Trying to Achieve an Impossible Equality Will Kill America

by David Sims

“DIVERSITY and inclusion training,” even when not connected to Critical Race Theory (CRT), conflicts with quality and with efficiency in production for any business or any society. The reason is that races differ from each other in a general and distributed way — in the way that the book The Bell Curve strives to explain. Of course you can find exceptions. Of course, of course, you can find anecdotes that go contrary to the general trend. But, in the long run, the reason for Affirmative Action, for hiring quotas for certain minorities, for Political Correctness in choosing who does what and who gets promoted, is racial differences.

You can even put it in mathematical form, as an equation.

While it is true that someone’s race doesn’t determine his individual IQ, it does determine the probability for a randomly chosen member of a race having an average IQ being at, or above, a specified value.

The normal distribution that most closely matches the IQ distribution of White male US citizens is 103.08±14.54 (Jensen & Reynolds, “Sex Differences on the WISC-R,” Personality & Individual Differences, volume 4, number 2, pp. 223-226, 1983).

The normal distribution that most closely matches the IQ distribution of US-resident mulattoes (usually called “Blacks” or “African-Americans”) is 85.0±13.0 (a typical finding of numerous studies since 1950).

A good approximation of the fraction, f, of a race having an average IQ of x̄ and a standard deviation in IQ of σ, which is above the minimum IQ of μ, can be found as follows:

f(μ) = [σ√(2π)]⁻¹ ∫(μ,∞) exp{ −[(x−x̄)/σ]²/2 } dx

Taking advantage of the normal distribution’s symmetry, we make it more easily integrable.

f(μ) = ½ − [σ√(2π)]⁻¹ ∫(x̄,μ) exp{ −[(x−x̄)/σ]²/2 } dx

You can avoid integrating the probability density function if you have a handy error function to call.

f(μ) = 1 − ½ { 1 + erf [(μ−x̄)/(σ√2)] }

Let us suppose that an employer wants to hire workers for a job that, in his opinion, requires a minimum IQ of 130 for satisfactory performance. He lives in an area that is demographically typical for the United States, where Whites outnumber Blacks by a ratio of five.

The fraction of Whites who are qualified for the job on the basis of IQ is

f( μ=130.0, x̄=103.08, σ=14.54 ) = 0.0320528311

The fraction of Blacks who are qualified for the job on the basis of IQ is

f( μ=130.0, x̄=85, σ=13 ) = 0.0002685491

If the population of Whites and of Blacks were equal in size, then the ratio of mentally qualified Whites to mentally qualified Blacks would be 119.355755.

Since Whites outnumber Blacks in the area where the employer’s business is, by a ratio of five, the actual ratio of mentally qualified Whites to mentally qualified Blacks is 596.778775.

If the employer needs fewer than 100 new employees, it could very easily turn out that he will hire no Blacks at all, even if he uses no “racism” whatsoever in selecting his employees. In fact, of the occasions in which this scenario plays out, and exactly 100 new workers are hired, the employer will have hired…

100 Whites and 0 Blacks on 84.5% of occasions
99 Whites and 1 Black on 14.2% of occasions
98 Whites and 2 Blacks on 1.2% of occasions
97 or fewer Whites and 3 or more Blacks on 0.1% of occasions

Because the United States is a First World country in which most of the best jobs are mentally challenging jobs, purely free-market hiring practices will exclude a demographically disproportionately high fraction of low-average-IQ races from those jobs. This is normal and natural. It is the only way by which a country can remain competitive internationally, especially with countries that don’t engage in Politically Correct tampering with the free market for labor. A focus on merit is a good thing. It is in conflict with “diversity and inclusion.” Therefore, diversity and inclusion are bad ideas, and to focus on them, instead of on merit, is harmful.

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