The odds favoring black undergraduate admittees over whites with the same SAT scores in 2005 were 70 to 1, and 46 to 1 for Hispanics. And such preferences are not limited to undergraduate admissions, which arguably reflect greater disparities in opportunities among racial and ethnic minorities who may have attended poorer performing public schools. Blacks and, to a lesser extent, Hispanics also enjoy preferences in law and medical school admissions.
For example, odds ratios favoring black law school applicants over whites with the same test scores, grades, sex, Michigan residency and alumni connections were 36 to 1 in 1999, though they dropped to a still high 18 to 1 in 2005. For Hispanics, the odds ratios were 4 to 1 in 1999, 2 to 1 in 2003, and more than 3 to 1 in 2004 and 2005.
Perhaps the most disheartening evidence in the CEO studies, however, was that racial preferences don't even help the intended beneficiaries succeed in college. Based on college GPAs, Hispanics generally did less well than whites or Asians, though the best performing Hispanics (those whose grades put them at the 75th percentile) did about as well as their white and Asian counterparts in one year, 1999.
But blacks, who were awarded the greatest degree of preference in admission, performed more poorly than other groups across the board, with those blacks whose grades put them at the 75th percentile for their racial group performing below the 25th percentile for whites. And both blacks and Hispanics were far more likely to be put on academic probation during their undergraduate career.
But voters in Michigan will have a chance to put a stop to these pernicious practices on Nov. 7 by voting for the Michigan Civil Rights Initiative, which bans universities from using race or ethnicity to discriminate against or give preference to any individual. A similar initiative was enacted in California in 1996, and the result has made admissions fairer to everyone, including blacks and Hispanics who can now be confident they are being admitted on merit rather than on the color of their skin.
The full CEO study is available online at www.ceousa.org |