America’s shift back to the center-right started for the corporate world roughly a year ago, as a number of big companies decided to toss out their “diversity, equity, and inclusion” initiatives. The two giant corporations who most recently decided to employ the use of commons sense and toss out these programs are McDonald’s and Meta — Mark Zuckerberg is having some sort of political awakening — demonstrating most of the people in charge of these companies are well aware that political correctness is immoral and evil, yet in order to appease whoever is in charge at that moment, they’ll jump through hoops.
In the aftermath of the wildfires in Los Angeles, we’ll see a whole lot of companies and public service agencies dumping DEI. Placing a focus on DEI led to the LAFD being woefully unprepared to handle the wildfires that are burning down huge portions of the city.
At it’s core, DEI is racist and creates protected classes that are given more rights and opportunities than straight people or whites. Rather than focus on hiring the person who is most qualified for a position, the hiring is based on filling a diversity of quota. Bypass the person who is the best fit in order to ensure your workplace is diverse enough and has the standard number of minorities on staff.
A piece from The Federalist has laid out five reasons why corporations are ditching DEI
The first is that DEI programs don’t erase tensions between different groups of people, it actually makes them worse.
In one of the lessons for my employer’s DEI program, students watch a video montage of a bunch of people who name their associated identity groups. Actors identify themselves as black, Latino, Asian, female, gay, trans, disabled, and a panoply of other various categories. Lastly is a straight, white guy who awkwardly, almost reluctantly, states, “I’m Scottish.” It is obvious he is not Scottish; he’s just a white, American male who has some Scottish ancestors who likely arrived in America many generations ago. But he too must play his part in the DEI project, and, though he is clearly a pushover of a personality, his job is to be the representative of a white, heteronormative, patriarchal society that oppresses everyone else.
As much as DEI claims to celebrate individuals, it actually demands they fit into identitarian groups of either victim or victimizer. If you’re a racial or sexual minority — regardless of your wealth, profession, or social status — you get to be a victim and enjoy all the social and professional benefits of alleged victimhood. If you’re not, then regardless of what you’ve actually done or the amount of money in your bank account, you have to be the victimizer, which entails various forms of self-flagellation and public penance to atone for the sins of your identity group.
The second reason is that DEI is expensive and is an absolute waste of money and resources.
“Another DEI lecture for my work openly admits that effectively implementing DEI will be costly. Companies and organizations must create and maintain their own DEI budgets, with separate DEI staff to create DEI programs, run seminars, host guest lecturers, advise leadership, and monitor progress on the implementation of DEI initiatives. These technocrats will counsel management on adding DEI to professional promotion criteria to ensure everyone’s cooperation,” Casey Chalk writes.
Chalk continued by revealing that the program he went through explained that DEI is not just about race or skin color. It also includes gender and sexuality. But that’s not all. There’s also “age, generation, religion, disability, neurodiversity, ethnicity, geography, experience, skillset, income, education, family status, and more.” What more could there possibly be? How did anything get missed in this list? Honestly, it’s absurd.
With such a massive scope for DEI to monitor, it will never, ever end, constantly sucking up money and personnel. It’s chasing the wind.
A third reason is that DEI programs create a culture that does not align with American culture.
DEI advocates argue that DEI is a “lasting culture shift.” But we’re not talking about analog to digital or on-premises infrastructure to a cloud-based model. We’re talking about the adoption of an entirely different sociopolitical reality, with its own new language: cisgender, heteronormativity, microaggressions, intersectionality, allies, “women of color,” “co-conspirators” (white males who encourage DEI), and “covering” (hiding one’s true identity). This is an entirely different, un-American model for human interactions, one based not on neutrality and equality before the law but on a complex hierarchical system of grievance. American culture was founded upon principles of life, liberty, and the pursuit of happiness. It encouraged personal responsibility, individual virtue, and free labor. It unencumbered us from the rigidity of classism, enabling social and economic mobility at an unprecedented level. DEI, in deed if not word, aims to reverse all of that. It is a system whose rewards are not based on merit but on identitarianism and contrived “systemic” grievances. It is a new caste system.
Reason number four for why corporations are backtracking on DEI is that the initiatives don’t make any sense.
Given the acronym, DEI is supposed to be about diversity and inclusion. But it so obviously is not. In my DEI training, multiple lectures made a half-hearted attempt to address concerns that DEI is prejudicial against whites and conservatives. Yet it called criticisms of DEI “divisive” (read: racist, homophobic, fascist), and accused critics of being “jealous” and “resentful.”
If you dare to disagree with the ideology of DEI, it will seek to exclude you with extreme prejudice. See what I did there? If you’re a person who thinks homosexuality is a sin or that it’s wrong to allow children to get transition procedures, you are to be banished. If you refuse to accept the existence of systemic racism in modern America, you are not on board with the groupthink being pushed and thus a threat to the status quo.
The fifth and final reason is that DEI strips people of their power and confidence.
Finally, far from celebrating and empowering people, DEI actually engenders narcissism and delays their moral development. This is obvious in the way it encourages people to be victims who should condescendingly lecture the unenlightened about their own faults and inadequacies.
One example Chalk mentions in his piece is how the DEI training for his company constantly pounded into their heads that they need to patiently listen to young folk who are just now coming into the workforce, giving them special treatment due to their “creativity” and essentially butter them up with constant praise since young people in today’s society have a difficult time accepting criticism. They coddle them in other words. Look how that’s working out.
Let’s hope this Great Awakening against DEI continues to spread far and wide.