Home > Work > Facing Reality: Two Truths about Race in America
1 " Page 85: Results for the military stand apart from all civilian work settings and occupations. One relevant factor for explaining the military’s success is presumably that each branch has its own minimum score on the Armed Forces Qualification Test required of all recruits. The Army requires a score at the 31st percentile or higher, equivalent to an IQ of 92.6 or more, which is roughly the top half of the African and Latin distributions. "
― Charles Murray , Facing Reality: Two Truths about Race in America
2 " Page 42: Whatever the combination of sources of test bias might be, genuine bias against a minority will show up in a way that leaves no room for doubt: It will under-predict the test taker’s performance in the classroom or on the job. Whether predictive validity is the same for different groups can be subjected to rigorous statistical scrutiny, and it has been, repeatedly. The results are unambiguous, whether the thing being predicted is grades in school or performance on the job. The major tests do not under-predict the performance of Africans or Latins. "
3 " Page 65:The consistent findings about cognitive ability and job performance that apply most directly to group differences in cognitive ability are these: • Measures of cognitive ability and job performance are always positively correlated. • The size of the correlation goes up as the job becomes more cognitively complex. • Even for low-skill occupations, job experience does not lead to convergence in performance among persons with different cognitive ability. • For intellectually demanding jobs, there is no point at which more cognitive ability doesn’t make a difference. Increases in IQ scores are statistically associated with increases in productivity at every level of cognitive ability. "
4 " Page 67:For jobs that require a college degree, race differences in cognitive ability in the workplace should be minimized by the process of obtaining that college degree. But it hasn’t worked that way since at least the 1970s. Colleges have been complicit in transmitting the mean IQ differences by race in the general population not only through the college pipeline but through the graduate-education pipeline as well. "
5 " Page 67:For jobs that require a college degree, race differences in cognitive ability in the workplace should be minimized by the process of obtaining that college degree. But it hasn’t worked that way since at least the 1970s. Colleges have been complicit in transmitting the mean IQ differences by race in the general population not only through the college pipeline but through the graduate-education pipeline as well.”Page 76:The mean IQs of Africans and Latins increase with each higher category, just as the European means do, but the size of the difference generally keeps pace. In the case of the European–African difference, the size of the difference tends to increase along with IQ, from 1.01 SDs for occupations with European mean IQs under 100 to 1.20 SDs for European mean IQs of 110 or higher. "
6 " pp. 87-88:The usual way in which the media and politicians talk about race discrimination in the job market is to compare the percentage of Africans or Latins in a given occupation with the percentage of Europeans. This makes the situation look bad. The 2014–2018 American Community Survey found that Africans, at 13 percent of the population, accounted for only 3.6 percent of CEOs, 3.7 percent of physical scientists, 4.4 percent of civil engineers, 5.1 percent of physicians, and 5.2 percent of lawyers. Latin percentages in those prestigious occupations ranged from 5.3 to 7.6 percent, but Latins are almost 18 percent of the population, so their underrepresentation was nearly the same. The picture flips when race differences in cognitive ability and job performance are taken into account. Africans and Latins get through the educational pipeline with preferential treatment in admissions to colleges and to professional programs. Their mean IQs in occupations across the range from unskilled to those requiring advanced degrees are substantially lower than the mean IQs for Europeans in the same occupations. Race differences in measures of on-the-job performance are commensurate with the differences in cognitive ability. I think it is fair to conclude that the American job market is indeed racially biased. A detached observer might even call it systemic racism. The American job market systemically discriminates in favor of racial minorities other than Asians. "
7 " Page 15:As of the 1960 census, America was about 87 percent European, 11 percent African, something more than 1 percent Latin, and something less than 1 percent Asian. "
8 " Non-Latino LatinoWhite 60.0% 12.1%Black 12.4% 0.4%East Asian 2.4% 0.0%South Asian 1.5% 0.0%Filipino/Pacific Islander 1.1% 0.0%Native American 0.7% 0.2%Southeast Asian 0.6% 0.0%Other Asian 0.1% 0.1%Other Single Race 0.3% 4.7%White & Black 0.7% 0.1%White & Native American 0.5% 0.1%White & Asian 0.5% 0.1%Other Combination 0.8% 0.6%TOTAL 81.6% 18.4% "
9 " Page 39:Among people of the four races with IQs of 100, 70 percent are European or Asian. For IQs of 115, 85 percent. For IQs of 125, 90 percent. For IQs of 140, 96 percent. "
10 " pp. 6-7:I want America to return to the ideal of treating people as individuals, so I have to write a book that treats Americans as groups. But there’s no way around it. Those of us who want to defend the American creed have been unwilling to say openly that races have significant group differences. Since we have been unwilling to say that, we have been defenseless against claims that racism is to blame for unequal outcomes. What else could it be? We have been afraid to answer candidly. "
11 " The usual way in which the media and politicians talk about race discrimination in the job market is to compare the percentage of Africans or Latins in a given occupation with the percentage of Europeans. This makes the situation look bad. The 2014–2018 American Community Survey found that Africans, at 13 percent of the population, accounted for only 3.6 percent of CEOs, 3.7 percent of physical scientists, 4.4 percent of civil engineers, 5.1 percent of physicians, and 5.2 percent of lawyers. Latin percentages in those prestigious occupations ranged from 5.3 to 7.6 percent, but Latins are almost 18 percent of the population, so their underrepresentation was nearly the same. "
12 " The picture flips when race differences in cognitive ability and job performance are taken into account. Africans and Latins get through the educational pipeline with preferential treatment in admissions to colleges and to professional programs. Their mean IQs in occupations across the range from unskilled to those requiring advanced degrees are substantially lower than the mean IQs for Europeans in the same occupations. Race differences in measures of on-the-job performance are commensurate with the differences in cognitive ability. "
