You are a r****t: Racial Bias, Even When We Have Good Intentions JAN. 3, 2015 By SENDHIL MULLAINATHAN The deaths of African-Americans at the hands of the police in Ferguson, Mo., in...

Glaucon

Racial Bias, Even When We Have Good Intentions
JAN. 3, 2015
By SENDHIL MULLAINATHAN
The deaths of African-Americans at the hands of the police in Ferguson, Mo., in Cleveland and on Staten Island have reignited a debate about race. Some argue that these events are isolated and that r****m is a thing of the past. Others contend that they are merely the tip of the iceberg, highlighting that skin color still has a huge effect on how people are treated.
Arguments about race are often heated and anecdotal. As a social scientist, I naturally turn to empirical research for answers. As it turns out, an impressive body of research spanning decades addresses just these issues and leads to some uncomfortable conclusions and makes us look at this debate from a different angle.
The central challenge of such research is isolating the effect of race from other factors. For example, we know African-Americans earn less income, on average, than w****s. Maybe that is evidence that employers discriminate against them. But maybe not. We also know African-Americans tend to be stuck in neighborhoods with worse schools, and perhaps that and not race directly explains the wage gap. If so, perhaps policy should focus on place rather than race, as some argue.
But we can isolate the effect of race to some degree. A study I conducted in 2003 with Marianne Bertrand, an economist at the University of Chicago, illustrates how. We mailed thousands of résumés to employers with job openings and measured which ones were selected for callbacks for interviews. But before sending them, we randomly used stereotypically African-American names (such as Jamal) on some and stereotypically white names (like Brendan) on others.
The same résumé was roughly 50 percent more likely to result in callback for an interview if it had a white name. Because the résumés were statistically identical, any differences in outcomes could be attributed only to the factor we manipulated: the names.
Other studies have also examined race and employment. In a 2009 study, Devah Pager, Bruce Western and Bart Bonikowski, all now sociologists at Harvard, sent actual people to apply for low-wage jobs. They were given identical résumés and similar interview training. Their sobering finding was that African-American applicants with no criminal record were offered jobs at a rate as low as white applicants who had criminal records.
These kinds of methods have been used in a variety of research, especially in the last 20 years. Here are just some of the general findings:
■ When doctors were shown patient histories and asked to make judgments about heart disease, they were much less likely to recommend cardiac catheterization (a helpful procedure) to black patients even when their medical files were statistically identical to those of white patients.
■ When w****s and b****s were sent to bargain for a used car, b****s were offered initial prices roughly $700 higher, and they received far smaller concessions.
■ Several studies found that sending emails with stereotypically black names in response to apartment-rental ads on Craigslist elicited fewer responses than sending ones with white names. A regularly repeated study by the federal Department of Housing and Urban Development sent African-Americans and w****s to look at apartments and found that African-Americans were shown fewer apartments to rent and houses for sale.
■ White state legislators were found to be less likely to respond to constituents with African-American names. This was true of legislators in both political parties.
■ Emails sent to faculty members at universities, asking to talk about research opportunities, were more likely to get a reply if a stereotypically white name was used.
■ Even eBay auctions were not immune. When iPods were auctioned on eBay, researchers randomly varied the skin color on the hand holding the iPod. A white hand holding the iPod received 21 percent more offers than a black hand.
The criminal justice system the focus of current debates is harder to examine this way. One study, though, found a clever method. The pools of people from which jurors are chosen are effectively random. Analyzing this natural experiment revealed that an all-white jury was 16 percentage points more likely to convict a black defendant than a white one, but when a jury had one black member, it convicted both at the same rate.
I could go on, but hopefully the sheer breadth of these findings impresses you, as it did me.
There are some counterexamples: Data show that some places, like elite colleges, most likely do favor minority applicants. But this evidence underlies that a helping hand in one area does not preclude harmful shoves in many other areas, including ignored résumés, unhelpful faculty members and reluctant landlords.

