The No-White Men Allowed MBA Programs: An Ethics Inquiry

I was considering making this an ethics quiz, but it would be too easy: of course graduate programs that practice gender and racial discrimination in admission are unethical, though the dead-ethics alarms administrators who approve such monstrosities apparently don’t think so. Thus this is an inquiry into who, what, when, and why, all addressing the question of how this could happen?

Perhaps I should rephrase that slightly: How the hell could this happen?

Yum! Brands, which owns Pizza Hut, Taco Bell and KFC, operated a franchise owner training and business degree program at two universities, the University of Louisville (where Jack Marshall Sr. attended college until he transferred) and Howard University. The Yum! Franchise Accelerator MBA was limited, according to its materials, to “underrepresented people of color and women.” Following a federal investigation, the Office for Civil Rights at the Department of Education announced in a letter last week that the two universities had agreed to make the “Yum! Franchise Accelerator Fellowship is open to all eligible students regardless of race, color, national origin, sex, disability, or age.”

The Civil Rights Act of 1964 forbid discrimination on the basis of race at institutions that receive federal funding. Did the two institutions miss it? It was in all the papers. Title IX of the Education Amendments of 1972 forbids discrimination on the basis of sex. This, I thought, was also rather well-publicized. Not enough, apparently.

And yet here we are, or were.

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First Vice-Presidents And Supreme Court Justices, And Now NFL Offensive Assistant Coaches

The NFL’s near-complete dearth of ethics alarms is approaching comedic levels, if such a thing could be funny. This week the league that makes billions by paying young men to get a brain disease commanded all 32 NFL teams to hire a minority offensive assistant coach for the 2022 season, as, you’ve got it, another phase of the league’s “diversity” efforts.

The coach can be “a female or a member of an ethnic or racial minority,” according to the policy adopted by NFL owners during their annual meeting, and will be paid from a league-wide fund. That’s because they will all be tokens, you see, hired for PR purposes and to avoid lawsuits, so they really aren’t team hires. The new minority coaches “must work closely with the head coach and the offensive staff, with the goal of increasing minority participation in the pool of offensive coaches” that eventually produces the most sought-after candidates for head-coaching positions. In other words, they must receive remedial training because they would not have been hired based on their experience or demonstrated skills.

“It’s a recognition that at the moment, when you look at stepping stones for a head coach, they are the coordinator positions,” said Pittsburgh Steelers owner Art Rooney II, the chairman of the NFL Diversity, Equity and Inclusion committee. “We clearly have a trend where coaches are coming from the offensive side of the ball in recent years, and we clearly do not have as many minorities in the offensive coordinator [job].” A quota, he means.

And that’s what counts, not putting the best football team on the field. Or something.

In addition to the offensive assistant coach mandate, the new policies in “diversity” also added women to the language of the Rooney Rule at all levels. It will now read that women and/or people of color can satisfy the old Rooney Rule requirement to interview two external minorities for top positions, including head coach. Women are not required to be interviewed, but they are now included in the fulfillment process. It is possible that a team could interview two white women for an open head coach position to satisfy the Rooney Rule, and then make a hire without ever interviewing a person of color.

Why no “differently-abled” coaches? How about blind coaches? Gay coaches? Mentally ill coaches? Little people. Non-English speakers. Mentally-challenged. Surely a trans assistant coach would be historic. Can Lia Thomas play football? Continue reading

Good Start, Binghamton U….Now Fire Her.

Binghamton University (NY) Professor Ana Maria Candela’s Introduction to Sociology syllabus originally stated that white students had to wait for “non-white folks” to talk before speaking up or asking questions, according to the syllabus.

In another charming section, Candela’s syllabus also included a quote from Chinese dictator Mao Zedong: “No investigation, no right to speak,” which she interprets benignly to mean, “Don’t speak until you know something.” I question the wisdom of quoting a Communist despot extolling “investigation,” but OK. Candela’s rules on class participation, however, embraced “progressive stacking,” which conditions “students’ participation and speaking based on their race and gender.” Continue reading

Ethics Quiz: Fat-Shaming Or Legitimate Criticism?

Belgian health

That’s Maggie De Block, the Belgian Minister of Health from October 2014 to October 2020. She is currently serving as a member of the World Health Organization’s Pan-European Commission on Health and Sustainable Development.

For some reason her photograph came to the attention of social media over the weekend, and she is being made the target of considerable mockery (though she is being incorrectly labeled as Belgium’s current Minister of Health). At 59, she is estimated to weigh between 350 and 400 pounds.

