The latest issue of Humanitie magazine just arrived in the mail. In this issue, Mike and I discuss our (somewhat different) thoughts on positive discrimination. Make sure to read his thoughts here.
I was all ready to deliver a column arguing against “positive discrimination”.
I was going to argue that the solution to discrimination is not counter-discrimination. Two wrongs don’t make a right. I would point out that even the people supposedly helped by it are, really, just being patronised: “You can’t get this job on merit, so we’ll give you a hand up because of your sex/race/etc.”
I’d have pointed out that the statistics you run across in the media about pay gaps and hiring biases are probably rife with holes. For example, the workers at my daughter’s nursery are almost all women. Does this imply discrimination against male nursery workers? More likely, it’s simply a consequence of free choice: more women than men choose to be nursery workers (for whatever reason). Trying to “equalize” this with quotas would devalue the choices those women and men are freely making.
I was even ready to loftily concede that there are situations of extreme, institutional discrimination where positive discrimination as a temporary counterbalance – as part of a wider program promoting education and social change – might be justifiable as a lesser evil.
And of course, I would have generously acknowledged my potential conflict of interest on this issue: I am a white man. I hate the idea of being passed over for a job in favour of a less-qualified candidate because of my sex or race (what “positive discrimination” means to many people).
But then, at Deena’s suggestion, I started looking into what programs actually exist here, and my righteous indignation vanished.
Because, you see, so-called “positive discrimination” is illegal in Britain. Existing human rights legislation, and the proposed new Equality Bill, specifically prohibit the hiring or promoting of one job candidate over another on the basis of sex or race – or any other protected category, such as sexual orientation, religion, and age.
What is promoted is “positive action”. An employer can encourage under-represented categories of people to apply for a job or promotion; an agency can target disadvantaged groups in promoting training courses. This means things like advertising in media that target these segments of the population, or using language in job adverts that encourages them to apply. (“Women and minorities welcome!”, for example.)
While people might argue about the effectiveness of such measures, it seems clear that positive action hardly constitutes inappropriate discrimination against “dispreferred groups” (such as white male columnists). In fact, it seems to be just the level at which opponents of “positive discrimination” (like me) suggest we should be channelling our efforts.
I think we probably do still have low-level discrimination (both conscious and unconscious) in our society, and it needs combating. Even accounting for self-selection and shortcomings of popular statistics, some unfairness does exist. I have plenty of loved ones in “disadvantaged” groups – women, older people, people with mental health problems, etc. So, in addition to my above-mentioned interest, I have a strong personal interest in trying to make our employment landscape fair.
So I say, keep positive discrimination illegal, and keep positive action around.