Cadillac

Glaucon wrote:

Racial Bias, Even When We Have Good Intentions
JAN. 3, 2015
By SENDHIL MULLAINATHAN
The deaths of African-Americans at the hands of the police in Ferguson, Mo., in Cleveland and on Staten Island have reignited a debate about race. Some argue that these events are isolated and that r****m is a thing of the past. Others contend that they are merely the tip of the iceberg, highlighting that skin color still has a huge effect on how people are treated.
Arguments about race are often heated and anecdotal. As a social scientist, I naturally turn to empirical research for answers. As it turns out, an impressive body of research spanning decades addresses just these issues and leads to some uncomfortable conclusions and makes us look at this debate from a different angle.
The central challenge of such research is isolating the effect of race from other factors. For example, we know African-Americans earn less income, on average, than w****s. Maybe that is evidence that employers discriminate against them. But maybe not. We also know African-Americans tend to be stuck in neighborhoods with worse schools, and perhaps that and not race directly explains the wage gap. If so, perhaps policy should focus on place rather than race, as some argue.
But we can isolate the effect of race to some degree. A study I conducted in 2003 with Marianne Bertrand, an economist at the University of Chicago, illustrates how. We mailed thousands of résumés to employers with job openings and measured which ones were selected for callbacks for interviews. But before sending them, we randomly used stereotypically African-American names (such as Jamal) on some and stereotypically white names (like Brendan) on others.
The same résumé was roughly 50 percent more likely to result in callback for an interview if it had a white name. Because the résumés were statistically identical, any differences in outcomes could be attributed only to the factor we manipulated: the names.
Other studies have also examined race and employment. In a 2009 study, Devah Pager, Bruce Western and Bart Bonikowski, all now sociologists at Harvard, sent actual people to apply for low-wage jobs. They were given identical résumés and similar interview training. Their sobering finding was that African-American applicants with no criminal record were offered jobs at a rate as low as white applicants who had criminal records.
These kinds of methods have been used in a variety of research, especially in the last 20 years. Here are just some of the general findings:
■ When doctors were shown patient histories and asked to make judgments about heart disease, they were much less likely to recommend cardiac catheterization (a helpful procedure) to black patients even when their medical files were statistically identical to those of white patients.
■ When w****s and b****s were sent to bargain for a used car, b****s were offered initial prices roughly $700 higher, and they received far smaller concessions.
■ Several studies found that sending emails with stereotypically black names in response to apartment-rental ads on Craigslist elicited fewer responses than sending ones with white names. A regularly repeated study by the federal Department of Housing and Urban Development sent African-Americans and w****s to look at apartments and found that African-Americans were shown fewer apartments to rent and houses for sale.
■ White state legislators were found to be less likely to respond to constituents with African-American names. This was true of legislators in both political parties.
■ Emails sent to faculty members at universities, asking to talk about research opportunities, were more likely to get a reply if a stereotypically white name was used.
■ Even eBay auctions were not immune. When iPods were auctioned on eBay, researchers randomly varied the skin color on the hand holding the iPod. A white hand holding the iPod received 21 percent more offers than a black hand.
The criminal justice system the focus of current debates is harder to examine this way. One study, though, found a clever method. The pools of people from which jurors are chosen are effectively random. Analyzing this natural experiment revealed that an all-white jury was 16 percentage points more likely to convict a black defendant than a white one, but when a jury had one black member, it convicted both at the same rate.
I could go on, but hopefully the sheer breadth of these findings impresses you, as it did me.
There are some counterexamples: Data show that some places, like elite colleges, most likely do favor minority applicants. But this evidence underlies that a helping hand in one area does not preclude harmful shoves in many other areas, including ignored résumés, unhelpful faculty members and reluctant landlords.

Racial Bias, Even When We Have Good Intentions br ... (show quote)

Your full of crap! Don't believe your findings for one second.

Glaucon

Cadillac wrote:

Your full of crap! Don't believe your findings for one second.

Which part of it do you not understand? Your response to my post came so soon after I posted it, you didn't have time to read it. Would you have been able to understand it if you had read it? Your reasons for not reading, understanding or believing the findings is not clear.

