[NOTE: This post has been UPDATED UPDATED TWICE]
Over thirty years ago the University of California got into big trouble because its medical school at the Davis campus
had two admissions programs for the entering class of 100 students - the regular admissions program and the special admissions program....
The 1973 and 1974 application forms, respectively, asked candidates whether they wished to be considered as “economically and/or educationally disadvantaged” applicants and members of a “minority group” (blacks, Chicanos, Asians, American Indians).... Special candidates ... did not have to meet the 2.5 grade point cutoff and were not ranked against candidates in the general admissions process.
The liberal California Supreme Court found that this procedure violated the Equal Protection Clause. The U.S. Supreme Court agreed about the dual track procedure, although it lamentably did allow the camel’s nose of “diversity” as a rationale for racial discrimination (when all other things are equal, etc.) under the tent.
The University of Massachusetts apparently has a short memory. Inside Higher Ed reports this morning:
The University of Massachusetts, seeking to increase the diversity of its medical school, plans today to finalize a program to set aside 12 slots in its 125-seat medical school classes for members of certain groups who will be admitted to an undergraduate program at a UMass campus, followed by medical school admission, The Boston Globe reported. To be eligible for one of the slots, candidates will need to be either black, Latino, or come from certain Southeast Asian and other groups, or (regardless of ethnic or racial background) come from a low-income family or be a first-generation college student.
Stay tuned. I’ll be updating later....
UPDATE
What’s The Problem?
As is typical with programs of preferential admission, the UMass program seems designed to solve two problems, one of them cosmetic and the other a lack of sufficient “diversity.”
Cosmetically, the UMass medical school has been enduring the hardship of not looking like Massachusetts, and not producing doctors that sufficiently match the demographic profile of the state.
The Boston Globe reports that
[f]ive percent of doctors in Massachusetts are black or Hispanic, whereas 16 percent of Bay State residents belong to those groups.... Now, blacks and Hispanics make up 7 percent of UMass Medical School students, bur account for 27 percent of UMass Boston undergraduates, and 8 to 12 percent of students at the other [UMass] campuses.
The article did not explain — presumably because those proposing this new admissions program — exactly why Massachusetts need its population of doctors to match the racial and ethnic profile of its general population, or why that need is so compelling as to justify racially preferential admissions.
Well, that’s not completely accurate. The old standby “diversity” rationale was hauled out. Anthony Garro, provost and vice chancellor for academic affairs at UMass Dartmouth, the non-diverse medial students also “stand to gain from a more diverse class” because, he claimed, “[d]ifferent cultures ... handle the issues surrounding illness and deal in different ways, points that are difficult to teach in the classroom.”
Really? That would be news to all the sociology, anthropology, and history professors who teach courses on cultural difference. (Indeed, sometimes it seems as though they teach courses on nothing else.) Are all “Hispanic” attitudes the same? Do Mexican-Americans have the same cultural attitudes as Puerto Ricans-Americans and Cuban-Americans? Is there no concern that each of these sub-groups be adequately “represented”? In any event, it does not seem necessary to have different admissions standards for Hispanic medical school applicants so that the non-Hispanic students can learn about Hispanic approaches to sickness and dying. But then, most “diversity” arguments don’t make much sense when you examine them closely.
“Role Models”?
According Jack Wilson, the UMass president, “a key barrier to recruiting more minority physicians, or those from disadvantaged backgrounds, is the lack of role models.”
You hear this a lot, as in virtually every defense of preferential treatment based on race or ethnicity, but is it really true? Oh, forget true, which might be too exacting a standard. How about: is there even any credible evidence that it’s true? Are there really large numbers of blacks and Hispanics today who don’t know that they can become doctors if they meet the same admissions and performance requirement expected of all medical students? At some point shouldn’t those who assert the “role model” justification for racial discrimination have to provide at least some evidence that a significant number of highly capable blacks and Hispanics who are not doctors would have become doctors if only they’d had black and Hispanic “role models”?
Oddly, a large portion of the Boston Globe article discusses Jessica Zina, “a Portuguese-American in her first year at UMass Medical School, [who] is the type of student the new state program hopes to attract.” Zina is fluent in Portuguese, her father is a construction worker, and her mother a worker in a Hasbro factory, neither of them high school graduates. And yet, despite the absence of any “role models,” Zina “dreamed of becoming a pediatrician since high school.” Her path to medical school was not straight, but she didn’t need a special program designed to produce “role models” to get there.
In fact, the reason Zina did not attent UMass for college was not because it lacked a special admissions program for her.
Although she said she had never considered attending UMass for her bachelor’s degree because if its lackluster reputation, the Medical Scholars Program would have persuaded her to apply.
“I would automatically want to join something like that,” Zina said. “To be that much closer to medical school would really be an advantage. That would be golden.”
I’m sure it would. Of course such a deal would be “golden” for anyone, not just blacks or Hispanics — unless, that is, there’s intrinsic to the culture of “African-Americans, Hispanics, certain Southeast Asians, and Cape Verdeans, Brazilians, and other Portuguese speakers” that makes them uniquely qualified to appreciate and benefit from preferential admissions treatment, a guaranteed summer research opportunity, and targeted financial aid.
UPDATE II
In addition to the “role model” justification for racial preferences being supported here (and in most places) by nothing more than mere, evidence-free assertion, Roger Clegg reminds us that there is another important argument against that rationale: it has been specifically rejected by the Supreme Court in Wygant v. Board of Education (1986). As the majority opinion in that case stated,
the role model theory employed by the District Court has no logical stopping point. The role model theory allows the Board to engage in discriminatory hiring and layoff practices long past the point required by any legitimate remedial purpose. Indeed, by tying the required percentage of minority teachers to the percentage of minority students, it requires just the sort of year-to-year calibration the Court stated was unnecessary in Swann, 402 U.S. at 31-32....
Moreover, because the role model theory does not necessarily bear a relationship to the harm caused by prior discriminatory hiring practices, it actually could be used to escape the obligation to remedy such practices by justifying the small percentage of black teachers by reference to the small percentage of black students....
Societal discrimination, without more, is too amorphous a basis for imposing a racially classified remedy. The role model theory announced by the District Court and the resultant holding typify this indefiniteness....
That opinion was written by Justice Powell, whose
Bakke opinion pinned a “diversity” exception on the Equal Protection Clause. Another Justice,
concurring with Powell, agreed “that a governmental agency's interest in remedying ‘societal’ discrimination, that is, discrimination not traceable to its own actions, cannot be deemed sufficiently compelling to pass constitutional muster” and that “a ‘role model’ theory to justify the conclusion that this plan had a legitimate remedial purpose was in error.”
That Justice was Sandra Day O’Connor, who at the end of her career would nail Powell’s “diversity” exception to equal protection more firmly in place.