... Also, in the work force, why would an employer willingly want to employ someone that may be underqualified? If you have two applicants and one is VERY much qualified, and you have a minority, the employer may pick the minority just to get "diversity" but in the end the other workers have to pick up his slack because he has no clue what he is doing. Just because you apply for a certain job does not mean that you are qualified to fill it...
You do know that when employers willingly employ someone that is underqualified it is far more likely to be a white person right? Here is some info from two interesting studies. They speak to the fact that given two candidates, one white and one black, the white one often stands a better chance of not only landing an interview, but coming away with the job:
1) A young, white, male high school graduate with a felony conviction applies in person for entry level jobs as a driver, a dishwasher, a laborer, warehouse worker and production worker that are advertised in the newspaper and admits to employers that he served 18 months in prison for possession of cocaine with intent to sell.
A young black man with similar education, work history and style of presentation, but with no criminal record, applies for the same jobs.
Who do you think is more likely to be called back?
If you picked the white man with the felony conviction, you guessed right. Black men who had never been in trouble with the law were about half as likely
as whites with similar backgrounds to get a job offer or a callback.
2)Now a "field experiment" by NBER Faculty Research Fellows Marianne Bertrand and Sendhil Mullainathan measures this discrimination in a novel way. In response to help-wanted ads in Chicago and Boston newspapers, they sent resumes with either African-American- or white-sounding names and then measured the number of callbacks each resume received for interviews. Thus, they experimentally manipulated perception of race via the name on the resume. Half of the applicants were assigned African-American names that are "remarkably common" in the black population, the other half white sounding names.
There was a 50 percent difference in callback rates. The 50 percent gap in callback rates is statistically very significant, Bertrand and Mullainathan note in Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination (NBER Working Paper No. 9873). It indicates that a white name yields as many more callbacks as an additional eight years of experience