America Only Loc: From the right hand of God

Glaucon wrote:

Racial Bias, Even When We Have Good Intentions
JAN. 3, 2015
By SENDHIL MULLAINATHAN
The deaths of African-Americans at the hands of the police in Ferguson, Mo., in Cleveland and on Staten Island have reignited a debate about race. Some argue that these events are isolated and that r****m is a thing of the past. Others contend that they are merely the tip of the iceberg, highlighting that skin color still has a huge effect on how people are treated.
Arguments about race are often heated and anecdotal. As a social scientist, I naturally turn to empirical research for answers. As it turns out, an impressive body of research spanning decades addresses just these issues and leads to some uncomfortable conclusions and makes us look at this debate from a different angle.
The central challenge of such research is isolating the effect of race from other factors. For example, we know African-Americans earn less income, on average, than w****s. Maybe that is evidence that employers discriminate against them. But maybe not. We also know African-Americans tend to be stuck in neighborhoods with worse schools, and perhaps that and not race directly explains the wage gap. If so, perhaps policy should focus on place rather than race, as some argue.
But we can isolate the effect of race to some degree. A study I conducted in 2003 with Marianne Bertrand, an economist at the University of Chicago, illustrates how. We mailed thousands of résumés to employers with job openings and measured which ones were selected for callbacks for interviews. But before sending them, we randomly used stereotypically African-American names (such as Jamal) on some and stereotypically white names (like Brendan) on others.
The same résumé was roughly 50 percent more likely to result in callback for an interview if it had a white name. Because the résumés were statistically identical, any differences in outcomes could be attributed only to the factor we manipulated: the names.
Other studies have also examined race and employment. In a 2009 study, Devah Pager, Bruce Western and Bart Bonikowski, all now sociologists at Harvard, sent actual people to apply for low-wage jobs. They were given identical résumés and similar interview training. Their sobering finding was that African-American applicants with no criminal record were offered jobs at a rate as low as white applicants who had criminal records.
These kinds of methods have been used in a variety of research, especially in the last 20 years. Here are just some of the general findings:
■ When doctors were shown patient histories and asked to make judgments about heart disease, they were much less likely to recommend cardiac catheterization (a helpful procedure) to black patients even when their medical files were statistically identical to those of white patients.
■ When w****s and b****s were sent to bargain for a used car, b****s were offered initial prices roughly $700 higher, and they received far smaller concessions.
■ Several studies found that sending emails with stereotypically black names in response to apartment-rental ads on Craigslist elicited fewer responses than sending ones with white names. A regularly repeated study by the federal Department of Housing and Urban Development sent African-Americans and w****s to look at apartments and found that African-Americans were shown fewer apartments to rent and houses for sale.
■ White state legislators were found to be less likely to respond to constituents with African-American names. This was true of legislators in both political parties.
■ Emails sent to faculty members at universities, asking to talk about research opportunities, were more likely to get a reply if a stereotypically white name was used.
■ Even eBay auctions were not immune. When iPods were auctioned on eBay, researchers randomly varied the skin color on the hand holding the iPod. A white hand holding the iPod received 21 percent more offers than a black hand.
The criminal justice system the focus of current debates is harder to examine this way. One study, though, found a clever method. The pools of people from which jurors are chosen are effectively random. Analyzing this natural experiment revealed that an all-white jury was 16 percentage points more likely to convict a black defendant than a white one, but when a jury had one black member, it convicted both at the same rate.
I could go on, but hopefully the sheer breadth of these findings impresses you, as it did me.
There are some counterexamples: Data show that some places, like elite colleges, most likely do favor minority applicants. But this evidence underlies that a helping hand in one area does not preclude harmful shoves in many other areas, including ignored résumés, unhelpful faculty members and reluctant landlords.

