Now we here at DMF enjoy with great glee the loving and tender mocking of the left. And the NYT's allows more than their share of opportunities. This editorial is a target rich environment for just such mocking; the Time's Editorial Board's own diversity.
But First, let's meet the NYT's Editoral Board:
Male - (63%)
White - 14 (74%)
Asian - 3 ( 16%)
Hispanic - 1 ( 5.3%)
Black - 1 (5.3%)
So now, a little playful turning the tables on the hypocrisy laden editorial and rewrite it to address what goes on behind the Time's own backyard fence......
"After years of playing down the problem,
There are approaches that could help:
Top technology companiesThe New York Times hires a lot of graduates from elite universities like Stanford, Harvard, Yale, Brown, Chicago, Columbia, NYU and the University of California, Berkeley for its editorial board (see list above). TheirIts recruitment efforts should include a broader array of colleges…
CompaniesThe New York Times should open up the initial interviewing process for its editorial board. The National Football League, for example, has the Rooney Rule, which requires teams to interview at least one minority candidate for every head coach or general manager opening, and this rule should be implemented at the New York Times.
* Creating a welcoming culture, which is often easier said than done, would help"There is a lot that the education system and the government need to do to get more women and minorities interested in
these companiesThe New York Times retain employeesboard members who get in the door. The under-representation of women and minorities on the current New York Times editorial board might not be creating a sufficiently “welcoming culture.”
Thanks to John Hinderaker’s article at the Powerline Blog (“Self-Knowledge at the New York Times“) for the inspiration.