Last month’s deadly Air India Boeing 787 Dreamliner crash remains very vivid in the public’s memory, especially after dramatic footage went viral on X. Those fears were reignited Saturday when a Delta Air Lines Boeing 767’s engine caught fire during takeoff from Los Angeles International Airport.
“The Boeing 767 engine caught fire shortly after takeoff around 2 p.m. Video from the ground captured the flames coming out from one of the engines. The flight landed safely after returning to the LAX runway,” aviation watcher account Breaking Aviation News & Videos wrote on X.
A Delta Air Lines flight bound for Atlanta made an emergency landing Friday at LAX after a reported engine fire, officials said.
The Boeing 767 engine caught fire shortly after takeoff around 2 p.m. Video from the ground captured the flames coming out from one of the engines.… pic.twitter.com/fm8ilJtzrk
— Breaking Aviation News & Videos (@aviationbrk) July 19, 2025
The pickens were slim. I couldn’t make out the real problem Trump has with Musk, but it wasn’t asshole behavior, yet.
Macron’s wife hit him on a plane, but he took it along with the rest of the beatings he gets from her.
Both Putin and Zelensky have made attacks during peace negotiations, assholiness behavior
An Ode To America’s Greatest Liar
While more of a dumbass than an asshole, I’m giving to KJP, who lied to us for years and whose only apparent qualification for the job was that she is black and a lesbian. No one seemed to care. She was a DEI hire.
Well, she has a book out and left Democrat party to be independent. While the actions of this week were bad, she has a couple of years of being an asshole that peaked this week:
For the last three years, you were a homophobic racist bigot for criticizing KJP's performance as press secretary.
Now, Democrats & media are saying everyone always knew she was incompetent https://t.co/IIH9pmoYA9
— Christina Pushaw 🐊 🇺🇸 (@ChristinaPushaw) June 5, 2025
Is there anyone who so singularly embodies the Democrat Party as former White House press secretary Karine Jean-Pierre?
She’s recently refashioned herself as a reasonable independent – but a change of title won’t be enough to erase her very public, very regrettable record. Let’s rewind the tape.
First, and not to be buried amid theatrics, there was Jean-Pierre’s constant and blatant lying. On at least four occasions since July 2023, Jean-Pierre guaranteed the public that then-President Joe Biden would not pardon his son.
“It’s still a no. It’s still a no. It will be a no. It is a no. And I don’t have anything else to add. Will he pardon his son? No,” she told reporters.
“Today, I signed a pardon for my son Hunter,” Joe Biden wrote in a statement on December 1, 2024.
🚨NEW — Karine Jean-Pierre is getting TRASHED by her former colleagues after her announcement that she's fed-up with partisan politics and going "independent."
According to one person who worked with KJP, she "was one of the most ineffectual and unprepared people I've ever… pic.twitter.com/ReOYJ9ytqw
I worked in Press Communications for many companies. I can be a judge of this. She was a DEI hire. It had to be for as bad of a job as she did, professsionally speaking. She couldn’t even get hired on the view, a place for some of the dumbest females in America
It only took one day after former White House press secretary Karine Jean-Pierre left the Democrat party for anonymous Biden staffers to stab her in the back.
According to Axios‘ Alex Thompson, “Many of her former colleagues think Jean-Pierre — the face of the White House for more than two years — was part of the problem.”
And while Thompson’s book about the coverup of Biden’s cognitive decline only mentions her twice (great reporting Alex!), many former Biden aides “quietly had fumed for years, believing she was incompetent at her job at the White House podium and more interested in promoting herself than Joe Biden.”
Thompson reports – just not in his book about this exact thing – that Jean-Pierre was a ‘key part of the effort to conceal Biden’s decline, vouching for his fitness and insisting the president, then 81, was “as sharp as ever” even after last June’s disastrous debate against Donald Trump.’
Jean-Pierre announced in her new book, Independent, that she was leaving the Democrat party and switching her affiliation to independent after working in two Democratic administrations.
“At noon on that day, I became a private citizen who, like all Americans and many of our allies around the world, had to contend with what was to come next for our country. I determined that the danger we face as a country requires freeing ourselves of boxes. We need to be willing to exercise the ability to think creatively and plan strategically.”
And the knives came out immediately…
One former Biden official who worked closely with Jean-Pierre told Thompson that she “was one of the most ineffectual and unprepared people I’ve ever worked with. … She had meltdowns after any interview that asked about a topic not sent over by producers.”
“She didn’t know how to manage a team, didn’t know how to shape or deliver a message, and often created more problems than she solved,” the person said.
Another former Biden communications official went further – saying “The hubris of thinking you can position yourself as an outsider when you not only have enjoyed the perks of extreme proximity to power — which … bestows the name recognition needed to sell books off your name — but have actively wielded it from the biggest pulpit there is, is as breathtaking as it is desperate … It’s difficult to see how this is anything but a bizarre cash grab,” referring to Jean-Pierre’s new book.
Lobach’s male co-pilot, an Army flight instructor, directly told her to turn away, and she flew straight into a passenger jet.
“Not only was the Black Hawk flying too high, but in the final seconds before the crash, its pilot failed to heed a directive from her co-pilot, an Army flight instructor, to change course,” The Times reported.
“The Black Hawk was 15 seconds away from crossing paths with the jet. Warrant Officer Eaves then turned his attention to Captain Lobach. He told her he believed that air traffic control wanted them to turn left, toward the east river bank,” The New York Times reported.
“Turning left would have opened up more space between the helicopter and Flight 5342, which was heading for Runway 33 at an altitude of roughly 300 feet,” The Times reported.
And the fatal mistake, as reported by The Times, “She did not turn left.”
In the latest twist in the DEI scandal that’s rocked the Federal Aviation Administration’s air traffic controller testing, a diversity activist was allegedly caught in a recorded message promising answers to a behavioral examination for prospective controllers — but only if they were minorities or women.
While rumors of the answers being leaked to the National Black Coalition of Federal Aviation Employees have been in the public domain since well before the DEI scandal burst following a collision between a jetliner and a military helicopter on the approach to Ronald Reagan National Airport outside Washington, D.C., in January, the recording of Shelton Snow — a major figure in the NBCFAE — obtained by the U.K.’s Daily Mail seems to confirm those rumors.
“There are some valuable pieces of information that I have taken a screenshot of and I am going to send that to you via email,” Snow said in the message, first published Wednesday.
“I am about 99.99 percent sure that it is exactly how you need to answer each question,” he added.
“Washington Suburban associate members, brothers, and sisters … I know that each of you are eager, very eager to apply for this job vacancy … and trust that after tonight, you will be able to do so,” he said.
“I am asking that you … allow me to provide you with an email that will be extremely crucial in the opening stages of this hiring process,” he added.
“There is some valuable pieces of information that I have taken a screenshot of, and I’m going to send that to you via email. Trust and believe it will be something that you will appreciate to the utmost. Keep in mind, we are trying to maximize your opportunities.”
As the Daily Mail noted, the message came in 2014, after the Obama-era FAA “had controversially replaced its peer-reviewed cognitive exam with a ‘biographical’ quiz asking things like ‘how would you describe your ideal job’ and ‘classmates would remember me as humble or dominant?’
“Critics say the quixotic blend of multiple-choice questions was designed to screen out elite, mostly white students from FAA-accredited college courses who excelled in traditional aptitude tests,” the outlet noted. “Nonetheless, it was proving incredibly tricky for anyone to pass — with a 90 percent failure rate — when Snow decided to intervene.”
A Jan. 15, 2014 email from Snow, who was then president of the Washington Suburban chapter of the NBCFAE, laid out ways to stand out from the rest — including “buzz words” to be incorporated into applications.
“These buzzwords will flag your resume, thereby giving you the advantage over thousands of resumes that may flood the system,” he said.
Meanwhile, an agenda Snow set for a December 2013 “powwow” encouraged members to share that they were with the NBCFAE.
“This is for us to know who our people are in the case that we have one of our own on the board,” the agenda read.
The DEI Con has enriched thousands of hustlers nationwide. It has embedded many hundreds of apparatchiks and supernumeraries in college bureaucracies, and it will require herculean efforts to root them all out. And it continues to attack the average person for the most dubious of ideologically motivated reasons in “training” sessions, both on the campuses and in corporate America.
I first heard the actual acronym DEI expressed while I was in a 7-11 on the campus during the early days of the COVID pandemic, and it was two masked graduate students discussing the wonderful employment possibilities of this new initiative, which sounded like someone trying to monetize kumbaya. Already steeped in leftist ideology and its tactic of renaming and relabeling its hooey for new generations of suckers, I was only vaguely aware that this was just the latest brand for the newest social justice foray in higher education.
Anyone on a college campus subjected to the mediocrity of a DEI hustler knew there was something wrong with it.
It was not noble. It was not idealistic. It was not the many wonderful things its proponents said. It was one thing to the public, and it was another altogether when enacted on the campuses. It was weird and alien and hateful at its core, but the public is rarely exposed to any of this. It was the classic Potemkin village offering, with a façade masking a brute, racialist substance.
In other words, it was a con. In fact, it was the biggest Con Story of the 21st century, with America’s universities the biggest suckers imaginable. And the crowning achievement of Western civilization—the modern university—tottered under the assault of mediocrity, racialism, and pseudoscience.
I suppose that folks duped by the big cons will eventually retreat in their embarrassment at having been fooled by one of the shadiest Con Stories ever deployed. Even now, DEI is in retreat. As it plays out in its final act, I assure you that it will dissipate in a flurry of new acronyms and new labels designed to hide its failure.
Its proponents will roll out new slogans to replace the vapid “Diversity is our strength.” Already, “inclusive excellence” is supplanting DEI as this trusty acronym becomes freighted with failure. The Con Story will morph and adapt. Reluctantly. Buzzwords will change, new slogans will be coined, but the underlying ideology will remain the same as it always has. It must serve yeoman’s duty for the Big Con.
Elaborate and elegant Con Stories have played major political roles for centuries, baiting and hooking marks with promises of utopia. The most convincing Con Story of them all is that of Karl Marx, whose fabulous pseudoscience has duped millions of the credulous to support murderous regimes in the name of “social justice.” It still does.
It has been one of the biggest lies for people who don’t want to work as hard as others or want something for free. A lot of people stole a lot of money for doing nothing.
Bias based on any skin color is racism, even white.
On the same day that a Delta Air Lines plane had a crash landing in Toronto, one of the company’s senior executives was quoted defending its diversity practices.
Delta Flight 4819 was involved in an accident at Toronto Pearson International Airport on Monday afternoon.
Pictures of the plane upside down on the runway swiftly went viral as the company revealed that there were 18 injuries, including two people in critical condition, but no fatalities.
Toronto was dealing with fast winds and winter weather at the time of the crash.
The incident came after multiple other high-profile aviation accidents and as the industry faces criticism for diversity, equity, and inclusion efforts.
Those dynamics were at play with the Toronto crash, as well.
The Soviets said that they didn’t have to defeat the US. All they needed was a few years of indoctrination of the kids in school and the next generation was theirs. Look at Obama and the other Marxists, he was right.
