By Esther Claudette Gittens

The term “white affirmative action” refers to systemic advantages that have historically benefited white individuals, often through practices like legacy admissions in higher education and nepotism in corporate environments. These mechanisms can perpetuate racial disparities by favoring candidates based on familial connections rather than merit. This article examines how such practices influence admissions at elite universities and hiring in corporations, often to the detriment of qualified non-white individuals.

Legacy Admissions in Higher Education

Legacy admissions policies grant preferential treatment to applicants who are relatives of alumni. This practice is prevalent in many elite universities and has been shown to disproportionately benefit white students. For instance, a study revealed that at Harvard University, nearly 70% of legacy applicants are white, and these applicants are more than five times as likely to be admitted compared to non-legacy applicants. 

The origins of legacy admissions are rooted in efforts to maintain the demographic composition of student bodies, often to the exclusion of minorities. Historically, these policies have served to perpetuate the enrollment of white, affluent students, thereby maintaining existing racial and socioeconomic disparities within higher education. Critics argue that legacy preferences act as a form of “white affirmative action,” systematically disadvantaging qualified non-white applicants.

In response to these criticisms, some institutions and states have begun reevaluating legacy admissions. California, for example, enacted legislation in 2024 banning legacy preferences at private universities, aiming to promote fairness in college admissions. 

Similarly, other states and universities are considering or have implemented measures to eliminate legacy admissions, recognizing their role in perpetuating inequality.

Nepotism in Corporate Environments

Nepotism, the practice of favoring relatives or friends for employment opportunities, is another mechanism that can function as “white affirmative action.” This practice often leads to the hiring or promotion of individuals based on personal connections rather than qualifications, which can undermine diversity and meritocracy in the workplace.

Studies have shown that nepotism disproportionately benefits white individuals, particularly white men, who are overrepresented in leadership positions. This overrepresentation can result in a cycle where unqualified or underqualified individuals are placed in roles of authority, while qualified non-white candidates are overlooked. 

The consequences of nepotism include reduced productivity, lower employee morale, and the perpetuation of a homogeneous corporate culture that may be resistant to diversity and inclusion efforts. For example, in 2024, the San Francisco District Attorney faced allegations of nepotism for hiring a friend without legal experience for a high-paying chief of staff position, raising concerns about fairness and qualifications in public office appointments. 

Segregation, Racism, and the Overlooked Qualified Non-White Candidates

The persistence of segregation and systemic racism contributes to environments where qualified non-white individuals are often overlooked in both educational and professional settings. Despite efforts to promote diversity, practices like legacy admissions and nepotism reinforce existing barriers, making it challenging for non-white candidates to access the same opportunities as their white counterparts.

The elimination of formal affirmative action programs, as seen in recent policy changes, without addressing these underlying advantages, can exacerbate disparities. While merit-based systems are advocated as fair, they often fail to consider the historical and systemic factors that have limited access to opportunities for non-white individuals.

Conclusion

“White affirmative action,” manifested through legacy admissions and nepotism, continues to influence the distribution of opportunities in education and employment. These practices often favor white individuals based on familial or social connections rather than merit, perpetuating racial and socioeconomic disparities. Addressing these issues requires a critical examination of institutional policies and a commitment to creating equitable systems that recognize and rectify historical injustices.

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