Average IQ in Somalia is 67

Here is an article about the Somali inbreeding problem, and the effects on IQ:


www.mediamatters.org

Daily Wire's Matt Walsh: "There's a lot of inbreeding in Somalia, which affects IQ"

www.mediamatters.org www.mediamatters.org


MATT WALSH (HOST): First of all, I mean, if you really wanna play this game, Ilhan, you come from Somalia, and you're saying that Americans are stupid. You know what the average IQ in Somalia is? It's -- take a guess. It's 68. The average IQ is 68. And -- now that estimate comes from a study that was done in the early 2000s, I think. And other studies have tried to debunk it. I don't think any of them have successfully because it's the kind of thing that -- you know, if anyone tries to study this and measure it, you're gonna have the mass of mainstream science descending and saying, no. We can't. That's not allowed. That's -- that has to be not true. We -- it literally has to be. We can't allow that to be true. So there have been a lot of attempts to debunk this, none of them successfully.
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Damocles said:
From your own link the racial portions:
Workforce Analysis: Breaks down the workforce by job group, race, ethnicity, and gender, categorizing positions based on similar responsibilities and wage rates.
Availability Analysis: Determines the availability of qualified minorities and women in the relevant recruiting areas, using data such as US Census information. This analysis establishes a benchmark against which the current workforce is compared.
Comparison of Incumbency to Availability: Identifies job groups where the percentage of minorities or women employed is less than would reasonably be expected given their availability.
Placement Goals: When underutilization is identified, these measurable objectives are established to address disparities, serving as targets to guide affirmative action efforts. Placement goals are not quotas but flexible objectives to be achieved through good faith efforts.
Action-Oriented Programs: Outline specific steps the contractor will take to achieve these goals, such as targeted recruitment or training initiatives.
Internal Audit and Reporting System: Established to monitor progress, measure the effectiveness of the AAP, and ensure ongoing compliance.


When you use race to create "goals" for hiring you are falling foul of what I last posted. No matter how much you say you are doing it to "benefit <insert minority>" you are still providing goals based on "race".

The reality is, saying "it isn't a quota" doesn't change that it is still giving benefits to a "race" over other factors that could be used to determine need. I gave you some of those factors... but instead you just rinse and repeat.

No matter how many times you excuse it, if you use "minority status" to create your goals, however flexible, you are using racially charged and racist criteria.
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How do you get around race and gender , exactly when you are trying to level the playing field and insure there is no discrimination?

There are minorities that aren’t “disadvantaged” and still experience discrimination.
 
Phantasmal said:
How do you get around race and gender , exactly when you are trying to level the playing field and insure there is no discrimination?

There are minorities that aren’t “disadvantaged” and still experience discrimination.
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By not creating policies based on Race or Gender, but focus on income, education, region, and depressed types of work, such as steel workers.


If you want to end discrimination based on Race, then stop government discrimination based on race.


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Phantasmal said:
How do you get around race and gender , exactly when you are trying to level the playing field and insure there is no discrimination?

There are minorities that aren’t “disadvantaged” and still experience discrimination.
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If the measure is the intersectionality score (women or minority) then you have "goals" based on that, you are literally creating goals based on the "race" rather than other determining factors, I listed a few. Instead we continue to place it based on their race. Women doesn't matter anymore, even SCOTUS justices cannot define what a woman is any longer. If men can say they are women, the company can claim any number of "women" that they hired. That determination is no longer a valid one.
 
Damocles said:
If the measure is the intersectionality score (women or minority) then you have "goals" based on that, you are literally creating goals based on the "race" rather than other determining factors, I listed a few. Instead we continue to place it based on their race. Women doesn't matter anymore, even SCOTUS justices cannot define what a woman is any longer. If men can say they are women, the company can claim any number of "women" that they hired. That determination is no longer a valid one.
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Ridiculous
 
Worse yet,.........ALL the JPP LWers look like ugly old Rosie now. Male OR Female !...

Rosie O'Donnell reveals why she left ...
Exclusive | Rosie O'Donnell is being ...
Rosie O'Donnell tells her followers to ...




:palm:
 
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