They’ve been teaching this DEI crap at schools and the little mush heads are believing it. The bigger mush heads that go to the Ivy League and other colleges fall for it even harder
DOGE slashes over $100M in DEI funding at Education Department: ‘Win for every student’
The Department of Education (DOE) is canceling more than $100 million in grants to fund diversity, equity, and inclusion (DEI) training as part of the Department of Government Efficiency (DOGE) sweep of “wasteful” spending.
DOGE, the department led by Elon Musk to cut costs within the federal government, announced the termination of 89 DOE contracts totaling $881 million in a post on X Monday night.
Of the nearly $1 billion, DOGE identified $101 million that was being used for DEI training, including teaching educators to “help students understand/interrogate the complex histories involved in oppression, and help students recognize areas of privilege and power on an individual and collective basis.”
“Your tax dollars were spent on this,” Musk wrote of the DOE spending.
According to DOGE, the education department spent another $1.5 million on a contractor to “observe mailing and clerical operations” at a mail center, which was also terminated in the recent spending sweep.
“DEI was never about ‘equity’—it was about enforcing ideological conformity and institutionalizing discrimination. Shutting down these wasteful, divisive programs is a win for every student,” Nicki Neily, founder and president of Parents Defending Education, said in response to the spending cut.
“More states need to follow suit,” Neily said.
Erika Donalds, wife of Republican Rep. Byron Donalds of Florida, also wrote in response that “the kids can’t read.”
Good, kill it dead. It just divides the country and is a Marxist tactic by Holder and Obama.
Google Calendar no longer marks the start of cultural observances including Pride Month, Black History Month and Women’s History Month, marking the latest major company policy changes in a wave of backlash against DEI that has become a central issue of President Donald Trump’s second term.
Google Calendar no longer marks the start of cultural observances including Women’s History Month. … [+]SOPA Images/LightRocket via Getty Images
Timeline
Feb. 10Days after it cut diversity hiring goals, a Google spokesperson told CNBC it no longer marks the start of cultural observances like Pride Month and Black History Month because “maintaining hundreds of moments manually and consistently globally wasn’t scalable or sustainable,” though it said it began making these changes in mid-2024.
Feb. 7NPR first reported more than a dozen companies have pared back, or removed altogether, references to diversity, equity and inclusion in their 2024 annual reports to investors, including Pepsi, GM, Google, Disney, GE, Intel, PayPal, Chipotle and Comcast (GM removed all references to diversity, NPR reported, while Pepsi removed nearly all references after writing in its investor report last year DEI is a “competitive advantage.”)
Feb. 7Professional services company Accenture said it would no longer use diversity targets in hiring and promoting, citing the Trump administration’s push for private companies to roll back DEI goals, the company’s chief executive Julie Sweet said in a memo to staff, Bloomberg reported.
Feb. 7Amazon’s annual report filed with the Securities and Exchange Commission for 2024 omitted a section included in the company’s prior annual report, which indicated Amazon has a focus on “inclusion and diversity” in hiring (the news was first reported by CNBC).
Feb. 6The government-funded railroad service Amtrak confirmed to Bloomberg it would roll back its DEI programs and policies, which appeared to include efforts to hire and promote diverse employees and employee resource groups, according to the company’s 2023 diversity report.
Feb. 5Google informed its employees in an email that it will no longer have hiring targets around improving diverse representation among its staff, The Wall Street Journal first reported, and it is evaluating whether to continue other DEI programs and release DEI reports—though it will continue having resource groups for underrepresented staff members.
Jan. 28The Smithsonian Institution told employees its diversity office is closing as a “first step” to address Trump’s new federal policy that declared DEI programs as “dangerous” and “demeaning,” the Washington Post reported, and the link to the institution’s 2022 diversity and inclusion initiatives report and link to its equal employment opportunity policy are broken.
Jan. 24Target, which had already curbed its LGBTQ Pride merchandise line in response to conservative backlash, announced it would pull back on racial hiring targets, end its Racial Equity Action and Change program and cease participation in external diversity surveys, with chief community impact and equity officer Kiera Fernandez telling employees in a memo the decisions were made based on “many years of data” and an effort to stay “in step with the evolving external landscape.”
Jan. 17The FBI confirmed in a statement to Forbes it had closed its DEI office—a frequent target of attacks by Republicans—in December, prompting President-elect Donald Trump to demand the agency “preserve and retain all records” relating to the shuttered office as he accused the FBI of “corruption” in a Truth Social post.
Jan. 10Amazon said it would roll back what it called “outdated programs and materials” in an internal memo, though it did not specify what would be discontinued, while certain programs aimed at addressing disparities would continue until the disparities are eliminated
Jan. 10Meta said in a memo the company ended several programs intended to increase its hiring of diverse candidates, including its equity and inclusion training programs, after Janelle Gale, Meta’s vice president of people, said the “legal and policy landscape” surrounding DEI efforts in the U.S. is “changing.”
Jan. 6McDonald’s announced it would abandon specific diversity targets, cease participation in external surveys that measure company demographics and would rename its diversity team to “Global Inclusion Team,” citing the Supreme Court decision that ended affirmative action at universities and similar DEI walkbacks by other corporations, though it said it would continue to report demographic information in its own annual report.
Nov. 25, 2024Walmart said it would abandon its DEI commitments, including winding down a Center for Racial Equity nonprofit it had founded in 2020 with a $100 million, 5-year commitment, ceasing third-party sellers from offering certain LGBTQ-themed products on its website, no longer participating in the Human Rights Campaign’s external surveys and phasing out the term “diversity, equity and inclusion” in company documents.
Nov. 1, 2024Boeing dismantled its global diversity, equity and inclusion department and redirected its staff to its human resources department to focus on talent acquisition and employee experience, Bloomberg reported.
Sept. 4, 2024Molson Coors, which had in 2023 defended a feminist-themed ad that sparked conservative backlash, said it would abandon supplier diversity quotas, shift DEI training sessions to focus on business objectives and stop participating in external diversity surveys, despite previously receiving a perfect 100 from the Human Rights Campaign for its LGBTQ policies.
Aug. 28, 2024Lowe’s said in an internal memo it would combine its employee resource groups into one umbrella organization, cease participating in HRC surveys and would stop participating in external events like Pride parades.
Aug. 28, 2024Ford Motor Co. informed employees it would stop participating in external diversity surveys and would evolve its employee resource groups to focus on networking and mentorship to all employees, citing the evolving “external and legal environment related to political and social issues.”
Aug. 22, 2024Jack Daniel’s manufacturer Brown-Forman told employees it would no longer tie executive compensation to DEI progress, remove workforce and supplier diversity goals and cease participating in the HRC index, citing the shifting “legal and external landscape.”
Aug. 19, 2024Harley-Davidson said it abandoned its “DEI function” in April and said it does not utilize diversity quotas for hiring or suppliers, and that it would no longer participate in HRC surveys or partner with sponsors that do not focus on its “loyal riding community.”
July 16, 2024Farm equipment manufacturer John Deere said it would no longer support “cultural awareness” events like Pride parades and would audit company documents to remove “socially-motivated messages,” adding that diversity quotas and pronoun identification have never been company policy, though it said it would continue to internally track employee diversity.
Contra
Costco has refused to back down from its DEI policies. The company’s shareholders overwhelmingly voted to reject a proposal that would have obligated the company to review the potential risks of maintaining its DEI initiatives, with more than 98% of shareholders voting against the proposal. The board said it “believes that our commitment to an enterprise rooted in respect and inclusion is appropriate and necessary.” Apple’s board similarly urged shareholders to reject a proposal raised by the same think tank, accusing the group of “inappropriately” attempting to “restrict Apple’s ability to manage its own ordinary business operations.” Delta Airlines also said it remains committed to DEI on a Jan. 10 earnings call. Peter Carter, the company’s executive vice president for external affairs, told a reporter the company is not reevaluating DEI or sustainability policies because “they are actually critical to our business,” stating DEI is “about talent and that’s been our focus.” Cisco CEO Chuck Robbins told Axios “a diverse workforce is better” because “there’s too much business value.” Robbins said the DEI backlash is being treated as a “single issue” when it is really “made up of 150 different things, and maybe seven of them got a little out of hand,” but those few things are “going to get solved and then you’re going to be left with common sense.” Deutsche Bank CEO Christian Sewing said at a press conference the company stands “firmly behind” its “integral” DEI programs, stating the company can “see how Deutsche Bank has benefited from it,” making it the latest bank to defend DEI after conservative groups filed shareholder proposals at various banks urging them to review their diversity policies. NFL Commissioner Roger Goodell said at a press conference ahead of Super Bowl LIX the NFL—which requires teams to interview at least two minority candidates for vacant head coach, general manager and coordinator positions as part of its broader commitment to diversity—will continue its diversity efforts “because we’ve not only convinced ourselves, I think we’ve proven … that it does make the NFL better,” and he added: “We’re not in this because it’s a trend to get into it or a trend to get out of it.”
USAID allegedly funded a $310 million project in 2016 for a Palestinian cement factory. This project, managed by a company called Sanad, was accused of aiding Hamas in constructing their extensive tunnel network in Gaza, as per posts on X.
2. Hezbollah Support:
There have been claims that USAID funding indirectly supports Hezbollah through the Lebanese Armed Forces (LAF), which some assert are influenced by Hezbollah, though direct evidence in public reports is sparse.
3. Worldwide Censorship:According to some reports, USAID has been linked to funding projects that critics argue are used for censorship or control of information, particularly through support for media projects in countries like Ukraine, which sparked debates about media independence and U.S. influence over global journalism.
4. Funding Terror Organizations via NGOs:
USAID has been criticized for funding NGOs with known or suspected ties to terrorist organizations like Lashkar-e-Taiba, Hamas, and Hezbollah. For instance, there are reports of USAID money going to organizations linked to these groups through intermediaries.
5. Sectarian Violence in Israel:
Just 10 days before the October 7, 2023, Hamas attack, USAID funded $500,000 to address sectarian violence in Israel, which some critics saw as misallocated or ill-timed funding.
6. Covid-19 and EcoHealth Alliance Funding:
USAID provided millions to EcoHealth Alliance, known for its controversial bat virus research in Wuhan, contributing to conspiracy theories about the origins of the COVID-19 pandemic.
7. Al Qaeda-Linked Groups in Syria:
There have been allegations that USAID-funded meals ended up with al Qaeda-affiliated fighters in Syria, indicating a lack of oversight in aid distribution.
8. Controversial Projects in Gaza:
USAID has been involved in funding projects in Gaza, with some funds allegedly going to organizations with ties to Hamas, like the Bayader Association, which hosted Hamas officials.
9. LGBT Rights in Controversial Contexts:
Millions were spent on promoting LGBT rights in countries where such initiatives are highly controversial, potentially risking backlash against local communities. Meaning the funds were likely siphoned off by various Democrat interest groups.
10. Diversity, Equity, and Inclusion (DEI) Projects:
Funding for DEI initiatives in places like Serbia and Ireland were criticized as frivolous or misaligned with developmental needs.
11. Feminist Digital Spaces:
A $6 million project to transform digital spaces to reflect feminist democratic principles has been seen by some as ideological overreach. I don’t mind feminists having digital spaces, but I do mind paying for them.