Your Ethics Alarms Ethics Quiz to begin a busy week is…

Is it fair to criticize her for her weight when she is in a position involved with health promotion and policy?

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Unethical Quote Of The Month: “A New Deal For Broadway”

“[N]ever assemble an all-white creative team on a production again, regardless of the subject matter of the show…”

——A provision in the “New Deal for Broadway,”  an agreement signed by Broadway “power-brokers” pledging to strengthen the industry’s diversity practices as theaters reopen following the nearly 18-month pandemic shutdown.

A New Deal for Broadway,” was developed by Black Theater United, one of several organizations established last year, the Times story tells us, “as an outgrowth of the anger Black theater artists felt over the police killings” of George Floyd in Minnesota and Breonna Taylor in Kentucky. “Black Theater United’s founding members include some of the most celebrated performers working in the American theater, including Audra McDonald, Brian Stokes Mitchell, Billy Porter, Wendell Pierce, Norm Lewis and LaChanze.”

The pledge was signed by the owners and operators of all 41 Broadway theaters as well as the Broadway League, the trade organization representing producers, and Actors’ Equity Association, which represents actors and stage managers.

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Comment Of The Day: “The Classical Music Critic Of The New York Times Thinks That Symphony Orchestras Should Choose Members According To Race, Gender, And ‘Other Factors’ That Have Nothing To Do With Music”

The Comment of the Day that follows by David Rohde is welcome for many reasons. First, he is a professional musician, and a skilled one. Second, he defends the author of piece I criticized vociferously (and will continue to). Third, I think this is an important issue. Fourth,, a new voice here is always welcome, and we haven’t been getting as many as I would like of late. Finally,, as required for COTD, it is well written and worthy of considerations and debate.

Not that I agree with it, but that has never been a criteria for Comment of the Day honors. Here’s David Rohde’s Comment of the Day. on the post,The Classical Music Critic Of The New York Times Thinks That Symphony Orchestras Should Choose Members According To Race, Gender, And “Other Factors” That Have Nothing To Do With Music.”(I’ll be back with my reaction at the end.)

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It may be that using blind auditions has elevated the performance level of symphony orchestras. Or it may be serious overkill in an era of a supply-demand imbalance for classical musical talent. But either way, simply rolling this issue into what I know is this blog’s current obsession with – in other words, against – identity issues misses a lot that’s going on here.

First of all, you have to admit that hiring people without knowing who they are in ANY field is kind of strange. In particular, you certainly wouldn’t use blind auditions to cast people in a show, now would you? I know I know, different genres, different requirements. Roles in theater are individual, while 30 or 40 violinists in a symphony orchestra are doing much the same thing.

But I would argue that live classical music IS showbiz, and the sooner that people in that field realize it, the better. If the product is just “the music,” and many people assert that the overall technical performance level is higher than ever, then why is classical music struggling at all?

Second, I think you have to remember what the main impetus of blind auditions was in the first place. While I’m oversimplifying, the essential problem was (or shortly became) the inability of women to secure places in symphony orchestras. A quick check on YouTube of recent orchestra performances now versus 30 or 40 years ago will demonstrate the resulting change. Part of Tommasini’s argument is not to let solutions to problems become so institutionalized that they run past their sell-by date while different problems fester.

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The Classical Music Critic Of The New York Times Thinks That Symphony Orchestras Should Choose Members According To Race, Gender, And “Other Factors” That Have Nothing To Do With Music

Just what we need: another area of society where progressives are clamoring for illegal discrimination.

Anthony Tommasini, the New York Times senior classical music critic, argues in an essay whose thesis would have been laughed out of the paper just a few years ago—you know, before the dawn of the Great Stupid—that…

“…ensembles must be able to take proactive steps to address the appalling racial imbalance that remains in their ranks. Blind auditions are no longer tenable….now more than ever, the spectacle of a lone Black musician on a huge, packed stage at Lincoln Center is unbearably depressing. Slow and steady change is no longer fast enough.”

Orchestras now have blind auditions, with those seeking employment playing behind a screen. In the epitome of results-based reasoning, Tommasini believes that auditions must allow unscreened auditions so “diversity” can be achieved, and ensembles “reflect the communities they serve.” In other words, quotas. In other words, hiring lesser musicians because they are the “right” color or gender. This, in an institution that has only one goal and aspiration: to play beautiful music as well as possible. The clear meaning of Tommasini’s conclusion is that it is more important that an ensemble be made up of the right kind of people than it be able to serve the function for which it was created. It is better to have a worse orchestra that ticks off the right EEOC boxes than to have one that sounds good.