Racial Bias, Even When We Have Good Intentions br ... (show quote)

Who in the hell wants to promote a pack of thugs, r****rs, thieves and car jackers? Anyone want the rapist, shop lifters, multiple babies born from CRACK Moma's and NO Daddies in sight? America should simply PURGE all these azzholes from our soil, and for those that are BLACK and that want to cling to the "poor ol me been a s***e" crap, ship their sorry azz back to Afrika, and let them live as most other Afrikans do, k*****g each other off as they currently do there and have been for centuries. They get NO sympathy from me and I hope, the rest of the SANE majority of Americans of whom are sick and tired of their s**t.

stan3186

Glaucon wrote:

Racial Bias, Even When We Have Good Intentions
JAN. 3, 2015
By SENDHIL MULLAINATHAN
The deaths of African-Americans at the hands of the police in Ferguson, Mo., in Cleveland and on Staten Island have reignited a debate about race. Some argue that these events are isolated and that r****m is a thing of the past. Others contend that they are merely the tip of the iceberg, highlighting that skin color still has a huge effect on how people are treated.
Arguments about race are often heated and anecdotal. As a social scientist, I naturally turn to empirical research for answers. As it turns out, an impressive body of research spanning decades addresses just these issues and leads to some uncomfortable conclusions and makes us look at this debate from a different angle.
The central challenge of such research is isolating the effect of race from other factors. For example, we know African-Americans earn less income, on average, than w****s. Maybe that is evidence that employers discriminate against them. But maybe not. We also know African-Americans tend to be stuck in neighborhoods with worse schools, and perhaps that and not race directly explains the wage gap. If so, perhaps policy should focus on place rather than race, as some argue.
But we can isolate the effect of race to some degree. A study I conducted in 2003 with Marianne Bertrand, an economist at the University of Chicago, illustrates how. We mailed thousands of résumés to employers with job openings and measured which ones were selected for callbacks for interviews. But before sending them, we randomly used stereotypically African-American names (such as Jamal) on some and stereotypically white names (like Brendan) on others.
The same résumé was roughly 50 percent more likely to result in callback for an interview if it had a white name. Because the résumés were statistically identical, any differences in outcomes could be attributed only to the factor we manipulated: the names.
Other studies have also examined race and employment. In a 2009 study, Devah Pager, Bruce Western and Bart Bonikowski, all now sociologists at Harvard, sent actual people to apply for low-wage jobs. They were given identical résumés and similar interview training. Their sobering finding was that African-American applicants with no criminal record were offered jobs at a rate as low as white applicants who had criminal records.
These kinds of methods have been used in a variety of research, especially in the last 20 years. Here are just some of the general findings:
■ When doctors were shown patient histories and asked to make judgments about heart disease, they were much less likely to recommend cardiac catheterization (a helpful procedure) to black patients even when their medical files were statistically identical to those of white patients.
■ When w****s and b****s were sent to bargain for a used car, b****s were offered initial prices roughly $700 higher, and they received far smaller concessions.
■ Several studies found that sending emails with stereotypically black names in response to apartment-rental ads on Craigslist elicited fewer responses than sending ones with white names. A regularly repeated study by the federal Department of Housing and Urban Development sent African-Americans and w****s to look at apartments and found that African-Americans were shown fewer apartments to rent and houses for sale.
■ White state legislators were found to be less likely to respond to constituents with African-American names. This was true of legislators in both political parties.
■ Emails sent to faculty members at universities, asking to talk about research opportunities, were more likely to get a reply if a stereotypically white name was used.
■ Even eBay auctions were not immune. When iPods were auctioned on eBay, researchers randomly varied the skin color on the hand holding the iPod. A white hand holding the iPod received 21 percent more offers than a black hand.
The criminal justice system the focus of current debates is harder to examine this way. One study, though, found a clever method. The pools of people from which jurors are chosen are effectively random. Analyzing this natural experiment revealed that an all-white jury was 16 percentage points more likely to convict a black defendant than a white one, but when a jury had one black member, it convicted both at the same rate.
I could go on, but hopefully the sheer breadth of these findings impresses you, as it did me.
There are some counterexamples: Data show that some places, like elite colleges, most likely do favor minority applicants. But this evidence underlies that a helping hand in one area does not preclude harmful shoves in many other areas, including ignored résumés, unhelpful faculty members and reluctant landlords.