12. Contraceptives in Developing Countries:
While aimed at health improvement, funding for personalized contraceptives has been criticized as culturally insensitive or misallocated. I don’t even mind this effort, just not $400 per condom.
13. Support for UNRWA Despite Controversies:
USAID continued funding UNRWA, despite allegations of Hamas infiltration within the organization, which has been a point of contention.
14. Green Transportation in Eastern Europe:
A $25 million project for promoting green transportation in Georgia, which some view as an overreach of U.S. influence on local policy.
15. Photography as Peacebuilding:
Funding for a project involving Arab and Jewish photographers was seen as an odd use of funds for peace efforts.
16. Combatting Disinformation in Kazakhstan:
$4.5 million was allocated to combat disinformation, which is another term for government censorship.
17. Support for Controversial NGOs:
USAID has funded NGOs with controversial political stances, which has led to accusations of promoting U.S. political agendas abroad.
18. Funding Projects Without Proper Oversight:
Several reports from the USAID Office of Inspector General suggest that there’s been a lack of stringent oversight on how funds are utilized, leading to potential embezzlement.
19. Healthcare Including Condoms in Sensitive Areas:
There’s been political uproar over funding healthcare projects, including the distribution of condoms, in regions like Gaza, where it’s used to question the appropriateness of U.S. aid.
20 Miscellaneous Foreign Awardees in Conflict Zones:
Funding in conflict zones like Gaza and the West Bank to “miscellaneous foreign awardees” without clear accountability or transparency.
People need to go to prison for these misallocations of taxpayer funds.
Crimes include theft, embezzlement, mail fraud and likely many more.
They’ve been killing the real world with this nonsense pretty much since Obama ruined race relations in America. Someone was keeping track of them and now there is a list of people that need to be removed from public service. Then they can stop ruining our lives and trying to tell us how to think
We can get rid of Woke and DEI and make our country better, and a helluva lot more normal again. We shouldn’t be paying these people to discriminate against the rest of the country.
A conservative group has set up a “DEI Watchlist” with dossiers on civil servants it claims pushed diversity policies at US agencies. The website shows information and photos of the workers it labels as “targets.” Most of those named are minorities or women.
I guess sales were down and there wasn’t an option left.
Google is joining Meta, Amazon, and other big tech companies in winding down its diversity, equity, and inclusion (DEI) programs.
In a Wednesday memo to employees that I obtained (and you can read below), Google’s head of HR, Fiona Cicconi, said there will no longer be DEI hiring targets due to the company’s status as a federal contractor and recent “court decisions and US Executive Orders on this topic.” As the Wall Street Journal notes, Google also removed a line included in previous annual SEC reports saying that it’s “committed to making diversity, equity, and inclusion part of everything we do.”
A just future is a color-blind future. The evil of racism is that it pits ethnic groups against each other. A society with diverse racial groups cannot cohesively exist in unity if these ethnic differences are elevated as primary identity delimiters that are to be held above all else. A truly unified and just society would view racial differences as insignificantly as it viewed differences in eye color. It recognizes that people look different, but they are still people like everyone else.
This is why the leftist woke “diversity, equity, and inclusion” movement is, in fact, unjust. Rather than seeking to unite people under their common humanity, this ideology divides people based on their racial differences and then applies broad sweeping prejudices upon these racial groups using the Marxist ethic of oppressor vs. oppressed.
It was Obama’s way of hating straight, white men and advancing socialism and Marxism. That was the fundamental transformation of America he spoke about
We regret to inform you that yet another female cop DEI hire who accidentally shot someone has made the news. While this isn’t a new story, it’s getting fresh attention after an appeals court handed down a decision this former police officer won’t be happy about.
The DEI officer, a female who had no business wearing a badge, shot a man in the back during a traffic stop. Without a bodycam or dash cam in her cruiser, she did what any good little lady would do—she lied to cover up her mistake. After all, who’s the public more likely to believe? The female cop or the lowly peasant?
DEI cop Kasha Domingue shot Mr. Dilley in the back as he ran away during that routine traffic stop. Prosecutors revealed she never even attempted to render aid, leaving Dilley to wait nearly eight minutes until another officer finally arrived. Despite the lenient sentence Domingue received, Dilley isn’t fixated on it. He’s more focused on preventing this from happening to anyone else. “I’m cool with that because, I mean, again, I’m going for the bigger picture here,” Dilley said.
This same type of story is playing out again, this time in Florida. A black man was pulled over by cops, and he told them he was carrying a holstered gun. But while the female officer was retrieving the gun, she somehow managed to shoot him.
Internal Affairs began investigating Cardwell after she conducted a traffic stop on a sports utility vehicle that ran a red light Dec. 13 on North Main Street, police say.
Cardwell and two other officers were at the scene, according to police.
Investigators say one of the officers saw the vehicle’s steering column was damaged, leading him to suspect it had been stolen. The officer told driver Jason Arrington to get out of the vehicle after Arrington disclosed that he had a firearm.
“What we’re going to do is, just for my safety and your safety, I’m going to have you step out,” one officer told Arrington, according to the officer’s bodycam video. “We’re just gonna remove the pistol from you, and then we are going to run your license and make sure everything’s good.”
Cardwell tried to remove the gun from a holster tucked inside Arrington’s waistband, but had difficulty, police say.
As she tugged, she unintentionally placed multiple fingers inside the gun’s trigger guard, causing it to fire, police say.
After the gun fired, someone yelled a curse. Arrington was seen beginning to slump against his SUV. He was taken to a hospital.
quit trying to put DEI where it doesn’t belong. put the best, brightest and strongest where they should be, on both sides of the gender. Combat is not one of them
There have been 15,000 acres, 1,000 structures destroyed. Nobody knows how many people are killed or missing. And how do we characterize this? Everybody’s talking about the Santa Ana winds, climate change—I mean everybody, the people in power.
But it was preventable. And once it started, this fire, it could have been assuaged. You could have had it lessened, that the severity didn’t have to be as catastrophic. So, I would characterize it as a DEI–Green New Deal hydrogen bomb. It’s something out of “Dante’s Inferno.”
And what I mean by that is, it’s a systems breakdown, a civilizational collapse. When you look at the people in charge, [California Gov.] Gavin Newsom flew in, to sort of do these performance-art stunts, but he has systematically ensured that water out of the Sacramento River and the watershed of Northern California would go out to the sea, rather than into the aqueduct, so Los Angeles didn’t have sufficient amounts of water.
He bragged not very long ago that he blew up four dams on the Klamath River. They provided 80,000 homes with clean hydroelectric power. They offered recreation, flood control, irrigation. He blew them up.
California’s fire management, whether we look at the Paradise Fire or the Aspen Fire near where I’m speaking, it destroyed 60 million trees. We have no timber industry in California. [Newsom’s] dismantled it.
We don’t clean the forest. We don’t let loggers come in and have a viable livelihood by harvesting trees. It’s sort of considered natural to let these things burn or to at least create the conditions in which they will inevitably be burned.
It’s almost as if we don’t like humans. We worry about grubs and worms and birds and the ecosystem.
The second breakdown was the mayor, Karen Bass, was in Africa. You tell me why the mayor of the third-largest city in the United States at fire season, when she had been warned and warned for days on end that the Santa Ana winds were up to 100 miles an hour in the evening, and there was a danger of fire, and she goes off to Africa for the inauguration of the president of Ghana.
With all due respect, Mayor, but who cares? You have an obligation to the 6 million people of greater Los Angeles. And then we have the fire chief. I don’t really care that she’s LGBTQ, I don’t care [about] any of that. All I do care is her emphases. She’s been bragging for the last two years that her goal was to make sure [the Fire Department] was diverse and inclusive.
That can be good if it’s competent. But when you announce that 70% of your hiring will not be meritocratic, but will be based on diversity, equity, inclusion, then you’re not putting the interest of your constituents first.
There were not even enough, there wasn’t enough water pressure in Pacific Palisades. Pacific Palisades is not where I live. It’s one of the wealthiest, most exclusive neighborhoods in the United States. If they don’t have water, then no one’s going to get water, believe me.
There’s not enough insurance. There were famous actors that didn’t have insurance. Why? Because industry is overregulated, it’s fraught with people who make fraudulent claims, and the insurance industry knows that California is hostile to it, but more importantly that it will never clean up its forest or take preventive, time-tried, ancient protocols to lessen the dangers of fire.
And so put it all together, whether it’s a deliberate policy to not store water, not preserve water. Last year was one of the wettest years that we’ve had. We’ve had three out of the last four years have been very wet. We had a huge snowpack. We had rivers that were running in 19th-century fashion, but out to the sea to save the delta smelt.
So, it was a total systems collapse from the idea of not spending money on irrigation, storage, water, fire prevention, force management, a viable insurance industry, a DEI hierarchy. You put it all together and it’s something like a DEI-Green New Deal hydrogen bomb.
Gavin Newsom was fiddling, as he’s almost Nero Newsom. And this has been something that is just unimaginable, this system’s breakdown.
California Gov. Gavin Newsom and Los Angeles Mayor Karen Bass are seen here Nov. 16, 2023, at a joint press conference. (Sarah Reingewirtz/ Media News Group/Los Angeles Daily News via Getty Images)
And to finish, what we’re seeing in California is a state with 40 million people. And yet the people who run it feel that it should return to a 19th-century pastoral condition. They are decivilizing the state, and deindustrializing the state, and defarming the state, but they’re not telling the 40 million people that their lifestyles will have to revert back to the 19th century when you had no protection from fire, you didn’t have enough water in California, you didn’t have enough power, you didn’t pump oil.
So, we are deliberately making these decisions not to develop energy, not to develop a timber industry, not to protect the insurance industry, not to protect houses and property.
And we’re doing it in almost a purely nihilistic fashion. And Karen Bass should resign. She came to the airport, back from Africa. She had nothing to say. She was confronted at the airport: “Why were you in Africa? Why did you cut the fire department?”
They cut the fire department by almost $18 million. They gave fire protective equipment to Ukraine’s first responders, and she had nothing to say. She had nothing to say because she couldn’t say anything.
I don’t want to be too pessimistic or bleak tonight, but this is one of the most alarming symptoms of a society gone mad, and if this continues, and if this were to spread to other states, we would become a Third World country if we’re not in parts already.
As relentless fires burn in Los Angeles, thousands of residents who fled their homes are just learning how poorly public officials prepared for such an event. Emergency response leaders following bad public policy have been too focused on sending firefighting equipment to Ukraine, keeping the homeless safe, protecting fish, and adopting green policies to focus on things like making sure there is enough water to feed fire hydrants and guaranteeing that the strongest, best-trained, most-skilled firefighters are leading operations.
Officials seem to believe that when fire forces you to flee your home, there is just one thing on your mind: the skin color and cultural experience of the firefighters who will bring you to safety. Will they be diverse enough to rescue you? Never mind if they are the best for the job, are they anything but straight white men?
That has been a major priority of the Los Angeles Fire Department (LAFD), which, in 2022, launched its Diversity, Equity and Inclusion Bureau (DEI), purportedly “focused on ensuring a safe, diverse and inclusive workplace for all.”
