There is now documented evidence that Elizabeth Warren was dishonestly “working Affirmative Action” to her benefit as far back as 1986. Paleface, blue-eyed, blonde Lizzie filled out an application to become a member of the Texas State Bar, stating her race as “American Indian.” At age 37 she “became” a Native American and rode that ruse all the way to a cushy $350,000 professorship at Harvard Law School.
AFFIRMATIVE ACTION MADE ME DO IT ! ! ! !
Why did Lizzie need to lie? Affirmative Action was begun in 1974. By 1986, “whites” in higher education and in the professions knew that their “white” bloodline was holding them back. Colleges, universities and professional schools were told, by hook or by crook, they MUST allow more “non-whites” to enroll, or they would lose federal funding. Big Business was no longer allowed to give aptitude tests to applicants for employment.*
The reason behind helping blacks by hurting whites was based upon the conventional wisdom that 1) blacks had lower IQ than whites and 2) blacks were less educated due mostly to public school segregation of blacks from whites enforced by jurisdictions run by Democrats. The second reason is very true, the first reason is open for a great deal of debate.
In order to give blacks a leg up and to comply with the US Supreme Court’s ruling in Griggs v Duke Power Co, 401 U.S. 424 (1971), President Richard Nixon implemented Affirmative Action.**
AFFIRMATIVE ACTION IGNORES ABILITIES
Affirmative Action was originally intended to help blacks because discrimination against them had been SO BAD, for SO MANY YEARS. As written, though, AA applied to all racial minorities.
Non-whites, perceived as victims, were given extraordinary opportunities in employment and education. Colleges and universities were trying desperately to get more & more “non-whites” in their student body and on their facility. To that end, “whites” with higher qualifications, higher test scores and more experience were being denied in favor of racial minorities.
By the mid-1980s Big Business was scrambling to meet artificial quotas so the Equal Employment Opportunity Commission would not levy huge fines against them. Never mind that a given business or college was in a 95%+ white population area, they HAD TO have “enough” non-white employees or students.
Corporations and colleges imported minorities from out-of-state and/or ignored qualifications and/or implemented special training programs to help the new hires (or new students) to have a halfway decent chance of succeeding.***
HARVARD DIDN’T CARE ABOUT LIZZIE’S QUALIFICATIONS
Calling herself a minority opened up opportunities that were just too exciting to pass up. Lizzie made the “soft bigotry of lower expectations” work FOR her.**** As a minority less would be expected of her. “Higher” education, looking to fill professorships with non-whites, would overlook her lack of experience, education, abilities, intelligence, etc. It was perfect. Lizzie had no choice but to lie. Affirmative Action made her do it ! ! !
Diane L. Gruber
*For decades big corporations gave aptitude tests prior to hiring white collar employees. Even when hiring for the lowest job in the office, all applicants were given aptitude tests. Why? Because companies wanted employees who were trainable, and were capable of being promoted.
**Griggs v. Duke Power Co., 401 U.S. 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970. It concerned employment discrimination and the adverse impact theory, and was decided on March 8, 1971. It is considered the first case of its type.
The Supreme Court ruled that the company’s employment requirements did not pertain to applicants’ ability to perform the job, and so were discriminating against black employees. The judgment famously wrote that “Congress has now provided that tests or criteria for employment or promotion may not provide equality of opportunity merely in the sense of the fabled offer of milk to the stork and the fox.
Duke Power Company was a public utility corporation that was involved in the generation, transmission, distribution, and sale of electric power to the general public in North Carolina and South Carolina. Duke Power also supplied electric power to federal government agencies and, for that reason, was subject to an Executive Order that prohibited discrimination in employment.
The Supreme Court ruled that under Title VII of the Civil Rights Act of 1964, if such tests disparately impact ethnic minority groups, businesses must demonstrate that such tests are “reasonably related” to the job for which the test is required.
As such, Title VII of the Civil Rights Act prohibits employment tests that are not a “reasonable measure of job performance,” regardless of the absence of actual intent to discriminate. Since the aptitude tests involved, and the high school diploma requirement, were broad-based and not directly related to the jobs performed, Duke Power’s employee transfer procedure was found by the Court to be in violation of the Act.
***This writer graduated from Lewis & Clark Law School in Portland, Oregon in 1986. At that time, the school was implementing mandatory REMEDIAL writing courses. Remedial!!!
The school found that many new students were not able to function in the Legal Brief Writing class because they hadn’t yet learned how to put a thought into a cohesive sentence. Keep in mind that EVERY law school student has already graduated from high school and college.
In 2001 I hired a minority student from the same law school to be my law clerk. After two months he walked out in frustration because, at age 29 he literally could not use a computer. A few months later he dropped out of law school after being on probation due to poor grades.
****As he campaigned for the Republican presidential nomination in late 1999, Texas Gov. George W. Bush delivered his memorable “soft bigotry of low expectations” speech before the Latino Business Association in Los Angeles:
“Now some say it is unfair to hold disadvantaged children to rigorous standards. I say it is discrimination to require anything less — the soft bigotry of low expectations.”
The phrase captures well the widespread indifference toward the persistently appalling academic performance of African-American and Latino students in our nation’s public schools.