Racial Bias, Even When We Have Good Intentions br ... (show quote)

No, you are right, I'm a r****t. I wasn't a r****t until Obama was elected. I thought ok good now maybe we can get all this 200 years of race stuff behind us now. The b****s can'b b***h anymore because they aren't being treated fairly. It should shut up the race baiters of Sharpton, Jackson and Faraghan. It should put things on a more peaceful even playing field and do away with affirmative action B.S. that the supremes allowed back in the 60's.Anyway, that's what i actually thought and was hoping for.
Now that the reality is here. This is the most r****t administration this country has ever had. Obama h**es not only white people but Americans in general. He is a marxist Muslim hell bent on destroying this country. He only makes statements or speeches when someone white k**ls someone black.NEVER THE OTHER WAY AROUND. He never mentions that the reason the b****s have so many young poor black people disproportionately in prison is because they cause the disapportion amount of crime. They commit 10 times the number of violent crimes than all the latinos and caucasians combined. Poor little black kid. Didn't have a daddy to help his poor little mommy raise him and that's why he is like he is. So, we should just let him go about his marry way and continue to steal and l**t and mug people because he just don't know know better por little thing.
The fact is the trash they call mother is the reason they are in the fix they are in. The only way their "mothers" can see to feed themselves and sometimes the kids is by having more kids and selling her self on the streets. What should happen is to take all the warefare away and let her get a job and give free childcare while she is working, add wh**ever formula to her pay for her job to be able to make the bare minimums and no other amounts at all. If she quits working put her to working cleaning up the cities. If she refuses, take the kids away and put her a$$ on the street which is where she most of the time anyway trying to score some drugs or sex for more money and who knows maybe even another welfare baby.
It's d********g the way the leaders of these "people" don't ride their asses to do something for themselves. But Obama and friends have always been radical. And low life trash. Lining their own pockets.
By the way, I hear the leader of the "new black panthers" say they were going to start k*****g white people in their homes and in the White neighborhoods for a change. Stupid, stupid person. Doesn't he not realize that we outnumber them by 8:1. I personally look forward to some black bad asses to come into my house. There, they will be pleasantly presented with a sawed off fast action pump 12 gauge shotgun, and AK47, a 20 gauge sawed off quick action shotgun with a 6 clip and 12 shot sidecar. Plus the 9 and my favorite 357 mag. So, come on down and let's party.
As far as your studies of Professors of University of Chicago( a very liberal college at best) they probably had Bill Ayers do the study, after all his views are the views of that garbage liberal/socialist organizatiion. Oh, and Harvard, what can you say about Harvard other than a bunch of rich spoiled brats that get taught nothing about the real world and only concern themselves over their Liberal Professors who know nothing about nothing.
You want studies, go to the streets where b****s and w****s are working together side by side in harmony. You know why they do this. because if they don't someone will be in their place tomorrow. University studies are garbage done by no brained stupid liberals who have never worked a real day in their lives.

Cadillac

Glaucon wrote:

Which part of it do you not understand? Your response to my post came so soon after I posted it, you didn't have time to read it. Would you have been able to understand it if you had read it? Your reasons for not reading, understanding or believing the findings is not clear.

Actually I did read your post, every bit of it. I based my opinion mostly on life experiences.

I did understand your point. It wasn't difficult. Even though I only have a BA degree I am well traveled & well experienced.

I have spent 4 years in the military where I experienced reverse discrimination, I spent 25 years in law enforcement where I experienced reverse discrimination, I worked as an investigator for a large company for about 11 years and experienced a biast towards b****s. It's a fact not a complaint.