In January 2022, then-Mayor Eric Garcetti checked multiple DEI boxes by appointing Kristin Crowley as fire chief, the first female, LGBT chief in Los Angeles. That year, according to LAFD data, “of the more than 6,500 applicants to LAFD, 70% were people of color and nearly 8% … were female,” which was “double the … percentage of female firefighters within the Department” at the time.
The LAFD Girls Camp is one avenue for recruitment for female firefighters, hosting girls between 14 and 18 to explore career opportunities in the department.
In perhaps the most unexpected, shocking revelation to come out of the devastating Los Angeles wildfires, it turns out their Fire Chief is an “LGBTQ+” woman who is obsessed with DEI. Who could have possibly guessed that?
Of course, I’m being sarcastic given who’s in charge. For context, Los Angeles Mayor Karen Bass is currently on a taxpayer-funded trip to Ghana while her city burns. So yeah, her priorities are clearly in line. Crap, there goes that sarcasm again.
Anyway, meet Los Angeles Fire Chief Kristin Crowley. She has been lauded by the press as the “first female and openly gay person” to ever hold the role. What was one of her first initiatives after being appointed? She started a diversity, equity, and inclusion program focused on recruiting more women and gay firefighters.
President Joe Biden gave more than $3 billion across 30 agencies to outside contractors to implement his diversity, equity, and inclusion (DEI) executive order in federal government agencies. These billions are on top of the already exorbitant cost of existing DEI funding for each department.
On Biden’s first day in office, January 20, 2021, he began implementing his DEI agenda, making it his top priority for America. DEI initiatives even took priority over the defense of the nation and the fentanyl crisis. Biden’s day-one executive order to advance “racial equity” through the federal government signaled to America and federal bureaucracies that his most urgent issue was cultural Marxism—not China, Iran, or the border crisis.
“Equity,” as opposed to “equality,” is a term closely aligned with communism used to force equal outcomes rather than equal opportunities. In June 2021, Biden doubled down and issued another executive order requiring the federal workforce to promote DEI in its departments.
. . .
Deloitte Consulting: $7.1 million contract for DEI consulting services to Health and Human Services Center for Medicaid Services. Deloitte is a far-left organization that bathes in racist equity policies, claiming that “diversity, equity, and inclusion are core” to their values. They also support harmful transgender agendas, donating $1 million to the Trevor Project, which advocates for child gender mutilation.
CALCO Enterprises: $8 million for two non-competitive bid contracts to provide DEI training to the Job Corps program under the Labor Department.
Tyler Federal, LLC: $3.2 million in contracts for DEI database services with the Defense Department.
Timothy Londagin, LLC: At least 3 contracts—$2.9 million for a DEI contract with Health and Human Services and $2.1 million through 2 contracts with the Agriculture Department. These contracts were given to Londagin without competitive bidding. Londagin has a long history of employment in federal government agencies and likely has key connections.
Accenture Federal Services, LLC: $2.8 million for a DEI implementation phase at the Treasury Department. Accenture advocates for the transgender agenda and they fund employee gender transition surgeries through their “transgender-inclusive” health care benefits.
LMI Consulting: $2.4 million to incorporate and “deeply engrain diversity, inclusion, equity and accessibility” in the culture and business at NASA. NASA staff recently called on Elon Musk to clean up wasteful DEI spending in the organization.
Booz Allen Hamilton: $3.3 million for DEI data analytics and assessment for NASA in 2024. Yet almost 1,000 employees have been laid off from NASA’s Jet Propulsion Lab.
The Millennium Group International: $2 million for DEI professional support services for the Department of Homeland Security. They promote “cultural competence” training among other courses.
Grant Thornton: $1 million to the Commerce Department for DEI strategic planning. This company hires based on racial quotas rather than merit, claiming 30 percent of their new hires will be of certain races.
SSG Advisors: $7.4 million to provide the Agency for International Development general support for the Office of Diversity, Equity, Inclusion, and Accessibility.
The HHS Equity Agenda is Off the Rails
The Department of Health and Human Services may win the award for most woke government agency. In 2022, they spent over $57.4 million on 303 employees to fund a DEI strategic plan that reads like a communist playbook. This plan requires programming to increase cultural sensitivity and DEI propaganda training for all hiring managers. All senior executives have DEI measurements in their performance plans for extra assurance that leaders are complying with Biden’s equity mandates.
The problems are most glaring in the National Institute of Health (NIH), where race plays a factor in grant applications and NIH has a Sexual & Gender Minority Research Office that leads its radical work. It commissioned a study using taxpayer dollars to measure sex, gender identity, and sexual orientation. The published report summary asserts that sex and gender are different and the terms “male” and “female” are used to refer to sex, but “man” and “woman” must refer to gender. This nonsensical “research” is how the National Academies of Science, Engineering, and Medicine—a division of NIH—is wasting taxpayer money.
The Diversity Hoax was exposed as far back as 1999, but it’s a monster that grows exponentially in America’s institutions.
Sciences
Professor Efimov, a prominent biomedical engineer at Northwestern University, grew up “in a small Siberian town built by GULAG prisoners to produce military grade plutonium and space satellites.” He asserts that “campaigns within the American higher education system to push diversity, equity and inclusion philosophies and policies in STEM are frighteningly similar to ones he once worked under in the communist country.”
As Thomas Sowell pointed out in 2001, “Sometimes it seems as if ‘diversity’ is going to replace ‘the’ as the most often used word in the English language. Yet the place where this word has become a holy grail—academia—shows less tolerance for genuine diversity of viewpoints than any other American institution.”
Diversity in academia is so overwhelming the conservatives have developed a scorecard to assist “students, taxpayers and legislators to determine how embedded diversity, equity and inclusion principles and practices are at a given institution.”
Image by Andrea Widburg using Grok AI.
Military
Michael R. Shevock gives an overview of the Coast Guard Academy’s (CGA) DEI initiatives. Shevock asserts that “Stalin and Mao would laughingly recognize this demand for intellectual conformity, and it is evil.” In fact, “[m]andating that faculty candidates provide in advance a declaration of mental obedience absolutely guarantees we’ll be hiring liars.” Ultimately, “…the worst thing about the Coast Guard’s position on DEI is how it does not allow for discussion or examination.”
Several of America’s biggest brands backpedaled on their diversity, equity and inclusion (DEI) policies and programs in 2024 amid intense public scrutiny and fierce consumer backlash.
The Biden-Harris administration has led a massive push for increased DEI initiatives in the government, including President Joe Biden signing an executive order in June 2021 that established “a government-wide initiative to advance diversity, equity, inclusion, and accessibility” in the federal workforce. Some major companies have begun scaling back on DEI practices this year amid growing backlash, including Walmart, Boeing, Lowe’s and Ford Motors.
“American corporations realized that DEI was a loser for them in terms of doing business,” Mike Gonzalez, the Angeles T. Arredondo E Pluribus Unum senior fellow at the Heritage Foundation, told the Daily Caller News Foundation. “American people began to register their disapproval with DEI and began to see through it pretty much after 2020.”
Walmart, the world’s largest retailer, began scaling back on some of its DEI-related policies in November, including announcing it would not renew a five-year commitment for a racial equity center and would withdraw from the Human Rights Campaign’s equality index measuring workplace “inclusion.” The retailer will also stop using the terms “LatinX” and “DEI” in official communications, according to The Independent.
Walmart is not the only company that has recently rolled back its DEI policies — In August, major home improvement chain Lowe’s decided to dial back on some of its DEI initiatives. Robby Starbuck, a conservative activist who has been a vocal critic of various companies’ DEI practices, said in a post on X that he had messaged Lowe’s executives ahead of the company’s decision to roll back some of the DEI policies, saying that he had planned to “expose their woke policies.” (RELATED: Costco Embraces DEI As Other Companies Move In Opposite Direction)
Ford Motors announced in August it would scale back its diversity policies, including vowing to stop participating in “external culture surveys.” Automakers such as Ford have faced challenges in the electric vehicle (EV) market amid lackluster consumer demand. Ford reported a $1.3 billion loss on its EV line in the first quarter. The automaker announced in August that it was canceling plans to build a three-row electric SUV and also pushed back its plans to release an electric pickup truck model until 2027.
story
DEI ruins everything it touches except the wallets of the bureaucrats who administer it. Get woke, go broke, every damn time
Nothing New Under The Sun: Leftist ideologues learn from communist theory and practice and constantly adapt various failed concepts to present reality, in order to achieve their radical goals of dismantling Western tradition.
Communist countries had special educational accommodations for those they considered “underprivileged,” based on class and ideological fealty. These accommodations included the so-called “workers’ faculty,” where “proletarian” students received accelerated college degrees while meeting much lower standards than the general population. Intelligent and talented children from families that suffered persecution by the regime were frequently denied college admission.
Furthermore, universities offered sizable acceptance quotas for the offspring of the so-called “active fighters against fascism and capitalism,” a/k/a communist nomenklatura, whose admission took precedence over that of regular students. The preferential quota students were secretly dubbed “paratroopers,” in reference to being “dropped” at universities from above, as though by parachutes, instead of passing the rigorous entrance examinations.
Needless to say, such practices engendered cynicism, hostility, and an exacerbated sense of unfairness. The government’s excuse, was, of course, correcting past “injustices” and providing opportunities for the “working class.” This was accomplished by creating new, much more severe forms of discrimination, exclusion, and injustice.
Leftist ideologues aspire to transform America into some feel-good socialist utopia, despite the horrendous track record of socialism. They learn from communist theory and practice and constantly adapt various failed concepts to present reality, in order to achieve their radical goals of dismantling Western tradition. They try to “divide and conquer” by producing ever-changing categories of social “victimhood.” The class quotas and discriminatory practices of communist universities were reimagined as DEI policies in the West.
Over the past 30 years, I have had the distinct pleasure and honor of teaching and supervising numerous brilliant students and interns, who happened to be of extremely diverse backgrounds. Invariably, the best predictor of their success was their work ethic, values, and character—not the ethnic or social category they belonged to.
In addition to the legal and moral problems presented by DEI discrimination, such policies take a grave psychological toll. Those who are labeled “DEI hires” often resent being treated as insufficiently capable. They wish to be judged based on individual merits, not on some unearned collective virtue. On the other hand, those excluded from the newly privileged “victim” groups, as designated by intersectionality ideologues, suffer the psychological damages of racial and social discrimination despite their hard work and skills.
Trying to enforce utopian perfection can only lead to misery and violence. Churchill aptly defined socialism as “the philosophy of failure, the creed of ignorance, and the gospel of envy,” whose “inherent virtue” was the “equal sharing of miseries.” As Alan Kors, a distinguished professor of history at the University of Pennsylvania remarked, “No cause, ever, in the history of all mankind, has produced more cold-blooded tyrants, more slaughtered innocents, and more orphans than socialism with power.” And furthermore,
Socialism, wherever it actually had the means to plan a society, to pursue efficaciously its vision of the abolition of private property, economic inequality, and the allocation of capital and goods by free markets, culminated in the crushing of individual, economic, religious, associational, and political liberty…. We know that voluntary exchange among individuals held morally responsible under the rule of law creates both prosperity and an unparalleled diversity of human choices.
