> There is critical value in assessing these hard to measure qualities for creating a student body. Each student in the university is not simply consuming an educational good in isolation from one another but is also offering their experience and perspective to the community.
Yeah and imagine how awful it would be if they got the experience and perspective of asians.
Seriously, the supposed benefits of these things are made up and no-one ever checks whether they're assessing the things they nominally claim to be assessing. The racism isn't some accidental side effect, it's the whole point.
There’s definitely some racism, but intangible qualities can also boost some Asian students who otherwise look like basically everyone else applying to top schools.
Easily quantifiable check boxes don’t verify that someone is an interesting conversationalist. Arguably schools are better served by slightly lower standard and a random pick vs everyone whose parents have been min maxing the process since preschool. Overfitting arbitrary criteria is easy, but not productive.
> intangible qualities can also boost some Asian students who otherwise look like basically everyone else applying to top schools.
In theory maybe. In practice the overwhelming majority of the time it's just used to admit fewer asians.
> Easily quantifiable check boxes don’t verify that someone is an interesting conversationalist.
If we actually cared about whether people were interesting conversationalists in an objective sense (rather than just interesting to the person making the admissions decision - which mostly just comes down to having the same cultural background), we'd figure out a way to test it. These universities never tried, because they never actually cared about interesting conversationalists in the first place, it's always been nothing but a fig leaf.
> Arguably schools are better served by slightly lower standard and a random pick vs everyone whose parents have been min maxing the process since preschool.
Then make it random, if that's the goal - have an actual fair lottery between everyone who meets the standard. But again, it was never about being random.
Language isn’t culturally agnostic. If classes where taught in Malagasy being well read would refer to a different set of books.
> Then make it random, if that's the goal
That’s not the goal, the point is any system that can be gamed will be gamed. You can’t game random, but you can easily have someone else write a kids collage admission essay which becomes more likely the more you weight it and the higher bar you set.
> we'd figure out a way to test it.
In many ways that’s why the SAT is preferred over the ACT. Having a large vocabulary, being able to express yourself, being able to think logically are all reasonable proxies. It also explains why the math section excludes calculus questions as transcripts already show if someone took calculus so they can focus on something else.
The “supposed benefits” of well-roundedness? As GP said, they don’t doubt it is used for discriminatory reasons as well, but are you implying there aren’t benefits to being well-rounded and it is a made up characteristic?
Yes, in my experience "well-rounded" is 100% a made up characteristic that generally means "person like the person doing the assessing". Another reply mentions "interesting conversationalist", which mostly selects for someone having the same cultural background, and is the opposite of "diversity" or whatever this week's excuse for doing this stuff is.
You are making a lot of assumptions here. People don’t find others interesting conversationalists if they have the same background. Maybe if all you focus on is skin color, you may be right, but does somebody in Ukraine have the same background as somebody who grew up in South Florida? Does somebody who grew up in the San Francisco have the same background as somebody who grew up in Marin?
If all you look at is race, you might say yes, but these are very different life experiences. Also, there is such a thing as somebody being so different that it’s not possible for others to relate to them. Likability is not unimportant when it comes to working in a team.
Laptop professionals are remarkably similar wherever in the world you find them these days. London, New York City, San Francisco, Tokyo, Paris, etc. have all been converging on a similar set of tastes, fashions, beliefs, and consuming habits. So it's possible to have great geographic diversity, without introducing much diversity in terms of culture, class, political and religious beliefs, etc.
And conversely great diversity without geographic diversity or racial diversity. Diversity is oversimplified and measured incorrectly from the DEI perspective.
Yeah and imagine how awful it would be if they got the experience and perspective of asians.
Seriously, the supposed benefits of these things are made up and no-one ever checks whether they're assessing the things they nominally claim to be assessing. The racism isn't some accidental side effect, it's the whole point.