By the what is your experience? Just asking.

skott Loc: Bama

Cadillac wrote:

Actually I did read your post, every bit of it. I ... (show quote)

He offered results of studies. I don't for one minute believe in reverse discrimination. I am white have a bachelor's degree, and was military and am well traveled. I personally found i the military, that ball else being equal, more w****s were at the top than b****s.

goofball Loc: timbucktoo

Go to the nearest. welfare office and i say no more,!!!!

JMHO Loc: Utah

skott wrote:

I personally found i the military, that ball else being equal, more w****s were at the top than b****s.

WTF????

Were you trying to say that "in the military, more w****s are promoted than b****s?" Well, I spent 22 years in the Navy, and I can only answer for the Navy, but the promotion system in the Navy is an equal opportunity promotion system, everyone has an equal chance. Certain requirements have to be met, tests taken, and se******n board se******ns. Everyone has the same chance, and race does not come into play. Now, can one receive a bad evaluation because of racial bias? Yes, it happens, but that individual has the right to appeal that evaluation, and I have seen evaluations, and fitness reports, changed when appealed.

motive power

Glaucon wrote:

Racial Bias, Even When We Have Good Intentions
JAN. 3, 2015
By SENDHIL MULLAINATHAN
The deaths of African-Americans at the hands of the police in Ferguson, Mo., in Cleveland and on Staten Island have reignited a debate about race. Some argue that these events are isolated and that r****m is a thing of the past. Others contend that they are merely the tip of the iceberg, highlighting that skin color still has a huge effect on how people are treated.
Arguments about race are often heated and anecdotal. As a social scientist, I naturally turn to empirical research for answers. As it turns out, an impressive body of research spanning decades addresses just these issues and leads to some uncomfortable conclusions and makes us look at this debate from a different angle.
The central challenge of such research is isolating the effect of race from other factors. For example, we know African-Americans earn less income, on average, than w****s. Maybe that is evidence that employers discriminate against them. But maybe not. We also know African-Americans tend to be stuck in neighborhoods with worse schools, and perhaps that and not race directly explains the wage gap. If so, perhaps policy should focus on place rather than race, as some argue.
But we can isolate the effect of race to some degree. A study I conducted in 2003 with Marianne Bertrand, an economist at the University of Chicago, illustrates how. We mailed thousands of résumés to employers with job openings and measured which ones were selected for callbacks for interviews. But before sending them, we randomly used stereotypically African-American names (such as Jamal) on some and stereotypically white names (like Brendan) on others.
The same résumé was roughly 50 percent more likely to result in callback for an interview if it had a white name. Because the résumés were statistically identical, any differences in outcomes could be attributed only to the factor we manipulated: the names.
Other studies have also examined race and employment. In a 2009 study, Devah Pager, Bruce Western and Bart Bonikowski, all now sociologists at Harvard, sent actual people to apply for low-wage jobs. They were given identical résumés and similar interview training. Their sobering finding was that African-American applicants with no criminal record were offered jobs at a rate as low as white applicants who had criminal records.
These kinds of methods have been used in a variety of research, especially in the last 20 years. Here are just some of the general findings:
■ When doctors were shown patient histories and asked to make judgments about heart disease, they were much less likely to recommend cardiac catheterization (a helpful procedure) to black patients even when their medical files were statistically identical to those of white patients.
■ When w****s and b****s were sent to bargain for a used car, b****s were offered initial prices roughly $700 higher, and they received far smaller concessions.
■ Several studies found that sending emails with stereotypically black names in response to apartment-rental ads on Craigslist elicited fewer responses than sending ones with white names. A regularly repeated study by the federal Department of Housing and Urban Development sent African-Americans and w****s to look at apartments and found that African-Americans were shown fewer apartments to rent and houses for sale.
■ White state legislators were found to be less likely to respond to constituents with African-American names. This was true of legislators in both political parties.
■ Emails sent to faculty members at universities, asking to talk about research opportunities, were more likely to get a reply if a stereotypically white name was used.
■ Even eBay auctions were not immune. When iPods were auctioned on eBay, researchers randomly varied the skin color on the hand holding the iPod. A white hand holding the iPod received 21 percent more offers than a black hand.
The criminal justice system the focus of current debates is harder to examine this way. One study, though, found a clever method. The pools of people from which jurors are chosen are effectively random. Analyzing this natural experiment revealed that an all-white jury was 16 percentage points more likely to convict a black defendant than a white one, but when a jury had one black member, it convicted both at the same rate.
I could go on, but hopefully the sheer breadth of these findings impresses you, as it did me.
There are some counterexamples: Data show that some places, like elite colleges, most likely do favor minority applicants. But this evidence underlies that a helping hand in one area does not preclude harmful shoves in many other areas, including ignored résumés, unhelpful faculty members and reluctant landlords.