Human nature is flawed, and so are governments. Even the best societies in the history of mankind are not impervious to evil practices. Yet such systems strive to correct their errors, since they are based on universally humane values. Western democracies today have achieved remarkable success in providing abundant opportunities for upward mobility. The blueprint of the American founding does not need to be re-drawn—it simply needs to be observed. President Lincoln immortally described America as “the last best hope on Earth.” It is up to us to preserve it.The Communist Precursors of DEI
The Communist Precursors of DEINothing New Under The Sun: Leftist ideologues learn from communist theory and practice and constantly adapt various failed concepts to present reality, in order to achieve their radical goals of dismantling Western tradition.
The landing gear failed. I bet the landing gear assembly crew were DEI hires.
(FOX NEWS) — A Jeju Air flight skidded off a runway in South Korea and collided with a concrete fence, killing 179 people, the Associated Press reported, citing the country’s National Fire Agency (NFA).
I didn’t think they could get worse, yet here we are. They are Marxist indoctrination centers for kids that have stopped teaching them useful skills other than to be social justice warriors.
Our CriticalRace.org project doesn’t get as much coverage at this Legal Insurrection website as our Equal Protection Project (EqualProtect.org), but it’s been chugging away documenting the spread of CRT and its offshoots, like Diversity, Equity, and Inclusion, since February 2021. Over 150 media outlets have linked to and cited the CRT databases, and over 600,000 users have performed almost 8 million actions.
While others have moved on from CRT to other hot topics, we have continued to update and databases and research, firmly believing that just because the media spotlight has shifted, the importance of fighting the racialization of education remains critical.We also have moved into content creation and analyis using the databases as a source, including how the largest universities in states that have ordered the elimination of DEI have rebranded rather than eliminated the DEI agenda, and how DEI is active in the schools of the Southeast Conference. Expect more reports and analysis in 2025, plus a Parents Guide that is ready to be revealed soon.Our latest analytical report focuses on Poison Ivies: DEI and the Downfall of the Ivy League [full embed at bottom of post].
The Equal Protection Project, founded and led by Cornell professor William Jacobson, has released a deep-dive report on the prevalence of diversity, equity and inclusion (DEI) training at Ivy League universities.
In his comprehensive report, “Poison Ivies: DEI and the Downfall of the Ivy League,” Jacobson examines programs the eight Ivy League institutions use and require for students.
“The review of Ivy League practices by our CriticalRace.org project reflects substantial efforts by Ivy League schools to purport to comply with the Supreme Court’s ruling on affirmative action, while maintaining work-arounds and DEI practices that continue the obsession with racial identities,” Jacobson told Fox News Digital.
In his report, Jacobson shows how Ivy League institutions are sidestepping the June 29, 2023, ruling by the Supreme Court that says race cannot be used in admission decision-making at universities.
“Ivy League universities pretend not to take race into consideration but then provide essay question opportunities for students to talk about their race,” he said.
“The Supreme Court affirmative action ruling took place in the context of university admissions, but it’s clear that the court’s opinion at its core was an Equal Protection Clause ruling that applies in other university contexts.”
In his report, Jacobson found that out of the eight Ivy League universities:
Four require DEI training in student orientation programs (Columbia, Harvard, Princeton and Yale).Six require faculty or staff DEI training in some capacity (Brown, Columbia, Cornell, Penn, Princeton and Yale).All eight have DEI offices at the institutional and/or department level.Five have a strategic plan devoted to DEI or anti-racism (Brown, Columbia, Cornell, Dartmouth and Yale).All eight have DEI or CRT (critical race theory) topics in classes and curricula.All eight have bias reporting systems.
Jacobson said he found that while the universities “pretend” not to consider race, in practice, they often do….
“It’s hard to believe that in environments in which DEI is the dominant ideology, taking on a quasi-religious fervor, that race does not enter into admissions decisions in fact, even if there is window-dressing to provide possible legal cover.”
* * *
The Equal Protection Project focuses on challenging race-based discrimination. The organization has challenged over 100 scholarships and programs discriminating against White and Asian students at universities across the country.
“To fully achieve the nondiscrimination standards of the Supreme Court ruling, the race-obsessed cultures at the Ivy League schools need to change,” Jacobson said. “It will be a long process. The Supreme Court ruling was just the first step.”
If you’ve read this blog for a while, you know I disdain both reverse racism as well as the Marxist indoctrination at Universities. Here, you have both. As you read the list, you can see that it’s against things that make people better, smarter, wealthier, and don’t break the law. I think you can see the pattern here.
Racism is the intentional mistreatment of someone on the basis of their race – at least in the normal world. But in academia, racism is anything producing disparities, according to Professor Ibram Kendi.
What follows is a long list of people, places, actions, and other things declared racist this year by higher ed, though a few came from K-12. If something needs “anti-racist” action or “diversity, equity, and inclusion,” it follows it must be racist, or else it would not need correction.
Academic disciplines: Chemistry Classics Evolutionary biology Engineering Immunology Math STEM in general Twenty different departments at Worcester Polytechnic Institute
Actions: Accusing a black student of plagiarism Banning DEI Being Asian but romantically interested in white people Course evaluations Criticizing a black female reporter Criticizing plagiarism Marriage/being married Mentioning a black female congresswoman has fake eyelashes Murder Not pronouncing Kamala Harris’ name right Not voting for Kamala Harris Opioid crisis Opposing DEI Opposing oil and gas restrictions to fight climate change Pollution Questioning Kamala Harris’ racial identity Romance “Traditional grading” Voter registration Voting for Trump White people running in shorts White people rapping
Beliefs: Being pro-life/pointing out high abortion rates for black women Christianity Colorblindness Nostalgia
Career fields: Counseling Ecological farming Education Dentistry Disaster response Geology Law enforcement Medicine Ocean sciences Nursing Surgical oncology
Entertainment/culture: Dolly Parton’s free book program Dressing as a Native American at a Kansas City Chiefs game Liking Taylor Swift Michaelangelo’s “Creation of Adam” Paintings of British countryside Porcelain Telling a Japanese professor about a good sushi restaurant
Food: Fried chicken Milk
People: Ben Shapiro Conservatives Donald Trump Duke University sports fans Nikki Haley Rapper Tom MacDonald Vivek Ramaswamy White people
Places: Coeur D’Alene, Idaho Columbia University Greenhouses Israel Lake Merritt, California parking lot Northern Idaho Pennsylvania public universities Sex-segregated bathrooms, locker rooms Swimming pools Thousands of streets that use allegedly offensive terms University of Michigan
I don’t want to fly anymore because I don’t trust that they are hiring the best at Boeing, The FAA, Air Traffic Controllers, the Airline Pilots or any aspect of travel.
I want the best pilot and an airplane that stays in the air with all of it’s parts. I don’t want some ATC to ram 2 jets together because they can’t read a radar screen.
American just lost and has to get rid of DEI, but the remnants are there. Hire on talent and ability, not on quota and skin color
American Airlines (AA) will no longer be recruiting and hiring based on the dictates of diversity, equity and inclusion (DEI) policies. The company admitted that the policy is a violation of federal laws that protect equal access to employment, America First Legal announced Tuesday.
So then why did they do it in the first place? Did they think leftist priorities were immune to federal laws?
The US Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) informed America First Legal about the decision. “American companies must return to using merit—not the desire to check a DEI box—to select the most skilled and qualified employees. American Airlines’ agreement with the OFCCP is AFL’s latest victory in our fight to put illegal discrimination on the no-fly list,” said Will Scolinos, America First Legal Counsel.
Wow. Who would have guessed that hiring based on merit rather than skin color is the moral way to go?
Question: Are they stopping this racist hiring practice because they suddenly realized how evil it was? Or are they just doing it because they got caught?
The decision came as a result of a complaint filed by AFL against AA with the OFCCP, which accused the company of not complying with federal law even though the airline does a massive amount of business with the federal government and has been the beneficiary of $140 million in federal contracts since 2008. In order to qualify for those contracts, AA had to promise to adhere to the Executive Order 11246 that prohibits discrimination in hiring, promotion, or employee training based of race, color, religion, sex, or national origin. It has failed to do so and has embraced discrimination based on race and sex in its hiring practices, Cadet Academy program and promotional activity.
Additionally, given that air travel is a huge deal, how could they have thought box-checking was the best way to hire people? Sounds like someone who was hired by checking a box made this policy the status quo.
It’s unclear how leftist corporations can get away with breaking such laws; if the roles were reversed and a certain skin color they do not prioritize was uplifted, they would never let it go. And while both are equally immoral, only one barely gets a slap on the wrist when the act is committed. And to say these people have double standards would be an understatement.
Fox News host Harris Faulkner (who is black) called out Black Lives Matter (BLM) and left-wing rhetoric that claims America “hates black people” on Monday, after Daniel Penny was found not guilty.
A Manhattan jury acquitted Penny, a 26-year-old former Marine, of criminally negligent homicide in connection with the death of 30-year-old homeless man Jordan Neely. On “The Faulkner Focus,” the host began by noting that BLM leaders were outside the courthouse following the verdict, advocating for “black vigilantes” to avenge Neely’s death.
“We don’t know what the road home would have been like right after this, but I’m sure they get some protection for some period of time during the trial. But you go back to your life and you’re part of that community that potentially is going to jump on the subway in the next few days and how can you – just think about that. There are threats outside to take people out because this hinged on race suddenly, like suddenly this hinged on race. Black Lives Matter group getting together and saying, ‘If you do this you’ — what did the woman say?” Faulkner asked. “She said, ‘America hates black people.’ I mean that was so far afield from what we’re watching here I can’t even imagine how we got there.”
“When you say that you want to burn stuff that affects everybody, and you’re gonna hinge because you think people who have my skin color are so hated in America that you [have to] set New York on fire? That puts everybody in victim mode,” Faulkner continued. “I mean how is that even tolerated? Where is Alvin Bragg? He should come out on the steps of the courthouse right now and say, ‘You will be protected. Justice has been adjudicated in this building so you will not riot tonight. We will come after people who do.’ Like where is his voice?”
He’s got enough Fentanyl in him to kill a horse. Let’s not overlook the Meth. He was a criminal committing a crime, not a hero.
They just needed a victim to set up the money laundering by a Marxist group. Who else is Marxist? Lenin, Stalin, Mao, Pol-Pot, and other mass murderers in history who stole governments, laundered money, and tried to take down Western Civilization starting with God, the family, free speech, and private property.
What did BLM do with the money? Bought houses, cars and bling. They started no groups or agencies that actually helped blacks get on their feet.
If the CDC concentration Covid camps weren’t bad enough (see the post below this) To the surprise of only the most clueless, DEI ideology has been found to hurt everyone, including the identity groups it ostensibly helps at the expense of the rest of us. Still less surprising, the media has attempted to suppress this information.
A study published Monday by the Network Contagion Research Institute and Rutgers University provided strong justification for why Americans should dismantle the remainder of the DEI regime sooner rather than later, noting that race-obsessed programming is divisive, counterproductive, and helps create authoritarians.
From the study:
“DEI initiatives seen as affirmative action rather than business strategy can provoke backlash, increasing rather than reducing racial resentment. And diversity initiatives aimed at managing bias can fail, sometimes resulting in decreased representation and triggering negativity among employees.”
