The conventional wisdom among progressives is that black Americans need preferences in college admissions, hiring, and government contracting due to pervasive racism that impedes their advancement. In her book The Adversity of Diversity, Carol Swain challenges this notion, arguing that such preferences may, in fact, harm black Americans and society at large.
Swain’s Background and Perspective
Carol Swain, a black woman who rose from poverty in rural Virginia to become a tenured professor at Princeton and Vanderbilt, provides a compelling counter-narrative to the leftist view on racial preferences. Her success story illustrates that black individuals can achieve great things without special treatment. Swain argues that the current approach to diversity, equity, and inclusion (DEI) undermines both black individuals and broader American society.
Historical Context and Affirmative Action
Swain highlights the effectiveness of the original civil-rights movement, which focused on integration and equal opportunities rather than preferences. Schools and companies once sought out promising minority candidates and helped them succeed without lowering standards or discriminating against non-minorities. This model enabled individuals to succeed based on their own merits. However, Swain argues that today’s DEI initiatives have deviated from this approach, fostering division and resentment instead.
The New Diversity Agenda
Swain contends that modern DEI ideology, which emphasizes grievances and historical wrongs, aims to undermine American values of liberty and individualism. This shift, she believes, is more about power and control than genuinely helping minorities. Swain’s earlier book, The New White Nationalism in America, predicted a backlash against racial preferences, warning that such policies hinder integration and perpetuate division.
Negative Impacts of Racial Preferences
Racial preferences, Swain argues, can negatively impact their intended beneficiaries. Knowing they have an advantage due to their race, some black students may not strive for excellence. Moreover, preferences often benefit well-off black students who would likely succeed without them, while the “mismatch” effect can set up students for failure at elite institutions where they are less prepared compared to their peers.
Broader Consequences of DEI
Swain criticizes the DEI agenda for lowering academic standards and promoting divisive ideologies, particularly in professional fields like medicine. She points to the substantial resources allocated to DEI positions in universities, such as the $13 million spent annually on 171 diversity administrators at the University of Texas. Swain argues these efforts are counterproductive, fostering guilt and anger rather than genuine educational or professional improvement.
DEI in Business
Swain also examines the impact of DEI in the corporate world, noting that many companies invest heavily in diversity training with little evidence of its effectiveness. After leaving academia, Swain founded a firm that offers non-divisive training focused on traditional values like creativity, empathy, and active listening. She argues that this approach yields better results than the often contentious diversity training programs prevalent today.
Alternative Solutions
Swain praises Harvard economist Roland Fryer’s suggestion that elite colleges should focus on better preparing minority students for higher education and careers, addressing the root causes of the “pipeline problem” rather than relying on racial preferences. This approach, Swain argues, would be more effective in promoting genuine equality and reducing the need for DEI initiatives.
Conclusion
The Adversity of Diversity presents a critical examination of modern DEI practices, advocating for a return to principles of equal opportunity and meritocracy. Swain’s insights challenge the prevailing narrative and offer a path forward that emphasizes individual capabilities and traditional American values. If society heeds the counsel of thinkers like Carol Swain, it may overcome the divisive and counterproductive elements of the current DEI movement.
