Affirmative Action, A Closer Look

By Nathan William Fryzek

Introduction
Racism and sexism is defined as treating one person better or worse than another due to their race/sex. Affirmative action is racist and sexist as shown in my previous paper, Ignorance at the Highest Level. This paper will focus on why the racist and sexist policies of affirmative action are misguided, and to show that racism and sexism is not common among employers.

Milton Friedman – “A myth is like an air mattress: there’s nothing in it, but it’s wonderfully comfortable, and deflation causes an uncomfortable jolt.”

Because of employer sexism, affirmative action is needed to even out wage disparities between men and women.

The male female wage gap as of 2012 was 23.5% (The Wall Street Journal). This statistic can be replicated by dividing the average overall female wage by the average overall male wage and subtracting the dividend from 100, this is problematic for a variety of reasons. First of all women tend to choose lower paying majors when going to college. Secondly women tend to take more time off from work than men when having kids. And thirdly, when women do work the same job as men they tend to still do more housework and childcare than their male counterparts.

When a child is sent home for being sick the mother usually picks up the child from school. When a child has a doctor’s or dentist appointment the mother usually brings the child. When a child has extracurricular activities such as soccer or baseball the mother usually brings the child. All of these factors make women less productive overall than men, and as any good economist knows, wages tend to equal productivity. The difference in wages between males and females has nothing to do with sexism, it has to do with different levels of productivity between men and women.

If we factor out different degree choices and occupations between men and women, we still get a 3% wage difference between men and women who have the same job (PayScale). This 3% difference can easily be explained by differences in housework, childcare, and time taken off from work.

There is no real wage gap between men and women due to employer sexism, the difference that exists is because of differences in productivity levels.
Because of employer sexism, women tend to get hired less for high level positions than men and affirmative action is needed to combat this (the glass ceiling).

Because of evolutionary biology men tend to be more extreme and adaptable than women, for in an ancient tribe if 90% of the men did something stupid and died the tribe would be back in large numbers after one generation of mating, while if 90% of the women were stupid for obvious biological reasons quick reproduction would not be possible. One place we see this in imprisonment, 91.4% of new incarcerations in the United States were for males. We also see this in the hiring of business executives as 14.2% of business executives of the 500 S. and P. companies are women (C.N.N. Money). Lastly we see this in I.Q. as men tend to be more extreme at either the low or high end of the I.Q. spectrum while women tend to be more in the middle (Breitbart News Network).

The lack of female business executives is not due to employer sexism, it is due to evolutionary biology.
Because of employer racism, affirmative action is needed to even out wage disparities between white and blacks.

The wage gap between black and white males as of 2010 is 25% (N.P.R.), this is partially due to the fact that 72.8% of four year degrees granted to males during 2010 went to whites while only 12.5% of degrees granted to males went to blacks (National Center for Education Statistics). Another explanation for the fact that blacks make lower salaries than men is because the black incarceration rate is nearly 6 times that of whites (N.A.A.C.P.) Customers are much less likely to trade with a business if the owner has convicted criminals working for him, lowering black productivity, and therefore wages.

There is no real wage gap between whites and blacks due to employer racism, and any quota system or preferential treatment of blacks in hiring practices is simply racism.

Conclusion
There are many different subjects in academia and it is impossible for anyone to completely research all of them, but as you increase the loudness of your speech your research to back it up should increase as well, and as president of a college sending emails to an entire student body your voice is very loud indeed.

Murray Rothbard – “It is no crime to be ignorant of economics, which is, after all, a specialized discipline and one that most people consider to be a ‘dismal science.’ But it is totally irresponsible to have a loud and vociferous opinion on economic subjects while remaining in this state of ignorance.”
Works Cited

Sowell, Thomas. “Thomas Sowell – Race And Gender Gaps.” YouTube. YouTube, 16 Mar. 2012. Web. 11 May 2016. <https://www.youtube.com/watch?v=v_pQ7KXv0o0&gt;.

“Do Men Really Earn More Than Women? – Infographic – PayScale.” PayScale. N.p., n.d. Web. 11 May 2016. <http://www.payscale.com/gender-lifetime-earnings-gap&gt;.

Cronin, Brenda. “Male-Female Pay Gap Hasn’t Moved Much in Years.” WSJ. N.p., 17 Sept. 2013. Web. 11 May 2016. <http://blogs.wsj.com/economics/2013/09/17/male-female-pay-gap-hasnt-moved-much-in-years/&gt;.

Ludden, Jennifer. “Despite New Law, Gender Salary Gap Persists.” NPR. NPR, 19 Apr. 2010. Web. 11 May 2016. <http://www.npr.org/templates/story/story.php?storyId=125998232&gt;.

“Fast Facts.” Fast Facts. National Center for Education Statistics, n.d. Web. 11 May 2016. <https://nces.ed.gov/fastfacts/display.asp?id=72&gt;.

“Criminal Justice Fact Sheet.” Criminal Justice Fact Sheet. The National Association for the Advancement of Colored People, n.d. Web. 11 May 2016. <http://www.naacp.org/pages/criminal-justice-fact-sheet&gt;.

