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As of November 2010, the overall unemployment rate for whites was 9.2%, but for African Americans, it was 16.0%. Among those aged 16 to 19, the difference (including both males and females) was significantly larger -- 20.9% for young whites versus 46.5% for young blacks. In job-rich Manhattan, only one in four young (16-24) black males was employed in 2010. What is especially remarkable about these statistics is their intractability. Since the 1960s and the War on Poverty, Washington has spent billions -- everything from job training programs to tax incentives to anti-discrimination laws -- to eradicate this gap, all to no avail.

Given a half-century of failure, efforts to narrow differences have grown increasingly desperate. The latest is the federal government's attempt to equalize how black and white job candidates appear to prospective employers even if they differ substantially -- just ban employers from checking credit and criminal histories so as not to "unreasonably" disadvantage black job applicants.

The facts are straightforward. First, African-Americans are far more likely to have criminal records than whites, and according to a Federal Reserve report, they disproportionally also have credit problems -- repossessions, bankruptcies, wage garnishments, outstanding unsatisfied court judgments, and high overdue credit card balances. Second, the internet (and other technologies) facilitates quick, inexpensive background checks of prospective employees (for example, here). Third, the courts have held that an employer screening of job applicants is inherently racially discriminatory if blacks are disproportionally excluded according to criteria that lack direct connections to the jobs (the principle of disparate impact).
Isn't this kinda the same as the subprime mortgage crisis where they just handed out money to people with no means to pay it back? Wouldn't backround checks be something that you'd be interested in as an employer? I sure would be interested. All this will do is cause employers not to hire black applicants, and the article goes on to explain that this might, in fact, be the goal.
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