Jay Carney was actually asked by the press pool to explain how Obama’s cabinet, particularly the secretaries, are all white dudes.
This is what he had to say:
Via Keith Koffler
“The President values diversity, believes it’s important because it enhances the quality of the pool of potential nominees for positions across the administration. He believes that by looking broadly for candidates for offices that he ups the chances that he’ll find the very best person for the job . . . And he thinks that diversity enhances the process itself, the policy process, because it sort of increases the likelihood of a broader discussion potentially.
But the goal in the end is to find the very best individuals for these specific positions.
Ohhhhhhhhhhhhhhh. So Obama muses about dabbling in the sciences that got him to where he is today, an affirmative action president, but for thee the goal is to find THE BEST, and the best means white guys. (To be fair, he tried to nominate a black woman, but she was a lying sack of shit, so that didn’t work out so well.)
Speaking of affirmative action, have you seen this book by the two libstains that have seen the light? (I think if we’re keeping score this is the third earnest libstain epiphany of the week. 1-Current TV staffers discover Al Gore is a shitheel. 2- Obamabots see their highly reduced paychecks and cry, “wha happen?”)
Ya, after doing their research for this book these libtards accidentally dropped their blinders and had their epiphany – Affirmative Action stinks.
From Jared’s Politics
…affirmative action…preferences are far more than mere “tie-breakers.” Most schools are very secretive about how much of a preference is given to blacks and hispanics, but it has shown to be substantial. At the University of Michigan, black applicants were getting a boost relative of a full GPA point (considering a GPA of 2.9 to as a 3.9). That means that a black student with a 3.0 GPA would be considered well ahead of a white or Asian student with a 3.8 if both had the same SAT score. This leads to huge disparities in the chance of acceptance for different races. For example, in 1999 if you were black or Hispanic and applied to the University of Michigan with an SAT score in the range of 700-749 you had an 89% chance of acceptance; if you were white or Asian with the same score you only had a 7% chance of acceptance. The authors claim that the racial preferences used at the University of Michigan were in the standard range of preferences used by such universities.
The rest of the book is dedicated to explaining the data on how these racial preferences hurt the students that receive them.