embedded in the law of the land by the Supreme Court of the United States, which has treated disparities in the employment, pay and promotions of people from different groups as evidence of discriminatory bias by employers under its “disparate impact” standard. That approach ignores the very possibility that what happened to people before they reached an employer—or a college admissions office or a crime scene—may have had a “disparate impact” on the kinds of people they became and the kinds of skills, values, habits and limitations they bring with them to the places where statistics are later
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