Earlier quoted context omitted.
What an amazing asset, to not even have a country, just an economic zone where you get to compete with talent from all over the world. To slowly become a despised minority in what used to be your country, but the economy does so well! I am also from Europe, and I pray the US doesn't give us this "amazing asset".
> What an amazing asset, to not even have a country, just an economic zone where you get to compete with talent from all over the world. Is this what europeans think the US is like? No country, just an economic zone? Mind if I ask how "just an economic zone" manages to produce cultural exports that most of the world has been predominantly consuming for decades? Is it the same "economic zone" that has some of the stro…
Just enforcing your southern border is controversial and critically underfunded. I would say that is a minimum requirement to be considered a country.
> Hint: I wasn't even born american (but I am white, in case you were trying to pull that "of course you don't think so, because you are the minority being referenced" card), and I can assure you that I feel like less of a "despised minority" here than I do in my country of birth
Other groups in the US don't share your post-racial individualism: https://www.pewresearch.org/social-trends/2019/04/09/race-in...
And they're turning those feelings into official policy: https://www.city-journal.org/article/racial-discrimination-a...
To guarantee that minority status receives appropriate weight, the manual also suggests “placing contributions to diversity high on the list” or even making that “a criterion candidates must pass to make it to the second round”—for example, by “contributing to diversity” or “serving as a role model for URM students.” Since white candidates cannot “contribute to diversity” or “serve as role models” for students of different races, this guarantees that representatives of the correct races will get hired.
If, somehow, a committee still managed to hire white people or the wrong minorities, the manual suggests developing an audit process to identify criteria where “white candidates, male candidates . . . receive higher scores,” so that those criteria can be removed. Particularly, rigorous scientific practices like “publicly posting data, hypotheses and materials to guard against accusations of selectively reporting results or falsifying data” tends to “produce biased results”—namely, the hiring of white men. This was easily solved by “subsequently dropp[ing]” scientific rigor from “evaluation criterion” of candidate searches.