Tag: diversity

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ideological culture media and media people

DEI Realities Unreported

DEI, diversity, equity, inclusion

The high tide of DEI policies — which reward racial affiliation, gender affiliation or gender wishing, group-​think, and group-​wackiness at the expense of sanity and individual merit — seems to be starting to recede. 

But we’re not on safe ground yet. One example of rearguard action by the proponents of these lunacies is the willingness of major publications to hide evidence of harm caused by DEI.

Colin Wright reports that both The New York Times and Bloomberg have “shelved coverage of a groundbreaking study that raises serious concerns about the psychological impacts of diversity, equity, and inclusion pedagogy.”

The Network Contagion Research Institute finds that DEI ideology incites hostility (between members of favored and disfavored groups, you see) and authoritarianism (by bullies eager for new weapons to intimidate and control others).

When presented with various scenarios, participants in the study who had first been exposed to DEI propaganda were much more likely than participants who hadn’t been thus exposed to impute racism to agents in the scenario — even when no evidence to justify the accusation was also presented in the scenario.

Wright suggests that at both the Times and Bloomberg, reports-​in-​progress about the research were killed outright by editors whose decisions to spike the story “align conspicuously with the ideological leanings” of those editors.

NCRI’s work confirms what we know about the dishonesty, injustice, and destructiveness of the DEI enterprise. 

As does the conduct of certain gatekeepers.

This is Common Sense. I’m Paul Jacob.

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Nondiscrimination as Discriminatory 

DEI, diversity, quotas, race, racism, regulations, education

Two parts gall, three parts random irrationality; eye of newt, toe of frog. 

That’s how you cook up the latest leftist madness.

According to the wizards running Columbia University, deliberately race-​neutral policies are discriminatory if they have a “disproportionate impact.”

Columbia has updated its antidiscrimination policy about bad things you can do on campus that might get you investigated and sanctioned. The revised policy declares that one bad thing is “having a neutral policy or practice that has a disproportionate and unjustified adverse impact on actual and/​or perceived members or associates of one Protected Class more than others.” 

This, the policy asserts, “constitutes Discrimination” — with a capital D.

Those “protected classes” make up a formidable list. If the idea is that treating another person abusively subjects one to penalties, why not just say this? Then no groups need be listed.

But Columbia University seems to find focusing on discriminatory nondiscrimination a more productive way to spend its time than coping with unambiguous racial and ethnic hatred on campus.

Columbia is among the schools that has responded to vicious harassment of Jewish students with little more than pro forma protest. Even as a Columbia representative tells USA Today that “calls for violence have no place at Columbia,” anti-​Israel and anti-​Jewish students keep calling for violence. Will they be kicked out?

Eliana Goldin, a Jewish student at the school, says that the administration is well aware of “the credible threat to Jewish students, and they’re still playing both-sideism.”

Which strikes me as Discrimination with a Capital D.

This is Common Sense. I’m Paul Jacob.

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DEI Box Office Drubbing

Matt Walsh, racism, DEI

It “came out of nowhere,” declared The Hollywood Reporter, and as “one major Hollywood studio exec” put it off the record: “The picture has clearly hit a nerve.”

This is the second hit by the Daily Wire’s Matt Walsh and director-​producer Justin Folk: they made the movie What Is a Woman? in 2022, and now Am I Racist? is at No. 4 on the movie charts having “gross[ed] $4.5 million in its nationwide box office debut,” THR reports, “a huge sum for a nonfiction feature.”

In the film, Matt Walsh sits down with “some of the biggest people in the anti-​racism movement,” including Saira Rao and Regina Jackson, founders of Race2Dinner, and Robin DiAngelo, author of White Fragility: Why It’s So Hard for White People to Talk About Racism.

For $5,000, Rao and Jackson will come over for dinner to make as many as eight white women confront their inherent racism. Who would know better? Rao and Jackson actually wrote the book, White Women.

“This country is not worth saving,” Rao declares at one dinner. “This country’s a piece of sh*t.”

It cost $15,000 to get the meeting to film DiAngelo for the documentary. Well, only $14,970 if you consider the $30 in reparations that DiAngelo was shamed into giving a black member of Walsh’s documentary crew.

“The mind-​blowing part,” explains Savannah Edwards of Savvy Film Reviews “is that he was able to get them to say what they said on camera.” She adds, “The fact of the matter is all Matt Walsh does in this movie is let these people talk.”

Go see the movie.

This is Common Sense. I’m Paul Jacob.

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Sobering Up After DEI

DEI, diversity, equity, inclusion, regulations

Some universities and companies have been retreating from their obnoxious DEI policies. We can now add Jack Daniel’s to the list.

