You said:
> Hiring faculty is a very different thing (and subject to different rules and policies) than getting students succesfully to graduation.
That's why I mentioned it.
> Diverse workplaces are more pleasant to work in
If somebody's opinion was that all male workplaces are more pleasant to work in, would you find that a reasonable basis for discriminating against female applicants?
> Additionally there's a growing body of evidence that documents how diverse workplaces have higher productivity; and gender gaps in entrepreneurship negatively affect GDP (Cuberes & Teignier for a 2015 example http://www.economist.com/news/americas/21661804-gender-equal...)
Not a very convincing study. They just noticed that women work less than men, and calculated the increase in GDP if women worked as much as men. Note that from the data they use it is apparent that women work more in poorer societies. So maybe women work less in richer societies because they can. This is a good thing, because it means the things people do are dictated more by their passion and less by economic necessity.
The other studies are all about perception. I wonder how much of it is due to the effect that I mentioned (if you confer a selection advantage to a group then it becomes rational to believe that post selection individuals in that group are less competent). I'm also a bit wary of publication bias. I've heard from people in the field that there are certain results that are good for your career and certain results that are not.
Do you know of any reliable studies showing actual discrimination of the magnitude that the study I cited showed?
Either knowingly or unknowingly you're abusing both the study's findings and the scientific method as a whole.
We can talk hypotheticals or debate the relative merit of affirmative action, or discuss the flaws in specific studies (because let's face it perfection is hard in social science), but first we need to address why you feel the need to misrepresent the findings of studies. Did you not read the abstract you linked to?
[1] being a link to Steinpreis/Anders/Ritzke (1999)
> You're right that it's biased, but perhaps not in the way you think it is: http://www.pnas.org/content/112/17/5360.abstract
At risk of repeating myself... You've taken a study that looked specifically at tenure-track faculty hiring within four STEM subjects, i.e. a very specific, limited, scope. You then presented that as "evidence" in a general context (in reply to a point about hiring in general being biased against women) in order to argue that the hiring process is biased against men, without any mention of the limited scope of that study.
The way I see it, one of these things is true;
(a) You made a mistake, fair enough, no big deal
(b) You're unfamiliar interpreting studies, fair enough, no big deal
(c) You're misrepresenting science to further an agenda
Given your vociferous objections to affirmative action I'm guessing (c) but happy to give you the benefit of the doubt.
> The drop out rates for males are (much) higher.
Seems off-topic, can you explain the relevence of this? There are serious problems with boys education but they don't seem to have a problem with discrimination in the workplace, see [0][1][2][3][4].
> ... simply because of an attribute that should not significantly factor into the decision.
That's an opinion I think there's reasonable evidence to discard, or at least add some nuance to.
Diverse workplaces are more pleasant to work in, and in the case of universities it seems reasonable to believe (based on the work of Carol Dweck & others) that having relevant female role models would improve outcomes for female students in STEM subjects.
Additionally there's a growing body of evidence that documents how diverse workplaces have higher productivity; and gender gaps in entrepreneurship negatively affect GDP (Cuberes & Teignier for a 2015 example http://www.economist.com/news/americas/21661804-gender-equal...)
[0] Female students seen as less competent than identical male students with identical application materials, offered lower starting salaries (Moss-Racusin et al, 2012)
[1] People in gender-incongruent roles penalised more heavily for mistakes (Brescoll, Dawson, & Uhlmann, 2010).
[2] Voluble women perceived as less competent and less suitable leaders, inverse true for men (Brescoll, 2011).
[3] Women who succeed in male-dominated fields percieved as not likeable (Heilman et al, 2004).
[4] Students question the competence of female teachers who evaluate them negatively, less so than male teachers (Sinclair & Kunda 2000).