What people say about Color and Money-

"Anyone interested in the inequities of the selective college admissions process will find Color and Money clear-eyed, hard-hitting, enlightening, and informative."--Rachel Toor, author of Admissions Confidential: An Insider's Account of the Elite College Selection Process.
"For those concerned about why the march toward social justice in America has faltered badly for nearly forty years, Peter Schmidt's Color and Money is a highly instructive--and greatly disturbing--guidepost." --Richard Kluger, author of Simple Justice: The History of Brown v. Board of Education and Black America's Struggle for Equality.
"An indispensible guide to the debate over affirmative action in the United States."--Michael Lind, author of The Next American Nation.
"This book is a must read for anyone concerned with access to higher education, especially to the nation’s elite universities, as well as with larger questions of social policy and social justice."--Terry MacTaggart, Former Chancellor, University of Maine System
"Books on the highly-charged issue of affirmative action are usually one-sided and inflammatory. Peter Schmidt's Color and Money is a wonderful exception. It provides an honest and fair examination that is also passionate and illuminating."--Richard D. Kahlenberg, Senior Fellow, The Century Foundation, and author of The Remedy: Class, Race, and Affirmative Action

Peter Schmidt is available as a speaker

Peter Schmidt is available to speak at colleges, bookstores, schools, churches, and at gatherings of education associations. His past speaking engagements are listed at the bottom of this Web site. If interested in having him appear, e-mail him at schmidt_peter@msn.com. He also is available as an expert source for journalists covering affirmative action. Those on a tight deadline should email him at peter.schmidt@chronicle.com.

Hear interviews with Peter Schmidt

Jack Lessenberry of Michigan Public Radio talked to Peter Schmidt about Color and Money in August. You can hear the interview here. Reading the book inspired Jack to write an essay on it, which you can read here. You also can hear Peter Schmidt talk about his book on the NPR program Justice Talking and in a Chronicle of Higher Education podcast.

Color and Money Is a College Course!

Many college professors are now using Color and Money in their classes, but Jack Dougherty, the director of the educational studies program at Trinity College in Connecticut, has gone a big step beyond. He has decided to name a freshman seminar "Color and Money" and to structure the class around the book. He has graciously agreed to share his syllabus, available here, for faculty members at other colleges who may have the same idea.


Saturday, February 2, 2008

Two New Studies Sharply Criticize Many Workplace Diversity Programs

Two new studies of workplace diversity programs say that many are ineffective or may actually hurt companies' efforts to hire and promote more minority members and women.

One of the studies--yet unpublished, but described in detail in a Washington Post article--analyzed 31 years' worth of data from 830 mid-sized to large workplaces and found that "the kind of diversity training exercises offered at most firms" were followed by a 7.5 percent drop in the number of women in management, a 10 percent drop in the number of black women in management, and a 12 percent drop in the number of black men in top positions. "Similar effects were seen for Latinos and Asians," the newspaper reported.

The study said that voluntary diversity training programs, which do not require employee participation and tend to be designed to promote some business goal, actually seemed to result in increased diversity in managerial ranks. The programs that were ineffective were the mandatory diversity training programs that many companies adopt out of fear of discrimination lawsuits. Alexandra Kalev, a Univerity of Arizona sociologist who headed up the research, told the newspaper that "forcing people to go through training creates a backlash against diversity."

A second study, by the Rand Corporation, says that many companies seem to look at diversity superficially--focusing on the numbers of people from one group or another in various positions--and fail to rethink how they do business so that their increased diversity makes them more productive and profitable and their employees happier.