That is not a bug but the main feature of DEI. Cultural Marxism rests upon the increasingly obvious lie that favored groups are oppressed by bigotry. To prop up their failed ideology, liberals must create resentment.
The broader goal of DEI and Cultural Marxism in general is to provide a framework for left-wing totalitarianism:
“[A]n emerging body of research warns that [DEI] interventions may foster authoritarian mindsets, particularly when anti-oppressive narratives exist within an ideological and vindictive monoculture,” said the study. “The push toward absolute equity can undermine pluralism and engender a (potentially violent) aspiration of ideological purity.”
No monoculture was ever more ideological and vindictive than that of woke liberals.
The paper concluded, “The evidence presented in these studies reveals that while purporting to combat bias, some anti-oppressive DEI narratives can engender a hostile attribution bias and heighten racial suspicion, prejudicial attitudes, authoritarian policing, and support for punitive behaviors in the absence of evidence for a transgression deserving punishment.”
Speaking of the monoculture of woke liberals, the media establishment reacted to the study by refusing to acknowledge it:
Look at the money being waisted on salaries for worse race relations. This has got to go.
The University of Michigan’s (UM) multi-million dollar diversity, equity and inclusion (DEI) program may soon be dismantled.
The university’s board of regents has reportedly asked UM president Santa Ono “to defund or restructure” the DEI office amid growing criticism and public pressure, according to emails shared on X. The board is expected to vote on the matter on Dec. 5.
Despite UM investing $250 million into DEI since 2016, students and faculty have reported a deteriorating campus climate since the program began and are less likely to interact with people of a different race, religion or political ideology, though these are “the exact kind of engagement[s] D.E.I. programs, in theory, are meant to foster,” the article stated. Attempts to create a more diverse campus also fell flat, with black enrollment at the university remaining a steady 5%.
The program also created a “culture of grievance,” with the office’s conception coinciding with an “explosion” of complaints on campus involving race, gender and religion, the NYT reported. Meanwhile, nearly 250 university employees were engaged in some form of DEI efforts on campus.
DEI staff cost the university approximately $30.68 million annually, with the average salary reaching $96,400, according to Mark Perry, an American Enterprise Institute scholar. Several DEI employees are paid more than $200,000 a year, while the department’s head makes upwards of $400,000.
I often say that everything that Woke touches goes to hell, broke, or both. It is tough to stomach these people trying to ruin Western Civilization – also the definition of Marxism.
There were many reasons that President-elect Donald Trump won in such a resounding victory this week: inflation, the bewildering open border policy, the Afghanistan withdrawal humiliation, the world on fire, etc. But let’s not forget one of the top ones: This was a resounding defeat of wokeism.
Voters have rejected wokeism—defined here as an unhealthy obsession with viewing all of life as a struggle between oppressors and oppressed, or, as the woke would put it, being “awake” to the misfortunes of the marginalized.
Throughout her long public career, the vice president has embraced all the woke nostrums. She was particularly adept at describing equity—the government and the private sector treating Americans differently depending on their race—and how it is different from equality.
“So, there’s a big difference between equality and equity,” she voices over in a 2020 animated video. “Equitable treatment means we all end up at the same place.”
President Joe Biden spoke the word “equity” constantly, but he struggled with it, at times starting to say “equality” before catching himself. And he never described or defined in any way the thinking behind it—probably because he lacked the knowledge.
Harris, however, completely abandoned her views during the three months she ran for president, and the media, of course, never held her accountable.
This was a tacit admission that she understood how much the country hated the use of race to justify dismantling society or the promotion of the idea that the United States is systemically racist. Voters also happen to disagree with allowing males to use women’s bathrooms and allowing minors to surgically or chemically castrate themselves or remove other healthy body parts.
It is, of course, an open question whether Harris’ sudden march to the center on these issues was a political ruse and whether she would have turned around and promoted these policies once elected.
More Woke and DEI failure. How many planes are suspect though because of this going on for the last few years. It’s not like you can pull over on the side of the road. It’s why I don’t want to get on another Boeing plane.
Top airline manufacturer Boeing dissolved its global diversity, equity, and inclusion (DEI) division amid significant financial losses, union strikes and scrutiny over safety and production issues, Bloomberg reported Thursday.
The reorganization, which reassigned its DEI staff to Boeing’s employee experience division, reflects CEO Kelly Ortberg’s focus on consolidating operations as the company grapples with a number of problems, according to Bloomberg.
Sara Liang Bowen, who previously helmed Boeing’s DEI department, announced her departure on Thursday, Bloomberg reported. In a LinkedIn post, Bowen expressed pride in her team’s work, acknowledging both its challenges and accomplishments.
“The team achieved so much — sometimes imperfectly, never easily — and dreamed of doing much more still,” Bowen wrote in a farewell post on LinkedIn.
Critics argue such policies encourage discrimination by favoring certain demographics, and this scrutiny is part of a larger trend, with activists targeting corporations and calling for a shift away from DEI priorities, the outlet stated.
The allegations against Mayor Adams – acting as an unregistered foreign agent – are particularly concerning given the current global political climate. If proven true, these charges could suggest vulnerabilities within the city’s leadership to foreign influence, raising questions about decision-making processes at City Hall. Moreover, this comes at a time when New York City faces numerous challenges, from economic recovery post-pandemic to rising crime rates and educational reform needs.
Furthermore, the indictment’s timing is critical. Coming months before a hotly contested mayoral primary, it throws Adams’ re-election campaign into uncertainty. Challengers might seize this opportunity to gain ground by positioning themselves as ethical alternatives capable of restoring integrity to City Hall. This situation thus presents both a crisis and an opportunity within New York City’s political landscape.
Remember when regular guys were bad and we had to have a majority of anybody except straight, white, Christian men? Well the cows came home.
Captain has received multiple reports that the US Navy oiler USNS Big Horn ran aground yesterday and partially flooded off the coast of Oman, leaving the Abraham Lincoln Carrier Strike Group without its primary fuel source.
First reported on the gCaptain forum and by maritime historian Sal Mercogliano, a leaked video and photos show damage to the ship’s rudder post and water flooding into a mechanical space. US Navy vessels don’t typically transmit AIS signals, so we don’t know the exact location of the ship but a Navy source confirms she is anchored near Oman awaiting a full damage assessment.
Fortunately, no injuries or environmental damage have been reported for the ship. This is significant because the 33-year-old vessel is one of the single-hull versions of the Kaiser-class oilers.
Diversity ruins everything it touches. Get the best you can find instead of a rainbow of everyone so that no one can be offended.
War is hell and we need competent sailors, soldiers and airmen. FJB, Harris and Lloyd Austin
As always, Democrats hate the military and law enforcement.
The Air Force finally handed over a trove of documents pertaining to its sweeping “goal” of reducing the number of white male applicants in a popular officer program after spending months stonewalling requests for their release.
Joint Chiefs of Staff Chairman C.Q. Brown — at the time the highest-ranking member of the Air Force — issued a memorandum in 2022 that the branch was updating its racial and gender demographic goals for applicants seeking to become officers, in a bid to prioritize “diversity and inclusion.” Internal documents obtained by the Daily Caller News Foundation include a slideshow from 2022 where the Air Force outlines racial and gender quotas and details how it hopes to “achieve” a reduced number of white males in its Reserve Officers’ Training Corps (ROTC) officer’s applicant program.
The documents reflect the Biden-Harris Pentagon’s intense focus on implementing diversity, equity and inclusion (DEI) policies in the armed forces, even as the military continues to combat dwindling morale among its rank-and-file, recruiting and retention shortfalls and low pay.
Big news: Weeks ago I began communicating with executives at @CaterpillarInc to let them know that I was planning to expose their woke policies. Today they’re making preemptive changes.
First, it was unions, then DEI, and now unions again. No wonder they can’t keep their planes in the air or bring back astronauts from the ISS.
Boeing Management has let the company go to shit. Get rid of the unions and the diversity and build a plane that I trust getting on. Competition is a good thing, it makes better products at cheaper prices, unlike Unions.
SEATTLE—Boeing’s BA 0.89%increase; green up pointing triangle biggest labor union went on strike, halting production of its best-selling jets and dealing the latest blow to the struggling aerospace giant.
Thousands of machinists who build Boeing’s 737, 777 and 767 jets walked off the job shortly after midnight Pacific time Friday, after rejecting a labor deal struck between the union’s leaders and Boeing’s executives. The contract offered 25% wage increases over four years.
Union leaders of the 33,000-member International Association of Machinists and Aerospace Workers chapter said about 94% of their members voted to reject the contract and 96% voted to go on strike. The officials said they would seek to return to the negotiating table with the company.
The strike will deal a financial blow when Boeing is bleeding cash and piling up debt following January’s Alaska Airlines accident in which a door plug blew off a 737 MAX jetliner in midair. A prolonged stoppage threatens to further strain the industry’s supply chain and exacerbate jet shortages for airline.
Harvard, Columbia, Penn top list of worst universities for free speech: student survey
The top five worst universities for free speech also all happen to be mostly Ivy League institutions, according to a major new student survey released today by the Foundation for Individual Rights and Expression.
Harvard, Columbia, New York University, the University of Pennsylvania and Barnard College made up the bottom five schools, respectively.
Conversely, the top rated school was the University of Virginia. Last year’s highest, Michigan Technological University, came in second best for free speech. In third place was Florida State University, and fourth and fifth were Eastern Kentucky University and Georgia Tech.
The Foundation for Individual Rights and Expression released its annual College Free Speech Rankings for 2024 on Thursday. The free speech climate of 257 of America’s universities was assessed by 58,807 students who responded to a College Pulse online survey from Jan. 25 through June 17.
story at the link above, but these schools are poisoning the youth. I guess you can look at the diversity hires they’ve had as presidents and seen the pattern
Molson Coors Tuesday became the latest major U.S. company to walk away from diversity, equity and inclusion policies, the New York Post reports.
One outspoken man, anti-woke activist Robby Starbuck, is the reason why the brewer of Foster’s and Miller High Life has joined Ford, Lowe’s, Harley-Davidson, John Deere and Tractor Supply to drop controversial DEI tactics.
That puts Starbuck’s track record at six for six.
“Companies are starting to realize the whole DEI thing has been a house of cards,” Starbuck says. “Somebody just had to press the cards. The majority of CEOs in America are very happy to have an excuse to get rid of this stuff.”
Corporate America embraced DEI after a police officer killed African American George Floyd in 2020 during an arrest.
Conservatives say they are in favor of giving minorities better employment and educational opportunities, but that they are against setting unrealistically aggressive targets for hiring or board memberships when they are antithetical to running a profitable, successful business — or become a form of racism unto themselves.
It never stops. What happened to giving kids an actual education instead of indoctrination? It would help them a lot more in life and cost a lot less. Cut the crap.
