> However, the point that I am trying to make is that we, as a society, should be trying to ignore these obvious statistical likelihoods when we are choosing a candidate. Those statistical likelihoods have nothing to do with the candidate themselves. If we make these kinds of interpretations, we are no longer judging a candidate based on who they are, but rather who we think they might be. And who am I to make that judgement? I'm nobody special. That's all I'm trying to say, really.
Ah, ok I see. I didn't understand your point then. I think we at least kind of agree on that point. What I was trying to say is that, I don't think that it's accurate to characterize the resume study as proving racism or racial discrimination, given the bias induced by AA. At least, providing they are not going further than correcting for that bias.
I do agree with you that in an ideal world, people would try to avoid factoring that in. But, it is important to keep in mind I think that hiring decisions are often extremely consequential for the people that make them (in a way that university admissions are not), and as a consequence, asking the decision makers there to intentionally ignore pertinent information is almost always going to be a losing proposition.
I think, even if people are correcting a bit for this bias in the hiring pipeline, AA is still providing considerable value to historically disadvantaged candidates, by helping them get access to alumni networks, and presumably a higher quality education and hopefully that will be sufficient to close the remaining skill gaps over time.
Ah, ok I see. I didn't understand your point then. I think we at least kind of agree on that point. What I was trying to say is that, I don't think that it's accurate to characterize the resume study as proving racism or racial discrimination, given the bias induced by AA. At least, providing they are not going further than correcting for that bias.
I do agree with you that in an ideal world, people would try to avoid factoring that in. But, it is important to keep in mind I think that hiring decisions are often extremely consequential for the people that make them (in a way that university admissions are not), and as a consequence, asking the decision makers there to intentionally ignore pertinent information is almost always going to be a losing proposition.
I think, even if people are correcting a bit for this bias in the hiring pipeline, AA is still providing considerable value to historically disadvantaged candidates, by helping them get access to alumni networks, and presumably a higher quality education and hopefully that will be sufficient to close the remaining skill gaps over time.