largely ignores class issues, and overlooks the benefits of real diversity, like the anti-fragile resilience created by fostering people with different viewpoints. Yet, despite the many flaws and dangers of this new orthodoxy—or perhaps because of them—anyone who challenges it, risks damage to their career and social life... Denise Young Smith... spent almost two decades working her way up in Apple, becoming one of the few black people to ever reach its executive team. She was named vice president of diversity and inclusion... “And I’ve often told people a story—there can be 12 white blue-eyed blond men in a room and they are going to be diverse too because they’re going to bring a different life experience and life perspective to the conversation,” she noted. Within a week, the uproar over her comments forced Young Smith to write an apology. A few weeks later, her departure from the company was announced. She was replaced by Christie Smith, a white woman... The contemporary “diversity culture,” which I had first witnessed in progressive organizations, has spread across the entire corporate world and is enforced by a highly educated activist class. And what the culture dictated in this case was that Young Smith had to be punished for stating an obvious moral truth—that people are individuals, whose experiences and identities are not reducible to their race or outward appearance. Her humiliation served as an example and a warning to others: If a black female executive could be defenestrated for expressing the mildest criticism of the high-liberal definition of diversity as a matter purely of inherited background, then anyone could be... too often our conversations about diversity are shallow and focused only on that narrow set of characteristics that is politically valuable... While liberal diversity culture can go as far as advocating for outright racial quotas, there is very little discussion of promoting differing modes of thought or true multiculturalism. In fact, in the progressive spaces where I have worked, it increasingly appears that the desired outcome is for employees to look different but think exactly the same; the end state is a monoculture that defeats the whole point of meaningful diversity. Where, for instance, are the liberal publications preaching the value of diversity that are also recruiting more pro-life writers? Polling shows Hispanics, America’s most populous minority group, tend to be more conservative on abortion issues than the rest of the population, a position that has nothing to do with race and everything to do with religious values. Perhaps, it should be no surprise that moral panics about race have seized the liberal upper-middle class in recent weeks. This group of people has so little in the way of substantive disagreements, that arguments for promotion via race are simply an extension of office politics by other means. Yet, to merely write this all off as the ideological extremism of an idle class misses just how damaging it is—to the country and to the value of true diversity—to have the concept hijacked and tainted in this way... 74% of Americans say companies should make decisions about hiring and promotions by only taking a person’s qualifications into account, “even if it results in less diversity”—that includes a majority of every single racial group. By a similar margin, Americans oppose the use of racial preferences in college admissions... Our diversity culture will remain shallow until it learns to look past the color of a person’s skin."
Google Finds It’s Underpaying Many Men as It Addresses Wage Equity - The New York Times - "When Google conducted a study recently to determine whether the company was underpaying women and members of minority groups, it found, to the surprise of just about everyone, that men were paid less money than women for doing similar work... Google seems to be advancing a “flawed and incomplete sense of equality” by making sure men and women receive similar salaries for similar work, said Joelle Emerson, chief executive of Paradigm, a consulting company that advises companies on strategies for increasing diversity. That is not the same as addressing “equity,” she said, which would involve examining the structural hurdles that women face as engineers."
From 2019. I like that they admit that equity means equal pay for unequal work
Josh Kraushaar on X - "“One professor said that a student in the operating room could not identify a major artery when asked, then berated the professor for putting her on the spot. Another said that students at the end of their clinical rotations don't know basic lab tests and, in some cases, are"
Wesley Yang on X - ""Diversity" was allowing this student in "Inclusion" is allowing this student exposed by their professor for not being able to identify a major artery to berate their professor without consequence "Equity" is allowing this student to graduate and become a doctor
This student will then be inflicted on a "diverse community" on the basis of junk research claiming that merely by virtue of their race, they improve outcomes for the same race. The student will make outcomes worse, widening disparities, which will then be cited as evidence for the need to expand DEI policies...."
Shep Casey on X - "I guess that means that the safest bet is white male younger drs. They got there despite the odds. Likely had to score better on everything.. Congrats DEI. You ruined it for all the qualified minorities out there."
Act.Forward🇺🇸Christian. Wife. Mom. Pediatrician. on X - "Laughing!!! I cannot even fathom how it would have gone for me if I had ever dared to raise my voice or challenge the surgeon I was being taught by during my clinical rotations."
ProLib 🇺🇦 on X - "Why do you assume minority doctors will misdiagnose patients simply because they're minorities?"
Diane Yap on X - "It isn’t “because they’re minorities” It’s because they aren’t qualified."
i/o on X - "Here's how it works, stage by stage:
(1) Blacks are accepted to selective undergrad institutions with much lower standardized test scores and high school GPAs.
(2) As undergrads, they leave STEM majors in much higher percentages than other groups.
(3) Those blacks that remain in STEM or "pre-med" programs have significantly lower GPAs in their science-related coursework than Asians and whites.
(4) Black applicants applying to med school present with lower undergrad GPAs and lower MCATs, but are significantly more likely to obtain admission than Asians and whites with similar credentials.
(5) A far greater percentage of black medical students drop out of medical school than students from other groups. Those who remain graduate with lower GPAs, on average.
(6) Black medical students who graduate then fail the medical board licensing exams at higher rates than whites and Asians.
(7) Those who pass their exam and apply to residency training programs, receive the same preferential treatment they received when they were applying to undergrad and medical school. They are heavily prioritized over Asian and white applicants in many of these programs.
(7) Black residents drop out of these residency training programs at higher rates than white and Asian residents.
(8) Although we have limited data on this, it appears that those black MDs who survive residency programs and fully enter the profession will later commit malpractice at higher rates than white and Asian MDs (even though they tend to go into less cognitively-demanding specialties than whites).
Here's the main takeaway: At every stage of the process, blacks, despite being heavily-favored by institutionally racist systems and structures, perform worse than whites and Asians. And yet we're supposed to somehow imagine that they're just as capable."
Intel Allocates $300 Million for Workplace Diversity - The New York Times
Arizona man fatally beats coworker with baseball bat at Intel cafeteria: police - "Derrick Lemond Simmons, 50, was arrested after he attacked the unnamed coworker with a bat, knife and hatchet at the semiconductor manufacturer’s Ocotillo campus on Saturday, according to court documents obtained by Arizona Family."
