Powerpoint for Against side of Affirmative Action Debate

1. Overview: PD is not the best solution
• Rife inequalities permeate society and the workplace - positive
discrimination is not enough to change this
• We argue that disrupting “neutral” structures which benefit certain groups is
key to meaningful change, and to the benefit of a just and equal society
• PD puts focus on the recipient’s dis-advantage rather than addressing
larger issues of other group’s unearned advantage (white privilege)
• PD alone demeans true achievement and amplifies stereotypes and
conflict.
• Other alternatives (e.g. Parental Leave) offer meaningful change which
treat the cause not the symptom
• Ultimately, AA is hurts those it intends to help,
“Once they arrive from affirmative action [they] are generally left to sink or
swim”.
(Ron Sushina, ​A Hope in the Unseen)

2. PD is tokenistic and not radical
• Diversity discourse is used as a marketing tool, it is entirely possible for un-equal work cultures
to continue even when sticking to guidelines. (Williams et al, 2014; Roscigno, 2011)
• Once in place, it is detrimental to their position to highlight problems they face. (Williams et al, 2014)
• Actors in more powerful positions can use ‘sacred frames’ (e.g. “good business” etc.) + the
perceived formality of organisations to legitimate discrimination. (Roscigno, 2011)
• Who has power over rule formation and what is deemed culturally legitimate? (e.g. working
hours reflect hegemonic male as the ‘ideal worker’) (Roscigno, 2011)
• PD increases representation, however it does not change the culture which privileges white
men.
• Privilege is invisible to those who hold it. Without recognising systems of privilege, people will
be more likely to reject threats to their power. (Lowerey et al. 2012; )

3. "As a white person, I realized I had been taught about racism as
something which puts others at a disadvantage, but had been
taught not to see one of its corollary aspects, white privilege
which puts me at an advantage"
(McIntosh, 1989)

4. Increasing tensions and conflict
• Draws unnecessary attention to minority groups
• Highlights differences - leading to negative stereotypes
• Stigma associated with positive discrimination
• Demeans minority groups - can’t achieve on their own merit

5. Affirmative action in education demeans
true achievement and harms beneficiaries
• Students are put into classes which are above their level and
therefore aren’t prepared for
• Lower than average academic performance harms professional
ambitions

6. Short-term Alternatives
• Shared Parental Leave is a new policy, coming in effect April 2015.
• Allows Males and Females equal leave from work after having a child.
• Reduces gender inequality in the work place.
• This in addition to affirmative action will reduce prejudice.
• Taylor, S. and Sander, R. (2012) Why Affirmative Action Has Failed.
Available at: http://www.nydailynews.com/opinion/affirmative-action-
failed-article-1.1193380 (Accessed: 19 February 2015).

7. In conclusion,
• Inequalities shouldn’t be seen as solved with quotas. Questioning of
unequal work cultures should permeate everyone’s experiences in the
workplace, and attention shouldn’t be only directed at minority groups.
• AA puts focus on the recipient’s dis-advantage rather than addressing
larger issues of other group’s unearned advantage (white privilege)
• AA alone demeans true achievement and amplifies stereotypes and
conflict.
• Other alternatives (e.g. Parental Leave) offer meaningful change which
treat the cause not the symptom
• Ultimately, AA is hurts those it intends to help, “Once they
arrive from affirmative action [they] are generally left to sink or swim”.