Oddly, nobody has ever made this argument regarding, say, NBA basketball teams. Hop-hop music groups. Heart surgery teams. In fact, if I had to pick the perfect example of a field in which requiring racial and gender diversity is self-evidently bats, a symphony orchestra might be it.

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The Rest Of The Story, From The Ethics Alarms “What An Idiot!” Files: Mayor Lighfoot’s Justification For Her Racial Discrimination

That was Chicago Mayor Lori Lightfoot’s “defense” of her action yesterday announcing that she would only do interviews with black and other non-white colored reporters. Once again, I am tempted to leave this letter from Chicago Mayor Lightfoot free of any further commentary from me, since what makes it not just unethical but a stunning demonstration of so many other deficits on her part should be screamingly, stenchingly, head-explodingly obvious. Maybe I should, in my respect for readers here who I assume can recognize the trail of a toxic dolt when they see one, just let what is res ipsa loquitur “speak for itself.” I feel like the Duke, trying to stay calm when provoked in “McClintock!” and reaching the same moment of surrender:

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Ethics Hero: Chicago Tribune Reporter Gregory Pratt

Gregg Pratt

This was a pleasant surprise. Right before taking Spuds out for his afternoon jaunt, I read the jaw-dropping story that Chicago’s Democratic Mayor Lori Lightfoot had announced via a spokewoman that she would now grant interviews only to “journalists of color.” This was such flagrant bias and racism by Lightfoot that journalists were reluctant to believe it. But it was and is true.

As I strolled with my over-enthusiastic dog, trying to keep him from leaping to greet strangers, eating cicadas and pulling me over in his joy in being alive, I mused, “Now, if Hispanic and black reporters have any integrity at all—which is in question, since journalists in general lack integrity today—they will reject Lightfoot’s blatant discrimination, and make it clear that she will either grant interviews irrespective of race and ethnicity, or Chicago’s reporters will not interview her or anyone speaking for her at all.”

All news organizations, local and national, also have an ethical obligation to emphatically condemn Lightfoot’s divisive and un-American policy. I also wondered, as I tried to stop Spuds from rolling in the grass like Teri Garr rolling in the hay in “Young Frankenstein” (“Roll, roll, roll…”), how did the United States end up with so many unethical, incompetent mayors? New York City, Portland, Minneapolis, Washington, D.C., Seattle, Chicago, Atlanta—it’s like a horror movie.”

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The Democratic Party Has Announced That Discrimination Against Asian-Americans Can Be Justified

It can’t.

This was a significant and revealing vote in the Senate last week in many ways.

Senate Democrats united to vote down an amendment from Senate Republicans designed to bar “Federal funding for any institution of higher education that discriminates against Asian Americans in recruitment, applicant review, or admissions.” The addition was proposed for the grandstanding Senate legislation called the “COVID-19 Hate Crimes Act” that would require “expedited review of hate crimes” by the Department of Justice with “online reporting of hate crimes or incidents” and “expand public education campaigns aimed at raising awareness of hate crimes and reaching victims.”

This unnecessary legislation, sponsored by Hawaii Senator Mazie Hirono, passed the Senate 94-1, because nobody is against “hate crimes.” Yet oddly, the Democratic Party, at least in the Senate, appears to be in favor of discrimination against Asian Americans. Why is that? The Yea-Nay vote was 49 – 48, with no Republican voting against the amendment, and not a single Democrat voting for it.

“We have major universities in this country that are discriminating in admissions against Asian-Americans,” Louisiana Republican Senator John Kennedy (R-La) said. “Discrimination is discrimination…This is wrong, it is contemptible, it is odious.” Yes, yes it is. But the current ideology of the political Left now holds that discrimination against whites is good discrimination (they have it coming, after all, the racist bastards!) and discrimination against Asian-Americans is necessary discrimination. The argument is vile, and indefensible in law or ethics, which is why, so far at least, the mainstream news media is burying the story and the vote. The passage of the pandemic hate crimes act is being trumpeted everywhere, perhaps because the news media is complicit in the wildly inflated public belief in the extent of the problem it addresses, but the Democratic rejection of S.Amdt. 1456 is barely mentioned at all. Regarding this, I will repeat the same rhetorical question I asked once already here: “Why is that?”

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