There are a number of arguments in favor of positive discrimination in university. One argument is that it is necessary to overcome the effects of past discrimination. Women and ethnic minorities have historically been underrepresented in higher education, and positive discrimination can help to level the playing field.
Another argument in favor of positive discrimination is that it helps to promote diversity in the workplace. A diverse workforce is more likely to be innovative and productive, and it also helps to create a more inclusive society.
Finally, positive discrimination can also help to break down stereotypes and prejudices. By seeing members of underrepresented groups in positions of leadership and responsibility, people can start to challenge their own assumptions about what these groups are capable of.
Of course, there are also arguments against positive discrimination. One concern is that it can lead to reverse discrimination, which is when members of historically disadvantaged groups are given preferential treatment over more qualified candidates. Another concern is that positive discrimination can create resentment among those who feel that they have been passed over for opportunities in favor of less qualified candidates.
Ultimately, the decision of whether or not to use positive discrimination is a complex one. There are valid arguments on both sides of the issue. However, it is important to remember that positive discrimination is just one of many tools that can be used to improve diversity in education and the workplace. There is no single solution, and the best approach will vary depending on the specific context.
In conclusion, there are both arguments in favor and against of positive discrimination in university. Each of those arguments will carry certain weights within different societies but there is no definite answer at when it needs to be implemented and when not at all.