mobile9 wrote:
Avocado:
Can you explain how "Bill Clinton not being a good persob" would have any influence on your vote for him? Wouldn't you simply vote for the candidate whom you thought could do the best job?
If you're in need of open heart surgery, would you prefer the Charlie Church doc who's a less capable surgeon or the womanizer who's the nest damn doc on the planet?
Also: your policy against AA is the law in France and guess what: as of 2005, not a single police capt. in Paris of non-European descent. They want to make it seem that prejudice doesn't exist when it's alive and well.
It sounds as though you define the "job" of U.S. President much more narrowly than I do. For better or worse, the U.S. President is much more than the top bureaucrat in the federal government -- much more than (to borrow from the old saying about Mussolini) the guy who makes the trains run on time. The U.S. President is a representative and a symbol of the United States, both within the country and throughout the world at large. I want that person to reflect the best of our country, not the sleaziest. Also, it turns out that character often does make a difference in job performance, including performance in CEO positions at publicly-traded companies. I think it's reasonable to believe that, at the margin, character matters in a U.S. President as well, although correlations might not be as high as some of us believe or would like to believe. (I think that Bill Clinton was, overall, not a bad President, even though I believe that he was and is a bad person.)
It's interesting that, in suggesting that the "goodness" of a person shouldn't matter in the choice of U.S. President, you draw an analogy to the choice between the "Charlie Church doc" (who, I take it, is a good human being but a lousy surgeon) and the "womanizer" (who, I take it, is a bad human being but a great surgeon), and you then follow that up with an apparent endorsement of race-based affirmative action programs. For my surgeon, I do generally want the most skilled person available, even if he cheats on his wife as well as his taxes. And for very similar reasons, I don't want someone who got into medical school, or a residency, or a surgical staff position because of a race-based affirmative-action program. I think that most people, when they're about to undergo open-heart surgery, would feel the same way where their choice of surgeon really is a life-or-death matter.
I have no idea how Parisian police captains are selected. Perhaps you do. (Indeed, if you don't, then your suggestions of racial prejudice in the selection process seem irresponsible.) I also have no idea whether it would be valuable to have some Parisian police captains who are not of European descent, although -- given the level of racial tension and division in Paris -- I suspect that it might be. But any assumption that racial disparities in a job market are merely a consequence of racial prejudice is belied by hard facts. Moreover, any assumption that racial disparities in a job market necessarily reflect a problem that requires remediation is, in my view, unwarranted.