Weighing the Costs of the Diversity Industry

Lets face it, the Diversity Industry isnt really productive, but a drag on wealth creation.

I wanted to highlight Heather MacDonald's recent article [nationalreview.com] on the subject, as well.

Quote : "Diversity": Weighing the Cost [nas.org] November 29, 2011 By John Rosenberg This article is cross-posted from Discriminations. excerpt... Now comes W. Lee Hansen, a retired professor of economics at the University of Wisconsin, Madison, who presents an alarming picture of the costs of “diversity” at that institution, a cost that he estimates is $40 million (compared to the “officially reported” cost of $25 million). Quote : If all 42,000 UW-Madison students are assumed to share equally in the benefits of these programs, the annual resource cost of producing these benefits is almost $1,000 per student. If by contrast all benefits from these programs accrue to the 2,100 undergraduate targeted minority students (African-Americans, American Indians and Hispanics), the annual resource cost is roughly $20,000 per targeted minority student. Even if these benefits go to all 5,100 targeted minority students (including graduate and professional students) the resource cost approximates $8,000 per minority student. Another perspective emerges when annual Minority and Disadvantaged resource costs are cumulated over the ten-year life of Plan 2008. The total resource cost of the Minority and Disadvantaged program component of Plan 2008, expressed in constant 2009 dollars, is estimated at $270 million, slightly more than a quarter billion dollars. Adding the resource costs from 2008-09 and 2009-2010 would push this total to approximately $360 million, more than a third of a billion dollars.

I would also like to touch on a larger issue regarding this Diversity Industry. That of a self reinforcing feedback loop of Leftist Political Parties. Essentially a spoils system, where the newly minted Identity Politics Studies Departments crank out graduates to fill these Diversity Promotion and Policing Positions that were created in Private Institutions to avoid lawsuits mainly, and appease the Identity Politics Leftist Groups. Similarly huge bureacracies of well paying jobs were created in government for similar purposes.

So what you have is a now a donation base of well to do Diversity Professionals which are largely minorities and women, for the Leftist Party, which then promotes more legislation to create more regulations for the Private Sector Businesses to meet, which begets expanding Diversity Departments in Human Resources Management, which means more hiring of Diversity graduates out of the Studies Departments, and thus more donations to the Left.

Simultaneously, you are disempowering the majority culture within the institutions by preferential hiring and promotion of Leftist coalition minority identity politics personell, and not hiring White European Christian Males (who represent the base of Conservatism)....not only as individuals, but their cultural influence from positions of power within public and private institutions.

It's a beautiful scheme.

50 years ago people fought for the right to be judged by their character, and not their skin color.

Not much has changed lol.

Wow, good to see someone seeing what the cost is. Now all we need to do is quantify the benefits.

Yeah, the benefits arent readily discernible, are they?

Quote from Xygonn : Wow, good to see someone seeing what the cost is. Now all we need to do is quantify the benefits.

Yeah, the benefits arent easily discernible, are they?

They are a huge, unproductive drain on the system though.

I'm sure there is some way to quantify the effects. You say it's a natural feedback loop that is only enriching minorities. I'm not convinced you are right (or that you are so far wrong). Certainly there should be a quantifiable effect if diversity has the value that is constantly suggested by supporters. New view points and such.

Quote from Xygonn : I'm sure there is some way to quantify the effects. You say it's a natural feedback loop that is only enriching minorities. I'm not convinced you are right (or that you are so far wrong). Certainly there should be a quantifiable effect if diversity has the value that is constantly suggested by supporters. New view points and such.

I understand what you are saying, but then you should also figure up the costs of disagreements that prevent action as well. Gridlock, balkanization, uncooperativeness, miscommunication, discommunication, lowered morale because of these debilitating conflicts, etc.

If diversity is valuable (not just intrinsically, but economically as many will suggest) we would expect diverse organizations to be more profitable per employee than average. HR firms often track profitability per employee and diversity. It should be a relatively easy task to have some HR firms report several statistics regarding diversity in the workplace vs. some valued economic factor. Growth in sales, profits, market share, or something.

Im afrraid that the Diversity Czars in the HR departments keep that type of information under wraps. If word was to spread that minorities or women were underperforming, it wouldnt be good for the gravy train.

So we can add the layer of dissallowable topics to the list of costs.

The HR Departments are too busy dumbing down standards (like tests for Firefighter promotions) in between re-education "sensitivity training", to publish metrics that confirm that promoting less qualified people tend to lower overall production and quality, effeciency and effectiveness.

It's beyond The Office parody and into farce.

Excessive worry about the unimportant.