#1: MIT stops DEI statements
A couple of months ago, MIT became the first elite university to eliminate DEI statements in faculty hiring:
MIT becomes first elite university to ban diversity statements (UnHerd)
MIT stops using DEI statements in faculty hiring (FIRE)
Yet Another Victory Over DEI: MIT Abolishes ‘Diversity Statements’ (Goldwater Institute)
MIT abolishes mandatory DEI statements in faculty hiring (Campus Reform)
MIT bans mandatory DEI statements in faculty hiring (College Fix)
…and then just yesterday, MIT became the first major university to reveal the ethnic composition of its incoming undergraduate class since SCOTUS ruled against affirmative action last year. Unsurprisingly, asians showed a large (7%) gain, while blacks (-10%) and hispanics (-5) saw large drops. Whites were not impacted. See the black line plummet:
MIT’s Black student enrollment drops significantly after Supreme Court affirmative action ruling (NBC News)
MIT: Newest students less diverse due to Supreme Court affirmative action decision (The Hill)
At M.I.T., Black and Latino Enrollment Drops Sharply After Affirmative Action Ban (New York Times)
Top US college says diversity slumps after affirmative action ban (BBC)
IQ purists argue this 15% —> 5% black decrease doesn’t go far enough, lol, maintaining that ‘‘less than 1% of those admitted would be black if admissions were based purely on academic qualifications.’’
Fight! Fight! Fight! In the past two months it has become very clear that if Americans are willing to stand up to the left and its Marxist bigoted agenda, Americans will win.
Since late June, five different university systems have shut down their Diversity, Equity, and Inclusion offices. Each is listed below, in chronological order:
And this list does not include the University of Florida, which in March shut down its own DEI office because the state legislature not only banned such offices, it cut the budgets of them.
Though it is true these states are all solidly conservative with legislatures largely controlled by Republicans, this fact on its face proves that voting can make a difference, with Florida the biggest proof. Unlike the other states, Florida had for decades been a swing state between the Democrats and Republicans. Voters however changed that in the past decade, so that today the state legisilature is solidly Republican. The result has been a definitive policy shift acting to eliminate these racist Marxist programs from state-financed universities.
There is no reason similar changes cannot be forced in other battleground states. Nor should we consider it impossible in the coastal states (California, Oregon, Washington, New York, Massachusetts, etc) where Democrats maintain full control. DEI concepts are inherently racist and divisive, and serve only to encourage anger, resentment, and hate across all ethnic groups. Ordinary voters recognize this routinely, when they make the effort to look.
Nor are things changing solely in the unversities because of the willingness of voters to force change. The boycott of Bud Light because of its endorsement of the queer agenda last year is having profound impact on corporate culture. In just the last few months a number of major companies have announced the elimination of their own DEI departments and programs, also listed below in chronological order:
It seems like every week another company is announcing the closure of their Diversity, Equity and Inclusion departments, or scaling back their corporate activities and donations focused on social causes and deciding to spend more time on…you know, things that actually have to do with their business.
In recent months, companies like Tractor Supply and John Deere have both announced changes in their corporate policies after coming under fire for their sponsorships of things like pride parades and festivals and their participation in DEI efforts companywide.
The changes have largely come as a result of pressure campaigns by conservative activist Robby Starbuck – and his latest target was the iconic motorcycle brand Harley-Davidson.
On his Twitter, Starbuck has criticized Jochen Zeitz, the German CEO of Harley who took the job in 2020 after formerly serving as CEO of footwear brand Puma, for his role in starting an organization called “The B Team” with billionaire Richard Branson. Among its goals, The B-Team seeks to phase out fossil fuels (which is weird for a motorcycle company) and “transform food systems” by reducing emissions. The group also lists as their priorities promoting “global cooperation and inclusive representation.”
Photographs show that a central window pane is shattered with cracks in several areas, but investigators have been unable to determine what caused the damage.
🚨✈️ VIRGIN ATLANTIC BOEING WINDSCREEN CRACKS AT 40,000 FEET, FORCING RETURN TO UK
A packed Virgin Atlantic Boeing jet's windscreen cracked at 40,000 feet on a flight from Heathrow to San Francisco, forcing a return to the UK.
What is the reason for the discrepancy between the ambitious goal and the disastrous reality? The Washington Free Beacon obtained internal memos from the Department of Transportation and interviewed those responsible for overseeing the project’s implementation to find out.
It turns out that the administration’s own “Diversity—Equity—Inclusion” initiatives are stalling EV Charging Station construction.
Shortly after taking office, the president signed an executive order mandating that the beneficiaries of 40 percent of all federal climate and environmental programs should come from “underserved communities.” The order also established the White House Environmental Justice Advisory Council, which monitors agencies such as the Department of Transportation to ensure the “voices, perspectives, and lived realities of communities with environmental justice concerns are heard in the White House and reflected in federal policies, investments, and decisions.”
In order to qualify for a grant, applicants must “demonstrate how meaningful public involvement, inclusive of disadvantaged communities, will occur throughout a project’s life cycle.” What “public involvement” means is unclear. But the Department of Transportation notes it should involve “intentional outreach to underserved communities.”
That outreach, the Department of Transportation states, can take the form of “games and contests,” “visual preference surveys,” or “neighborhood block parties” so long as the grant recipient provides “multilingual staff or interpreters to interact with community members who use languages other than English.”
“This all just slows down construction,” says Jim Meigs, a senior fellow at the Manhattan Institute who focuses on federal regulation.
The DEI mandates are also hindering the implementation of the CHIPS and Science Act, a bipartisan measure designed to enhance U.S. semiconductor supply chains and support private-sector investment in domestic research and manufacturing.
Jewish students across the US blame DEI, faculty for anti-Israel protests: ‘Wasting my tuition dollars’
Jewish students across the United States have expressed concern for their safety and suggested school faculty, as well as Diversity, Equity, and Inclusion (DEI) initiatives, are promoting antisemitic viewpoints that ratchet up the political temperature on campus.
George Washington University student Sabrina Soffer, graduating early as a junior in December, told Fox News Digital that there is no balance of opinions among the faculty. While the school has emphasized diversity, Soffer claimed it is only diversity surrounding a singular idea.
“Students are not learning how to think, but they’re learning about what to think,” she said. “There’s no real academic rigor that surrounds learning how to think. So, they’re just getting pushed to get a grade.”
Soffer said that students spend a significant amount of time being fed “propaganda” on social media, which affirms the notions they are learning in class and keeps them isolated in their own “echo chamber.”
She added that this conduct by faculty and students, in addition to the widespread acceptance of DEI, has turned George Washington into a “concerning” and “dangerous” environment.
“There’s also no respect for American values in terms of, you know, there’s a lot of anti-Western seedlings in the DEI idea as a whole. Binary notions, very false notion of the oppressor and the oppressed, where all White people are oppressors,” Soffer said. “And, you know, Jews just don’t fit into that framework at all. So, they’re pinning, you know, false binary notions on entire societies when they don’t even make any sense.”
Amanda Silberstein, a second-year student at Cornell University, also criticized the actions of faculty and said the ongoing sentiments about Israel and Jews have left her “ostracized and “socially isolated” from classmates.
I imagine a lot of those Jewish families come from a lot of money. Never forget that DEI ruins everything it touches, as does woke. They got the double dose with this anti-antisemitism hate for Israel.
“Martha Pollack was the architect of Cornell’s disastrous race-focused DEI initiative that balkanized the campus, and inevitably led to targeting of Jewish and pro-Israel students. While I wish her well in her personal life, it is time for the Cornell Trustees to turn the ship around, to eliminate DEI programming as is taking place elsewhere, and to refocus the campus on the inherent dignity of each individual without regard to group-identity.”
… The campus has become balkanized by an aggressive focus on racial, ethnic, religious, gender, and other identities through an “anti-racist” and “Diversity, Equity, and Inclusion” agenda imposed on the campus by the senior administration. The “anti-racism” initiative was launched in the summer of 2020, and has included or is moving towards mandatory training, education, and programming that forces everyone to view their lives and relationships through their identities.
Almost everything now is viewed through an identity lens, pitting groups against each other, pitting colleagues against one another, and pitting students against their peers. There is substantial evidence that such DEI programming makes race and other relations worse, not better. We are seeing that play out in real time in the Cornell community.
This has led to an unhealthy environment at Cornell in which multiple surveys show that high percentages of students are afraid to express their viewpoints. DEI as practiced at Cornell is damaging to freedom of expression, and makes the current year of free expression theme on campus inconsequential, if not nearly satirical.
FAFO again, woke and DEI ruin everything it touches.
Sure, it’s easy to say get woke and go broke, but when you have Bud Light, Target, Disney as real world examples it can ring true. They are all just different flavors of ass tasting ice cream.
Now we have Boeing and Ford.
FORD
Ford loses $132,000 on every electric car it builds, or $5 Billion a year. Henry Ford is turning in his grave.
First published JoNova; Ford CEO Jim Farley still plans to push forward with his loss making electric vehicle strategy. (dumbass)
Ford just reported a massive loss on every electric vehicle it sold
By Chris Isidore, CNN Updated 2:10 PM EDT, Thu April 25, 2024
New YorkCNN —
Ford’s electric vehicle unit reported that losses soared in the first quarter to $1.3 billion, or $132,000 for each of the 10,000 vehicles it sold in the first three months of the year, helping to drag down earnings for the company overall.
Ford, like most automakers, has announced plans to shift from traditional gas-powered vehicles to EVs in coming years. But it is the only traditional automaker to break out results of its retail EV sales. And the results it reported Wednesday show another sign of the profit pressures on the EV business at Ford and other automakers.
The EV unit, which Ford calls Model e, sold 10,000 vehicles in the quarter, down 20% from the number it sold a year earlier. And its revenue plunged 84% to about $100 million, which Ford attributed mostly to price cuts for EVs across the industry. That resulted in the $1.3 billion loss before interest and taxes (EBIT), and the massive per-vehicle loss in the Model e unit.
The losses go far beyond the cost of building and selling those 10,000 cars, according to Ford. Instead the losses include hundreds of millions being spent on research and development of the next generation of EVs for Ford. Those investments are years away from paying off.
And that means this is not the end of the losses in the unit – Ford said it expects Model e will have EBIT losses of $5 billion for the full year.
After stating that DEI/DIE was the most important part of their business, they just burned through $3.3 billion in one quarter cleaning up the mess:
Top jet manufacturer Boeing reported on Wednesday a net loss of $355 million in the first quarter after months of scrutiny over recent safety issues.
Operating revenue declined 8% year over year in the first quarter, from approximately $17.9 billion to $16.6 billion, with the company burning more than $3.9 billion in free cash flow in the time frame compared to $786 million a year ago, according to Boeing’s first quarter earnings report. Recent scrutiny of safety with Boeing products began in January after an Alaska Airlines flight had a door plug fly off mid-air, resulting in an emergency landing and an investigation into the company’s quality assurance.=
“Our first quarter results reflect the immediate actions we’ve taken to slow down 737 production to drive improvements in quality,” Boeing CEO Dave Calhoun said in the report. “We will take the time necessary to strengthen our quality and safety management systems and this work will position us for a stronger and more stable future.”
Boeing reported an over $3.3 billion operating cash flow loss in the first quarter, compared to a $318 billion loss at the start of 2023, according to the earnings report. The decline in profits led to a core loss per share of $1.13 for shareholders in the first quarter, lower than the $1.27 loss in the same time frame last year.
The Thomas Jefferson High School for Science and Technology (also known as “TJ”) is one of the highest-ranking high schools in the country.
