Racism Is Global and Local - But Not Especially American

The passionate global response to George Floyd's killing showed that the world is as connected as ever, despite the hard borders and economic nationalism induced by Covid. Yet it also showed that America is still the centre of world politics and the problems that come with that. 

Racism is a global phenomenon that one can find everywhere from South Africa to Brazil to India to Japan, but it takes different forms in different places. Americans are too quick to assume that their particular experience of the oppression of black people and their stop-start struggle for equal rights provides a universal diagnosis and treatment plan for racism. The rest of the world is too willing to copy and paste America's provincial self-understanding, however poorly it fits their situation.

The Statues Were Always A Grab For Power: It Is Good That They Are Coming Down

Some people claim that the prominent display of statues to controversial events or people, such as confederate generals in the southern United States, merely memorialises historical facts that unfortunately make some people uncomfortable. This is false. Firstly, such statues have nothing to do with history or facts and everything to do with projecting an illiberal political domination into the future. Secondly, upsetting a certain group of people is not an accident but exactly what they are supposed to do.

Productivity is the Wrong Argument for Diversity

If you look around your workplace and everyone, or least all the managers, look the same - same sex, skin colour, social class, age - then your company has a diversity problem. But why is it a problem?

Because the most obvious explanation is a failure of meritocracy. Such features as the colour of one's skin or sex are arbitrary and irrelevant to people's ability to do a job. Therefore the fact that people of certain skin colours or sex are missing from your workplace relative to the wider society presents a prima facie challenge to the fairness of your company's criteria for employment and promotion. To assume otherwise - for example that people of certain colours, sex, class, age, happen to have different (inferior) career preferences or different (inferior) talents has no credibility. It is to assume the exact set of facts most convenient to make a problem someone else's, rather than to take responsibility for investigating and fixing it.

Call this the negative argument for diversity: If you don't have internal diversity in line with the wider society then you are probably treating people unfairly and you need to investigate and try to fix it. For example by identifying and mitigating biases in how job applicants are evaluated and structural impediments to their career progress. It leaves a lot of details still to be argued out, but I think it is the right way to go.

But there is another kind of argument that is now much more common, the positive argument that organisations should promote diversity because it pays off. This is the argument I want to criticise, on the grounds that it jeopardises the negative argument from fairness; reduces individuals to stereotypes about groups; and perpetuates unjust stereotypes and social relations.

The Concept of White Privilege Does More Harm Than Good

'White privilege' and its cousins have achieved enormous prominence on the American left, from which it now seems to be spreading around the Western world. As a slogan it has an undeniable rhetorical power. But from a moral perspective it is flawed: at best mistaken about the core problem of racial injustice and at worst racist in its own right. At the political level it is divisive - arguably deliberately so - and thus incapable of supporting the consensus needed to build a just society.