Wagner, Peter. “Recommended Reading:.” Incarceration Rates by Gender. Prison Policy Initiative, 2012. Web. 11 May 2016. <http://www.prisonpolicy.org/graphs/genderinc.html&gt;.

Block, Walter. “Walter Block Responds to His Politically Correct Critics:race,sexism & Capitalism.” YouTube. YouTube, 24 Feb. 2015. Web. 11 May 2016. <https://www.youtube.com/watch?v=6EDykuMDLpM&gt;.

Only 14.2% of the Top Five Leadership Positions at the Companies in the S&P 500 Are Held Women. “Why Only 14% of Top Execs Are Women.” CNNMoney. Cable News Network, 24 Mar. 2015. Web. 11 May 2016. <http://money.cnn.com/2015/03/24/investing/female-ceo-pipeline-leadership/&gt;.

Milo. “The Smartest People In The World Are All Men.” Breitbart News. N.p., 02 Oct. 2015. Web. 11 May 2016. <http://www.breitbart.com/big-government/2015/10/02/sorry-girls-but-the-smartest-people-in-the-world-are-all-men/&gt;.

Ignorance at the Highest Level

A response to M.C.T.C. Interim President Avelino Mills-Novoa,
by Nathan William Fryzek.

Avelino’s original response
https://static.askadmissions.net/mctcretain/usermedia/Response%20to%20Student%20Letter%20050616.pdf

Red = Avelino
Blue = Nathan
A letter was recently emailed to me (and I believe all M.C.T.C. students) by Avelino containing his response to a variety of student complaints. While reading his response I found example after example of racism, discrimination, and political non-neutrality.

I can no longer stand idly by as my school changes more and more from a colorblind, neutral institution dedicated to learning to an institution that rewards certain groups and punishes others because of their race and to an institution that openly promotes political agendas.

Discrimination Defined on the the M.C.T.C. Website, College Policy 2.01, Part 2
Discrimination is defined as conduct that is directed at an individual because of his or her protected class and that subjects the individual to different treatment by agents or employees so as to interfere with or limit the ability of the individual to participate in, or benefit from, the services, activities, or privileges provided by the college or otherwise adversely affects the individual’s employment or education.

Racism and Discrimination
The letter was a call to action demanding transformation of campus culture, policies and practices, to significantly improve retention and graduation rates, most acutely for members of marginalized communities of color and Native American communities.

Treating someone differently than another because of their race is the definition of discrimination according to M.C.T.C policy.

Racism and Discrimination
During the initial 12-month pilot period of this new hiring model, nearly 50% of all new hires were people of color and the college has retained 97% of those new hires. We will continue to use this new hiring model and refine and make improvements as necessary to ensure that MCTC is continuing its commitment to creating a diverse workforce across all categories of employees, including faculty, staff, and administrators. The goal is to have an even distribution of diversity across the institution.

Striving to stray away from hiring people based on their qualifications in order to increase the amount of new hires who are of a certain race, even if in order to increase diversity, is blatant racism.

Worse than Separate but Equal
The Executive Director of Diversity will be tasked with developing a student of color/ American Indian student caucus. The caucus, together with the Directors of Diversity and Student Life can begin shaping the student panel cited in item #2 above.

Establishing a student caucus for black and aboriginal students while not one for whites is worse than the separate but equal laws of pre-civil rights movement America. For at least under separate but equal laws, caucuses would have been provided for whites and blacks, under this plan no new caucus is being provided for whites at all.

Political Non-Neutrality
Therefore, connecting youth as well as underemployed and unemployed Minneapolis residents to living wage, family-sustaining jobs in all sectors of the economy has become a central part of MCTC’s work.

Striving to provide tuition-free two-year college for low-income Minneapolis residents by 2019. The MCTC Foundation Board has approved the plan and is taking on the challenge believing they can raise $10.5 million over the next three years to support this.

How can a president of a college remain unbiased and fair when he promotes a political agenda, we all have political views and we should be free to express them, but it is extremely inappropriate for a president of a public college to use his office as a vehicle for his political views.

Conclusion
I urge all those students, staff, or professors who are sickened by this transformation of M.C.T.C. to email our current president at avelino.mills-novoa@minneapolis.edu and ask him to change these policies/plans. I would also ask that you email our new president as of July 1st 2016, Sharon Pierce, when her email becomes available on the M.C.T.C. website.

Walter Block

TCCIMir_en_120414_4469

I was converted to anarchism by Walter Block and I am happy to be attending his classes at Loyola New Orleans this fall. If have any inkling of interest in libertarianism or economics I urge you to watch this video of Walter Block explaining his most popular (and provocative) book Defending the Undefendable.  A few of the chapter names are the pimp, prostitute, scab, slumlord, libeler, moneylender, and blackmailer.

The first version is a shorter, less in-depth explanation while the second is longer and covers more chapters.

 

PucaTrade

For all of you who don’t play Magic the Gathering, this post probably won’t interest you.

PucaTrade is a site for buying and selling Magic cards using a virtual currency called PucaPoints, these points are supposed to be worth One U.S. a piece, but, as the video will hopefully explain, this is not the case and PucaTrade has been defrauding thousands of Magic players.