Affirmative Action: The Original Framework
Historically, affirmative action (especially as shaped in the U.S. from the 1960s onward) was about:
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Preventing discrimination against historically marginalized groups.
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Ensuring equal access to education and employment.
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Applying race-, gender-, or identity-conscious practices when all else was equal to remedy past injustices or to promote diversity.
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Courts often emphasized "narrow tailoring"—meaning race/gender could be considered, but not rigidly or as quotas.
So yes, affirmative action was not about quotas or lowering standards, but about ensuring fair consideration and broadening outreach.
Modern DEI: A Shift in Emphasis
What many now label as DEI (Diversity, Equity, Inclusion) has expanded beyond affirmative action. In practice today, it often includes:
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Diversity hiring goals or "representation targets," which can resemble quotas.
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Race- or gender-conscious recruitment and retention strategies.
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Training and policy changes intended to reduce systemic bias.
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In some cases, adjusting criteria or standards (e.g. in job requirements or test scoring) to account for historical disadvantages.
This shift is where critics argue that DEI may, at times:
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Prioritize demographic outcomes over strictly merit-based standards.
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Risk creating reverse discrimination or lowering expectations.
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Move from equality of opportunity to equality of outcome—a key philosophical difference.
