The latest Young Voices podcast features Meg Arnold, Nathan Kelly and Daniel Pryor. Today they will be discussing Meg and Nathan Goodman’s (who wasn’t available for recording) recent article for the PanAm Post, titled ‘How Gun Control Hurts Minorities’.
Topics discussed include the racist origins of gun control legislation, minority groups in favour of gun rights and the various ways in which marginalised groups are negatively affected by gun control laws.
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Are you a current student interested in standing up for gun rights? Students For Liberty is offering $100 activism grants for organizing a gun rights-related event. Click here for more information and to apply.
A policewoman rifles through my purse. “You’re good,” she says, politely excusing me as she moves on to the next person in line. I am not at an airport, a concert, or a secured building. I am waiting in line to see Straight Outta Compton at a majority-black theater, and eight police officers are holding everyone up. I made it through the line much quicker than others.
Eventually I make my way into the theater. I get some glances, but none are hostile. I take my seat, becoming engrossed in the outstanding political and racial commentary before me. Then the movie takes a comedic turn: Ice Cube offends Jerry Heller, NWA’s manager, and in return Heller calls Ice Cube out for antisemitism. Heller eventually calls in the Jewish Defense League to “protect” himself and Eazy-E.
Laughter fills the theater as I slouch into my seat. I am the only white Jewish-American woman in attendance, and I know that the audience’s amusement is well founded.
The national headquarters of Sigma Alpha Epsilon is requiring all of its members to undergo diversity training in response to a recent controversy in which the fraternity’s Oklahoma University chapter was filmed reciting a racist chant on a bus to a social function. This reaction is all-too-typical in higher education. Jamal Watson notes in Diverse Issues in Higher Education that such programs are “often implemented in response to a polarizing incident on campus, like the discovery of a noose, a swastika or anti-gay epithets scribbled across a bathroom stall.”
But, is diversity training remotely effective in combating racism? Or is it merely a band-aid attempting to heal a much deeper wound of socioeconomic disparity?
Evidence from the workplace suggests the latter. A 2007 Harvard University studyreviewing 829 companies’ diversity training over 31 years found the programs had “no positive effects in the average workplace.” In fact, the study even found negative effects on management diversity in firms “where training is mandatory or emphasizes the threat of lawsuits.”
How could training aimed at combating racism do the exact opposite of its intended aim? Peter Bregman, CEO of Bregman strategy, provides an answer in the Harvard Business Review. Recalling an investigation he conducted for a major media company about their workplace diversity, he explains how the firm’s sensitivity training went awry:
The scenarios quickly became the butt of participant jokes. And, while the information was sound, it gave people a false sense of confidence since it couldn’t possibly cover every single situation.
The second training — the one that categorized people — was worse. Just like the first training, it was ridiculed, ironically in ways that clearly violated the recommendations from the first training. And rather than changing attitudes of prejudice and bias, it solidified them.
“Diversity training doesn’t extinguish prejudice,” Bregman is left to conclude. “It promotes it.”
Read the rest at Rare…