A NOTE ON SUCCESSFUL PARENTS.
A lot of critics of affirmative action like to point out that Jesse Jackson's kid would get 20 points of preferential treatment where some poor trucker's son would not. True enough, and probably unfair. But it's worth keeping in mind a few things.
1. This problem highlights the dangers of the point system to begin with; I have a hard time imagining it would not be corrected for in a system like the law school's, which assigns no rigid values.
2. There are still arguments to be made (although I'm not necessarily the one who will make them) about how such decisions are justified for reparational (is that a word?) purposes.
3. And finally, most importantly: this doesn't happen very often, empirically, because there just aren't that many Jesse Jackson's in the world (at least relative to all the Fortune 500/BW 2000 CEOs, COOs, CFOs, divisional presidents, directors of marketing, &tc. &tc. &tc.) Someone once asked how we would know that affirmative action had done its job. My suggestion then (and I think it is still good today): in about 20 years GE will choose another chairman. If, at that point, there are credible minority candidates among the finalists, and if those candidates represent, in turn, a diverse group of people inhabiting the corporate, legal and social power centers, then we know that we are closer than we are today. But we ain't there yet, folks. We ain't even close.
(To put it another way: how much money does Jesse Jackson make? how many divisional vice presidents make as much? and does anyone want to take a guess at what their demographics are? I don't know the numbers, but will try to find out in the next couple of days).
A lot of critics of affirmative action like to point out that Jesse Jackson's kid would get 20 points of preferential treatment where some poor trucker's son would not. True enough, and probably unfair. But it's worth keeping in mind a few things.
1. This problem highlights the dangers of the point system to begin with; I have a hard time imagining it would not be corrected for in a system like the law school's, which assigns no rigid values.
2. There are still arguments to be made (although I'm not necessarily the one who will make them) about how such decisions are justified for reparational (is that a word?) purposes.
3. And finally, most importantly: this doesn't happen very often, empirically, because there just aren't that many Jesse Jackson's in the world (at least relative to all the Fortune 500/BW 2000 CEOs, COOs, CFOs, divisional presidents, directors of marketing, &tc. &tc. &tc.) Someone once asked how we would know that affirmative action had done its job. My suggestion then (and I think it is still good today): in about 20 years GE will choose another chairman. If, at that point, there are credible minority candidates among the finalists, and if those candidates represent, in turn, a diverse group of people inhabiting the corporate, legal and social power centers, then we know that we are closer than we are today. But we ain't there yet, folks. We ain't even close.
(To put it another way: how much money does Jesse Jackson make? how many divisional vice presidents make as much? and does anyone want to take a guess at what their demographics are? I don't know the numbers, but will try to find out in the next couple of days).
