Freddie DeBoer: About Good Students and False Hopes

If we tweak (or totally revamp) education, can we turn lackluster students into excellent students? Freddie DeBoer claims that, with some exceptions, no. The answer to this question bears substantially and harshly on many public policy issues. First, an excerpt from DeBoer's essay, "Education Doesn't Work 2.0: a comprehensive argument that education cannot close academic gaps":

The brute reality is that most kids slot themselves into academic ability bands early in life and stay there throughout schooling. We have a certain natural level of performance, gravitate towards it early on, and are likely to remain in that band relative to peers until our education ends. There is some room for wiggle, and in large populations there are always outliers. But in thousands of years of education humanity has discovered no replicable and reliable means of taking kids from one educational percentile and raising them up into another. Mobility of individual students in quantitative academic metrics relative to their peers over time is far lower than popularly believed. The children identified as the smart kids early in elementary school will, with surprising regularity, maintain that position throughout schooling. Do some kids transcend (or fall from) their early positions? Sure. But the system as a whole is quite static. Most everybody stays in about the same place relative to peers over academic careers. The consequences of this are immense, as it is this relative position, not learning itself, which is rewarded economically and socially in our society.

This phenomenon is relevant to the question of genetic influence on intelligence, but this post is not about that. The evidence of such influence appears strong to me, and opposition to it seems to rely on a kind of Cartesian dualism. However, one need not believe in genetic influence on academic outcomes to recognize the phenomenon I’m describing today. Entirely separate from the debate about genetic influences on academic performance, we cannot dismiss the summative reality of limited educational plasticity and its potentially immense social repercussions. What I’m here to argue today is not about a genetic influence on academic outcomes. I’m here to argue that regardless of the reasons why, most students stay in the same relative academic performance band throughout life, defying all manner of life changes and schooling and policy interventions. We need to work to provide an accounting of this fact, and we need to do so without falling into endorsing a naïve environmentalism that is demonstrably false. And people in education and politics, particularly those who insist education will save us, need to start acknowledging this simple reality. Without communal acceptance that there is such a thing as an individual’s natural level of ability, we cannot have sensible educational policy. . .

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FAIR’s Pro-Human Pledge

I fully support the mission of the Foundation Against Intolerance and Racism (FAIR). That mission is expressed in "The Pro-Human Pledge" of FAIR:

Fairness. “I seek to treat everyone equally without regard to skin color or other immutable characteristics. I believe in applying the same rules to everyone, and reject disparagement of individuals based on the circumstances of their birth.”

Understanding. “I am open-minded. I seek to understand opinions or behavior that I do not necessarily agree with. I pursue objective truth through honest inquiry. I am tolerant and consider points of view that are in conflict with my convictions.”

Humanity. “I recognize that every person has a unique identity, that our shared humanity is precious, and that it is up to all of us to defend and protect the civic culture that unites us.”

For more information on FAIR and to sign the pledge, you are invited to visit FAIR.

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A Robust Defense of Color-Blindness by Coleman Hughes

Coleman Hughes warns that the claims of many activists that those of us who seek color-blindness are claiming that we don't see different shades of skin color. This argument is disingenuous. Given that I'm a photographer, I need to set my camera and lights to capture flattering portraits of all kinds of people and skin color can be a factor in how I set my equipment. Further, beautiful people come in all colors. Here are a few excerpts from Coleman's article, "Actually, Color-Blindness Isn't Racist."

"“Color-blind” is an expression like “warm-hearted”: it uses a physical metaphor to encapsulate an abstract idea. To describe a person as warm-hearted is not to say something about the temperature of that person’s heart, but about the kindness of his or her spirit. Similarly, to advocate for color-blindness is not to pretend you don’t notice color. It is to endorse a principle: we should strive to treat people without regard to race, in our public policy and our private lives.

. . .

In the early 1960s, there was an elite consensus that color-blindness was the goal of race politics. Then the race riots of the late 1960s led politicians and corporations to perform an about-face. They began implementing race-based policies as a hasty and pragmatic response to the riots—much like governments and corporations did in response to the riots of 2020. Today, you can scarcely find a professor in an elite institution who would defend color-blindness.

This is a grave mistake. Color-blindness is the best principle with which to govern a multiracial democracy. It is the best way to lower the temperature of racial conflict in the long run. It is the best way to fight the kind of racism that really matters. And it is the best way to orient your own attitude toward this nefarious concept we call race. We abandon color-blindness at our own peril."

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The Problem with Many DEI Trainings

Jesse Singal raises many red flags regarding DEI trainings in his article, "What if Diversity Trainings Are Doing More Harm Than Good?" I agree with many of his concerns, but I don't think it took any research to be wary of these trainings. In fact, the default should have been to not hold any such "trainings" until they could be shown to be effective in encouraging human flourishing. That was not done, of course, so now we have a multi-billion dollar industry that is self-interested in promoting these struggle sessions in order to maintain continued employment, often at absurd levels of compensation.

D.E.I. trainings are designed to help organizations become more welcoming to members of traditionally marginalized groups. Advocates make bold promises: Diversity workshops can foster better intergroup relations, improve the retention of minority employees, close recruitment gaps and so on. The only problem? There’s little evidence that many of these initiatives work. And the specific type of diversity training that is currently in vogue — mandatory trainings that blame dominant groups for D.E.I. problems — may well have a net-negative effect on the outcomes managers claim to care about." ....

Many popular contemporary D.E.I. approaches meet these criteria. They often seem geared more toward sparking a revolutionary re-understanding of race relations than solving organizations’ specific problems. And they often blame white people — or their culture — for harming people of color. For example, the activist Tema Okun’s work cites concepts like “objectivity” and “worship of the written word” as characteristics of “white supremacy culture.” Robin DiAngelo’s “white fragility” trainings are intentionally designed to make white participants uncomfortable. And microaggression trainings are based on an area of academic literature that claims, without quality evidence, that common utterances like “America is a melting pot” harm the mental health of people of color. Many of these trainings run counter to the views of most Americans — of any color — on race and equality. And they’re generating exactly the sort of backlash that research predicts.

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It’s Time to Abolish, Redefine and Rebuild University DEI Departments.

The people of the United States need to have a robust and wide-open conversation on this proposal. I don't know that a meaningful conversation would be possible, however, given that so many people now support censorship, cancellation, ad hominem attacks, words-are-harmful, Manicheanism and the idea that we should divide all people into two--count'm, two--"colors." I think Chris Rufo is correct in his prediction that a large majority of Americans would support his proposal.

In the meantime, the annual DEI budget for the University of Michigan is $18M.

The university’s vice provost for equity and inclusion, Tabbye Chavous Sellers, is the highest-paid DEI staffer. Sellers, the wife of former DEI provost Robert Sellers, makes $380,000. Seventeen DEI staffers make more than $200,000 in total compensation, according to the data. Ninety-five staffers make more than $100,000 in total compensation.

That annual expenditure would be enough money to pay the instate tuition for 1,075 students.

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