You certainly make it clear when dialogue is a waste of time. Your rage and bitterness simply render conversation impossible. I’m frankly glad you’re not in the academy where you can influence people. I hope you’re good at making people money as the “righteous investor” you advertise yourself to be, but I think we’re done listening to you on this subject.
Why did he do this? Well, he wrote a blog post in celebration “International Woman’s Day: Who needs it?” A theology student then challenged him about the lack of female representation on the faculty and board of Regent College. Then Prof Stackhouse went into full apologetic mode, saying that despite actively recruiting diverse faculty, Regent College remains underrpresented. This is where I came in as a half Korean who has never been recruited for anything in academics (well except my current writing project for on the Acta Pauli in CChrSA–but that wasn’t based upon being a half Korean), but especially never ever the prestigious Regent College Faculty. So I wrote:
I left academics precisely over issues like affirmative action. I entered the job market at a time when hundreds of resumes of men were being thrown in the garbage to consider the handful of women scholars; such preferential hiring could not but have a detrimental affect on the quality of educational institutions. One result is that if you are female, you are now more likely to go to university. A lot of people are going to be offended by what I say, but they will have a hard time defending, based on academic standards, the narrowing of the hiring pool to the small percentage of female candidates.
I was asked if I really believed this to be true. So I wrote:
I for one do not believe that the sacrifice of quality at the altar of diversity has been beneficial to academic standards in higher learning. Before I started job hunting, one of the colleagues in my field, explained to me how they did a job search at his California University (this was in circa 1994). He testified that they would receive maybe 100 applications. They would take the 95 or so from men and file them in the trash. Then they would choose three from the five women applicants and interview them, and then choose the best candidate from those three.
This means then that a woman can find a job in academics quite easily and men have a much harder time. This scenario is confirmed even by Prof. Stackhouse’s own confession above. Faculties will go out of their way to “recruit” women, but to hire a man, they just have to post the position and the applications come in.
The same holds true for racial minorities of the correct sort–forget it if you are either Jewish or Asian; that won’t help, because these are over-represented minorities–in fact only the best Chinese or Jewish kids can even get into some schools.
Now imagine if they did this with the NBA. Ok. We are going to give half-Korean men (they are underrepresented in the NBA, quelle horreur!) and females the preference for hiring. How long would it be before people would stop even watching the NBA and just start watching European league basketball instead? But in academics they’ve been selecting the team not to win championships (based strictly on the people with the best talent and the strongest dossier) but to create diversity–then telling the entire world that the team is better because of it. Well perhaps the faculty page on the website looks less monolithic, but I would rather watch European league academics where the concept of diversity has been much slower in catching on.
Then, I was accused of believing that “Europeans-based races excell intellectually and academically over other races”: I said that I wasn’t saying that whites were smarter than half Koreans or other diversified people–the thought never occurred to me. I was only arguing that preferential hiring would have a negative effect on academic standards. Then, it suggested that I held to the assumption that women and minorities were second rate by academic standards, I said:
If women and minorities are not second rate, then there is no need to give their applications preferential treatment. They can compete in the general pool of applicants. I don’t agree with the assumption either and so I believe that preferential hiring must stop.
This discussion led to Prof. Stackhouse to start another blog post called, On Behalf of Diversity in Academic Hiring: Part One; I think perhaps he thought by opening up another post, he could then get me to focus my bitterness and rage against something other than his post celebrating International Women’s Day. This was a brilliant move on his part. This will be discussed in part two of this series.