Racial Bias, Even When We Have Good Intentions br ... (show quote)

Just in case you ever wake up and smell the roses. Police during the last year that data has been completely compiled, k**led 330 w****s and 123 b****s. When you figure that police encounter b****s involved in crimes nearly 4 times as frequintly as w****s by the same data source. It is very apparent that the police aren't out there just shooting up b****s for sport. It really seems that the cops are cutting them a lot of slack!

America Only Loc: From the right hand of God

skott wrote:

He offered results of studies. I don't for one minute believe in reverse discrimination. I am white have a bachelor's degree, and was military and am well traveled. I personally found i the military, that ball else being equal, more w****s were at the top than b****s.

MORON ALERT! C****E AT LARGE

Cadillac

skott wrote:

He offered results of studies. I don't for one minute believe in reverse discrimination. I am white have a bachelor's degree, and was military and am well traveled. I personally found i the military, that ball else being equal, more w****s were at the top than b****s.

Scott....this is one example of my military experience; As a NCO (platoon) leader when I reported disobedience of orders B****s received far less punishment than W****s or Hispanics. Less B****s were on the front line companies than W****s or Hispanics.

As a police officer I was passed over for promotion twice so that a minority moved ahead of me. Actually that's why I retired on 25 years & not 30. Also on one occasion I was rejected for a t***sfer so they could make way for a female.

stan3186

motive power wrote:

Just in case you ever wake up and smell the roses. Police during the last year that data has been completely compiled, k**led 330 w****s and 123 b****s. When you figure that police encounter b****s involved in crimes nearly 4 times as frequintly as w****s by the same data source. It is very apparent that the police aren't out there just shooting up b****s for sport. It really seems that the cops are cutting them a lot of slack!

I think the cops (white) bend over backwards to keep from k*****g anybody much less a black. Look at all the grief they have to go through and the paperwork as well as suspension until the investigation is over. Why would they k**l someone just for the hell of it, it's a lot of grief

America Only Loc: From the right hand of God

motive power wrote:

Just in case you ever wake up and smell the roses. Police during the last year that data has been completely compiled, k**led 330 w****s and 123 b****s. When you figure that police encounter b****s involved in crimes nearly 4 times as frequintly as w****s by the same data source. It is very apparent that the police aren't out there just shooting up b****s for sport. It really seems that the cops are cutting them a lot of slack!

They (b****s) get TOO much slack. Sadly the majority of b****s are insane. Raised by insane parents that love to promote the gansta life style.

I could and would not desire to be a police officer....I'd be shooting b****s like ducks in a pond...a very small pond....like a child sized plastic pool.....maybe even a bath tub.....BAM BAM BAM BAM BAM. Another thug bites the dust.

America Only Loc: From the right hand of God

stan3186 wrote:

I think the cops (white) bend over backwards to keep from k*****g anybody much less a black. Look at all the grief they have to go through and the paperwork as well as suspension until the investigation is over. Why would they k**l someone just for the hell of it, it's a lot of grief

It is getting to the point and has been most likely that for many years no matter what, a police officer simply gives a black person a speeding ticket, and then the b****s yell, "r****ts" and all sorts of s**t to make it appear the police officer was mistreating the black. It is a way of life for b****s in general. They want to do anything they want and NOT have to be held accountable. SCREW that! Not all b****s as this way...but the majority are.