One of the lamentable ideological fads of recent years, DEI (“Diversity, Equity, and Inclusion”) programs are a vicious form of race-​based and sex-​based affirmative action.

All such policies subordinate merit to irrelevant but politically preferred physical characteristics.

So far as I know, old-​style affirmative action at least was not normally accompanied by mandatory indoctrination and mandatory testimony by applicants about how they would cherish and uphold the ideology of compensatory racial and sexual discrimination. But such indoctrination and litmus tests are standard features of many contemporary DEI regimes.

Which are now minus one, thankfully, as Jack Daniel’s announces that it will be ending DEI initiatives, such as a social credit system and “quantitative workforce and supplier diversity ambitions.”

The Dallas Express says that the whiskey distiller is decoupling from DEI because it is “facing backlash.” Specifically, thanks to the impending attention of Robby Starbuck, “an activist known for successfully putting a spotlight on companies like Harley-​Davidson and John Deere” for their DEI policies.

Starbuck said on Twitter that he had been “set to expose” Jack Daniel’s, which perhaps was tipped off by his visiting of employee LinkedIn pages. “We are winning and one by one we will bring sanity back to corporate America.”

He adds that if you want your own workplace’s DEI policies exposed, you can email “tips and evidence” to him at EliminateDEI@​protonmail.​com.

This is Common Sense. I’m Paul Jacob.

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The Vance Plan for DEI

DEI, J.D. Vance

Will certain items on Senator J. D. Vance’s legislative agenda be expedited by his new status as Donald Trump’s running mate?

For example, Congress could pass his kill-​DEI legislation immediately. But Biden would have to sign the bill, and it’s Biden’s administration which has been pushing the horrific DEI federal mandates.

An initialism for “mediocrity, inequity, and exclusion” — “diversity, equity and inclusion,” actually — DEI designates enforcement of race-​based, gender-​based, irrelevant-​characteristics-​based criteria for hiring and promotion. It’s a continuation of old-​style affirmative action quotas but nastier, and often attended by extra helpings of censorship and hectoring indoctrination.

On June 12, 2024, Senator Vance and Representative Michael Cloud introduced legislation that would, per their press release, “eliminate all DEI programs from the federal government.”

More specifically, the Dismantle DEI Act would “eliminate all federal DEI programs and funding for federal agencies, contractors which receive federal funding, organizations which receive federal grants, and educational accreditation agencies.” 

Seems to cover the waterfront.

Vance argues that our tax dollars should not be “co-​opted” to promote an agenda that “breeds hatred and racial division.”

One of the bill’s cosponsors, Senator Kevin Cramer, observes that DEI “doesn’t promote diversity of thought or merit-​based employment and promotion,” which is something of an understatement. DEI doesn’t merely neglect but actively opposes rewarding of merit whenever doing so would conflict with the DEI agenda.* An agenda that obtrudes continuously.

Of course, Vance’s attack upon DEI doesn’t require Vance to be Vice President, what is required is a Republican president to sign the legislation, should it pass through Congress.

This is Common Sense. I’m Paul Jacob.

* More than a few commentators have suggested that Secret Service Director Kimberly Cheatle was a DEI hire and that contributed to last weekend’s utterly botched Secret Service protection of Donald Trump, previously discussed.

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To Die for DEI

hospital, doctor, D.E.I. DEI, diversity, equality, inclusion

Next time you’re being operated on, you probably don’t want your doctor to be someone trained and hired solely because he satisfied affirmative-​action criteria.

We’ll have to especially worry about this possibility, though, if trends at certain institutions continue — including at universities such as UCLA Medical School. There, up to half the students are now flunking basic tests of medical knowledge.

By design.

In November 2021, a new dean of admissions, Jennifer Lucero, “exploded in anger” because an admissions officer had doubts about admitting a black applicant whose academic credentials were way below the average of other students at the school.

“Did you not know African-​American women are dying at a higher rate than everybody else?” she wanted to know, demonstrating a capacity for non sequiturs. Forget scores: “we need people like this in the medical school.”

The time for UCLA professors and admissions officers to raise hell about Lucero’s illegally race-​conscious admissions policies was then, or sooner. At least now, though, many are speaking out.

“I don’t know how some of these students are going to be junior doctors,” one instructor tells the Free Beacon. “Faculty are seeing a shocking decline in knowledge of medical students.”

“I wouldn’t normally talk to a reporter,” says another. “But there’s no way to stop this without embarrassing the medical school.”

Well, word is out now — and in abundant detail. Let’s hope it’s not too late to set this school and others back on the right track.

This is Common Sense. I’m Paul Jacob.

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