White males blame Asians and women for attending universities intended for white males.

In When Asians enroll! (And other tales from meritocracy’s margins) Sarah Ghabrial writes:

Meritocracy forgets privilege, and the fact that folks from marginalized groups have to work a hell of a lot harder for the same reward as their more upwardly mobile counterparts. By the logic of meritocracy, the cream would rise naturally to the top, regardless of status or association, and yet generations passed wherein the “cream” remained almost consistently white and male… that is, until just recently, when the world woke up to the news that minorities were not just gratefully accepting the token slots assigned them, but slowly and surely invading campuses in force, dramatically shifting the demographic away from the white, male, middle-class face of higher education. Meritocracy was somehow, if unevenly, coming through on its promise of diversity. Calamity ensued.

Let’s start with women and the “pussification” of schools. Rant after rant, each less coherent than the last, has blamed the increasing enrollment of women in higher education for all kinds of “male afflictions” (likened by one commentator to a “plague”): a mass exodus of boys from schools at all levels, suddenly put off by title pages and hand raising; dateless young women reduced to hyper-educated spinsters at the tender age of 23; and what about “the family” (where all anti-feminist roads end), ever at the point of demise? Never mind that the education system as it exists and operates today is no more estrogen-riddled than it ever was — teaching has always been a feminized occupation — or that, historically, wherever girls have been admitted, they have outpaced boys, just not outnumbered them. Forget, as well, that the regimentation and “sit still and behave” pedagogical norm is not a recent phenomenon, but the vestige of 19th-century British education reforms by which military-and factory-drawn models of discipline and hierarchy were applied to private and semi-public schools — whose clients were then exclusively boys.

[…]

Herein lies the paradox to this whole story that is mind bending, though maybe not surprising to meritocracy’s skeptics. The excellence of individuals other than middle-class white males within an education system designed for and by the latter has aroused a mass panic and sense of social crisis — the blame for which is placed not on the system, but those excelling individuals. Meanwhile, though the ideal of meritocracy remains intact, elements of “affirmative action” are insinuated into university acceptance processes, not in the service of historically excluded groups, but rather, it seems, to soothe the self-esteem of the privileged.

Though these are separate issues, the same kind of language permeates both sets of complaints. Both women and Asians (I can only imagine the threat posed by an Asian woman) are perceived to have adapted almost too well to the disciplinary expectations of public and higher education: in classes, girls are too competent, too malleable, too disciplined, too obedient. In the Maclean’s article, Asian students are described as hyper-studious, almost machine-like in their drive and focus, sacrificing food, sleep, even booze, to maintain their GPA. Suddenly, the terms of merit that are supposed to earn individuals success are re-scripted as faults, even disadvantages (though whether to themselves or others is not always clear).

Read the whole thing.

Link: When Asians enroll! (And other tales from meritocracy’s margins) (via Racialicious)

Asians are not all rich.

There is a ridiculous post at 8asians titled Asian Men Have The Highest Salary that was linked from Racialicious for some reason. The author, Tim, writes:

If you were looking for another reason to date an Asian male, the U.S. Bureau of Labor Statistics just came up with one. In their latest report on earnings in the 2nd quarter of 2010, Asian men topped the charts again, making $901 in median weekly earnings. Asian women were second at $854, followed by white men at $838.

Let us ignore the often sexist stereotype that women are attracted to rich men for now and look at the issue of race and income. The data I have comes from Ontario, Canada, and the great thing about Canadian race statistics is that Asians are not all lumped together.

Average Employment Income By Racialized Group, Ontario, 2005

Men Women Total
Japanese 73079 40572 56170
Non-racialized 50255 31682 41335
Chinese 41283 30129 35717
Multiple Visible Minority 39940 29156 34613
South Asian 37198 24897 31711
Arab 36894 24258 31963
Southeast Asian 36506 24549 30619
Visibly Minority not included elsewhere 35943 26583 31201
Filipino 35323 28798 31472
Black 33497 27485 30337
Latin American 33218 22518 28145
Korean 32828 22326 27757
West Asian 30212 21660 26502

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Masking the gender and race of job applicants increases diversity in hiring.

Eric Ries writes about his experience in achieving diversity in hiring by masking identifying information from the résumés (emphasis mine):

Now, whenever I screen resumes, I ask the recruiter to black out any demographic information from the resume itself: name, age, gender, country of origin. The first time I did this experiment, I felt a strange feeling of vertigo while reading the resume. “Who is this guy?” I had a hard time forming a visual image, which made it harder to try and compare each candidate to the successful people I’d worked with in the past. It was an uncomfortable feeling, which instantly revealed just how much I’d been relying on surface qualities when screening resumes before – even when I thought I was being 100% meritocratic. And, much to my surprise (and embarrassment), the kinds of people I started phone-screening changed immediately.

And yet, when I suggest this practice to hiring managers and recruiters alike, they rarely do it. Hiring managers say, “the recruiter would never go for it” while recruiters say, “the hiring manager won’t accept it.” What I think we’re really saying is: “I don’t want to know if I am biased.” That’s understandable – it’s embarrassing! Even if our biases are only implicit and not consciously held, the systems we build can still contain bias. When we change a hiring policy, especially if we do it in a visible way, we reap two benefits. We actually improve our hiring process and also signal our commitment to meritocracy.

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Multiculturalism displaces anti-racism, upholds white supremacy.

Dr. Sunera Thobani, of the University of British Columbia, criticizes the discourse of multiculturalism in Canada (transcript):

I think multiculturalism has been a very effective way of silencing anti-racist politics in this country. Multiculturalism has allowed for certain communities—people of colour—to be constructed as cultural communities. Their culture is defined in very Orientalist and colonial ways—as static, they will always be that, they have always been that. And culture has now become the only space from which people of colour can actually have participation in national political life; it’s through this discourse of multiculturalism. And what it has done very successfully is it has displaced an anti-racist discourse.

You know, I teach and I have young students of colour, they come, and they completely bought into this multiculturalism ideology. They have no language to talk about racism. They know that if they talk about racism, they will get attacked.

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Canada is multicultural, not anti-racist.

Mollena sells actual RACE Cards (TM) to play. (Photo by Colm McCarthy)Canada is an officially multicultural country, but multiculturalism does not address racism.

The Continuum on Becoming an Anti-Racist Multicultural Institution shows six stages from being a monocultural institution to becoming an anti-racist multicultural institution. Canada appears to be at Stage Three:

3. Symbolic Change: A Multicultural Institution

  • Makes official policy pronouncements regarding Multicultural diversity
  • Sees itself as “non-racist” institution with open doors to People of Color
  • Carries out intentional inclusiveness efforts, recruiting “someone of color” on committees or office staff
  • Expanding view of diversity includes other socially oppressed groups

But…

  • “Not those who make waves”
  • Little or no contextual change in culture, policies, and decision making
  • Is still relatively unaware of continuing patterns of privilege, paternalism and control

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