Jeremy Levine, writing for the outstanding Social Science Lite, has this to say about his uncle’s brush with reverse discrimination:
According to my uncle, his interviewer immediately apologized as he entered the room. ‘Look, I hate to say this,’ the interviewer said. ‘But there’s no way we’re going to be able to hire you. If you were a woman or black, I’d hire you on the spot. You are totally qualified, but we’ve got to fill our quotas.’ Naturally, my uncle was none too pleased, commenting plainly (but forcefully) that acts of “reverse discrimination” are unfair. I did my best to defend affirmative action policies, discussing their historical necessity, noting their negligible affect on white male employment, and even waxing philosophical about the entitlement associated with staking claim and ownership over falsely constructed “spots” in colleges or the workforce. It was all to no avail, though. Cliché as the phrase is, my uncle was “passed up” for the job, and there wasn’t much I could say. …
See, claiming reverse discrimination is a lot like recounting your golf score. It’s always the one or two bad rounds that leave the deepest, most painful impressions. You always remember the bogey on the 9th hole, but never the birdie on the 10th. Somehow, the abundance of good holes are taken for granted, while the one or two missteps are amplified and taken as indicative of the entire round. Sure, my uncle remembers getting passed up for the job with the University of Michigan—an event that (probably) happened the way he said it did. But, in the process of recounting this single experience, he forgot about a lifetime of job interviews in which he directly benefited from his whiteness or his gender.
I’m a fan of affirmative action, but Levine’s scoring system rubs me the wrong way. By this metaphor, we can simply tally up the successes and failures of two individuals – one white, one black – and, when their “life scores” are equivalent, we will know affirmative action has succeeded. Correspondingly, so long as their “life scores” – educational attainment, success in the labor force, wealth accumulation, etc. – remain different, we know just what to do: slap a handicap on the “higher-scoring” individual that would level the playing field. That would be the crude affirmative action program which had tripped up Levine’s uncle.
With apologies to Keva Silversmith, sometimes golf isn’t the sport most metaphorically applicable to life. In the case of affirmative action, I think we’re dealing with something more akin to a poorly-run powerlifting meet. One competitor shows up armed with a singlet and a pair of Chuck Taylors; another – in the latest quintuple-ply squat suit, spring-loaded bench shirt, and knee wraps that could contain a small nuclear explosion. Both are expected to perform their best on the platform. At the end of the day, the geared lifter blows the raw lifter’s total out of the water. Now what?
The geared lifter in this example is the archetypal “privileged applicant,” and his equipment stands for all the accoutrement of privilege. The raw lifter, if you will, is then the “underprivileged applicant,” and the difference between the lifters’ scores is – well, you can figure it out. In any case, here’s the issue: obviously, pitting the two against one another as is is unfair to the latter. What is not so obvious is how we might overcome this unfairness. Here’s what won’t work:
1. Stripping privilege away from the privileged applicant. It’s impossible, from a public policy standpoint, to retroactively “cancel” privilege. It might work in theory, but there is no practical way to do it.
2. Forbidding the privileged applicant from drawing on his privilege. Again, another option that sounds nice, but even in the most ruthlessly objective selection processes, privilege has a way of giving its holders a boost.
3. Handicapping the privileged applicant in the selection process. This is the instance of reverse discrimination that Levine recounts. The problem is that, unlike golf, life offers no clear way to identify the right handicap for each player. Here the powerlifting counter-metaphor comes in handy: no one knows how much supportive gear adds to lifters’ totals, since this number depends on many different factors. Hence, perfectly fair competition of geared against raw lifters is not practical, since any handicap on the former is bound to be inaccurate and arbitrary. This goes double for affirmative action programs. We can tell that (most) white applicants have advantages over (most) black applicants that have nothing to do with their qualification for the position. But what we can’t tell is just how big this advantage is for any specific white applicant – let alone “white applicants” as a group. That’s why, at the end of the day, the specifics of many affirmative action programs are indefensible: these programs are written from a general aim to overcome privilege, rather than from specific information about the advantage privilege confers.
For all this, can we even have affirmative action programs that are both fair and effective? I believe so. The key is to honor the principle of fair treatment. It is not fair to turn an applicant away on the basis of his race, no matter how this would affect the year-end Diversity Report. On the other hand, it is perfectly fair to assist underprivileged applicants before, during, and after the selection process, that they might accumulate at least some of the advantages enjoyed by their more-privileged co-workers. By extension, it is perfectly fair to target underprivileged communities to help their members with education, job search, homeownership, and so on.
I suspect that many other supporters of affirmative action won’t like my take on it. They might rightly point out that this offers no guarantee of equal opportunity – to say nothing of equal outcome. But they would forget that equal opportunity isn’t as simple as having the same golf handicap. Under the reign of equal opportunity, everyone would have more or less the same shot at success, but owing to time and chance, some individuals would still come out way ahead. Regardless of how it is written, the successful affirmative action program will be that which preserves this individual variation in outcomes, while minimizing (in this case) the corresponding racial differential.