Unfortunately, several years ago, the Fairfax County, Virginia, school board ditched traditional standardized tests and admission selections based on the best students available and moved to an “equity” formula designed to boost admissions for middle school students identifying as racial minorities.
This caused the percentage of Asian students to drop precipitously, leading to federal court litigation asserting a violation of the United States Constitution’s Equal Protection Clause.
[Equity-based admissions] practices at Thomas Jefferson High School for Science and Technology (“TJ”) has now resulted in a lawsuit filed by the Pacific Legal Foundation. AP reports:
Located in the suburbs of the nation’s capital, the school is frequently ranked as the best in the country, and families plan for years to try to help their children gain admission.
The student body is 70% Asian American, with minuscule numbers of Black and Hispanic students.
The Fairfax County school board voted last year to revise the admissions process and eliminate a standardized test that had been a key part of the evaluation process. It also set aside a specific number of slots for students at each of the middle schools in the county.
Board members have said they hope the new process increases Black and Hispanic representation in the student body.
The lawsuit, though, alleges that the set-asides will end up hurting Asian American families that are clustered in a handful of middle schools that currently send large numbers of students to “TJ,” as the school is known.
Erin Wilcox, a lawyer with the Pacific Legal Foundation, said at a press conference Wednesday that the policies themselves are discriminatory, but the intent is made even more clear by statements from board members who said they want the changes to result in a student body with a racial makeup that matches the county’s demographics.
“The discriminatory intent they’ve shown is intertwined and an inseparable part of the policies they put in place,” Wilcox said.
TJ for the first time dropped out of the top 10 of the US News list of top US high schools, falling from being number 1 2020-2022, to 5 in 2023, to now 14 in 2024 as its college readiness score and state test assessment scores fell dramatically. https://t.co/5VSumhBKIU
— Coalition for TJ #FightingForMerit (@coalitionforTJ) April 23, 2024
If they say diversity is our strength, they’re lying. Unity is our strength. Diversity does what it says, it divides us into groups to split our strength, loyalty, creativeness and the essence of what has taken us to the pinnacle of civilization.
Don’t believe the woke. They destroy everything they touch, on purpose. Obama started it when he said he would fundamentally change the country. He was talking about Diversity, DEI, CRT, disunity, hate, envy, covet and all the things that can bring down a nation from within.
CHARLAMAGNE: “The truth about DEI is that although it's well-intentioned, it's mostly garbage.”
There are only two companies in the world capable of building and exporting the largest type of civilian aircraft, the “jumbo jet”: Boeing and Europe’s Airbus.
Since 1992, Boeing has gone from enjoying 70% market share to falling behind Airbus in orders and manufacturing.
2/n
Manufacturing aircraft is very expensive and technically challenging.
Only about a thousand large civilian aircraft are sold every year, so margins are small despite government subsidies, unlike say cars or microchips.
Any advantage or efficiency is crucial.
3/n
It was thus disastrous when, in 2018-19, two new Boeing airplanes crashed, killing 345 people in total.
And, since January 2024, Boeing planes have seen a series of incidents, some nearly catastrophic, including a mid-air nosedive that injured over fifty people.
4/n
These two series of incidents are unrelated.
But both stem from succession failure: when the power and skills to succeed in a position within an organization are not passed down from one person to their successor, especially including tacit and informal knowledge.
5/n
Succession failure in the engineering offices caused the two fatal crashes, as Boeing ended up designing and then delivering planes that, essentially, were programmed to crash themselves during a particular set of circumstances.
Which they then did, twice.
6/n
To date, nobody has been held responsible for the series of fatal errors.
But that is because no error on its own was fatal, just the combination of them, which no engineer at Boeing recognized in time or had the authority to act on, if they did recognize it.
7/n
Boeing is not the same company it once was.
Its non-technical managers and executives favored new factories in South Carolina rather than its core Seattle factories, where experienced workers were unionized and more expensive.
Go here to find out about them trusting the MBA mentality instead of the people who knew how to build planes, solve problems and run a company.
They got infected by DEI also and woke ruins everything it touches
These days, the US aviation industry is like watching a disaster movie, but this is no film—it’s real life, and it’s unfolding right above us. The latest “movie disaster” unfolded on the runway in the DC Swamp. Two planes, one from Jet Blue and the other from Southwest, nearly collided. You could hear the panic crackling through the air traffic control tower as they scrambled to handle yet another near-miss moment.
southwest + jetblue planes nearly collided on the runway at Reagan airport in DC today
ATC directed the southwest plane to cross a runway where the Jetblue plane was already cleared to takeoff
Sadly, the situation in the control tower reflects this diversity emphasis, but not in the way we’d hope. The chaos up there sounds like it comes from a diverse group, alright—at least their panic is inclusive. The real trouble seems to circle right back to the left’s DEI (Diversity, Equity, and Inclusion) agenda, which prioritizes charity over excellence. This shift in focus is hitting us where it hurts, turning our air traffic control towers into scenes from the movie “Airplane!” And that’s no joke for anyone who’s up in the air. This should scare the heck out of every single American traveler.
On our way into Portland, our pilot was on final approach. A few hundred feet off of the ground, he pulled up and hit the power and I knew we were going around.
Later, he said over the intercom that even though we were cleared to land, there was another plane on the runway.
The history of Boeing over the past thirty years is a story of a critical American institution that sold off its engineering culture and embraced an asset-light focus on margin instead of product vision, and then executed that strategy poorly. In 2024, Boeing is producing fewer planes than it did a decade ago and faces an onslaught of headlines about spectacular accidents, nagging regulators, and disappointing earnings.
A large part of the issues can be traced back to the Boeing-McDonnell Douglas merger in 1997. The deal seemed like a good idea at the time. By 1996, McDonnell Douglas commanded only 4% share in U.S. commercial aviation, and its production lines were languishing. Meanwhile, Boeing had a $100 billion backlog, and needed more assembly capacity to ramp deliveries and fulfill its orders. Yet in the event, the joke on Wall Street became that “McDonnell Douglas bought Boeing with Boeing’s money.” McDonnell Douglas CEO Harry Stonecipher and John McDonnell, the chair of McDonnell Douglas’ board, became the largest shareholders of the combined entity after a stock swap worth $13 billion and they brought McDonnell Douglas’ bureaucratic defense contractor culture of margin-focused, risk-averse financial engineering with them.
But DEI is only part of the problem. Historically, Boeing has achieved great results by centralizing authority and control in the hands of the most exceptionally talented engineers. Today, the culture at Boeing is the opposite: listening sessions with the downtrodden, coddling the broken, and tiptoeing around the oppressed. Authority diffused throughout an entire organization’s hierarchy is no authority at all; accountability to technical results becomes challenging, if not impossible, when managers are serving two masters.
Meanwhile, management is rearranging deck chairs to make them more diverse. In 2022, Boeing tied managers’ incentive compensation to the ‘diversity’ of their interview slates, meaning that their bonuses depended on whether or not they considered women, racial minorities, and the disabled for positions they were hiring for. In Boeing’s Global Equity, Diversity, and Inclusion (GEDI) 2023 Report, Sara Bowen, vice president of GEDI, Talent Intelligence, and Employee Listening, wrote: “We know diversity must be at the table for every important decision our company makes — every challenge we face, every innovation we design. Equity, diversity and inclusion are core values because they make Boeing — and each of us individually — better.”
The continuing and almost daily airline incidents in recent weeks, with planes repeatedly being forced to make emergency landings because of mechanical failures, has too often been blamed by the media on Boeing and the airplanes it builds, when almost all of these mechanical problems have had nothing to do with that airplane manufacturer. Once Boeing sells a plane to an airline, it becomes the airline’s responsibility to maintain it and keep it airworthy. Boeing itself might have serious management and quality control problems making its new planes suspect, but when older planes fail it is not Boeing’s fault. For example, all of the recent failures at United were clearly due to failures of United’s own maintenance staff, failures quite likely instigated by that company’s decision since 2020 to make race and gender the primary qualifications for hiring, not skill, talent, or knowledge.
We are now seeing the same phenomenon at American Airlines (AA), which since December has experienced its own string of flight emergencies:
December 6: 2023: An Airbus plane made an emergency landing at Phoenix when the flight crew reported one of the plane’s flaps had failed.
December 6, 2023: A different Airbus was forced to return to Phoenix because of low oil pressure in one engine.
December 23, 2023: An Airbus A319-100 was forced to make an emergency landing because of a brake issue detected during take-off.
January 8, 2024: A Boeing 787 made an emergency landing in Los Angeles due to an as yet unclarified “mechanical issue.”
February 29, 2024: An Airbus A321 was forced to make an emergency landing when one engine stalled in flight and could not be restarted by the crew.
February 29, 2024: A Boeing 777-200 on its way to Madrid had to turn back to Boston due to a cracked windshield
March 11, 2024: An Airbus A321 had to turn back to Raleigh-Durham airport because a sensor told the crew a cargo door was still open.
March 13, 2024: A Boeing 777 made an emergency landing in Los Angeles when the crew detected low pressure in one of the landing gears.
If all the Diversity, Inclusion, and Equity functionaries and their supporters were a corporation — DIE, Inc. — it might rival Apple’s market value. Its “product” of eviscerating America has been widely successful. Just look at the universities (think Claudine Gay), falling military enlistments, the prevalence of “woke” marketing for such iconic brands as Bud Lite, the demonization of white male government employees and the like. Moreover, like all successful corporations, it is constantly innovating to expand market share. After all, America still thrives, so opportunities remain for further evisceration.
The latest DIE Inc. venture focuses on reducing America’s dependence on imported semiconductors. The significance of this latest DIE venture cannot be exaggerated. The good news is that Americans finally realized the dangers of this dependency. Even President Biden has acknowledged the issue. According to a recent White House press release, “…over time, the United States went from producing nearly 40% of the world’s chips to just over 10%, undermining America’s national security and making our economy vulnerable to global supply chain disruptions.” To achieve this technological self-sufficiency, the Biden administration proposed the CHIPS and Science Act.
These chipmakers must hire and train the “right number” of women, people of color, and “justice involved individuals” (i.e., “ex-cons). The bill calls for using “minority-owned businesses” and cooperation with ““minority-serving institutions.” There are 19 sections in the legislation dealing with minority groups, including hiring a Chief Diversity Officer at the National Science Foundation to promote national security.
More
Woke and DEI ruin everything they touch, from Bud Light to your electronics
SAN FRANCISCO (KRON) — A United Airlines flight that departed from San Francisco International Airport Friday morning lost a panel, which was discovered after landing in Oregon, the Rogue Valley International Medford Airport confirmed to KRON4.
Flight 433 landed safely at Medford Airport around 11:30 a.m., according to the Federal Aviation Administration (FAA).
The missing panel has not been found. At this time, it is unknown how the panel fell off the plane. No damage to the plane was reported, and normal airport operations resumed, Medford airport officials said.
United did not declare an emergency landing as there was no indication of damage to the aircraft during the flight. According to the airline, there were 139 passengers and six crew members on board. The plane involved was a Boeing 737-800.
This afternoon, United flight 433 landed safely at its scheduled destination at Rogue Valley International/Medford Airport. After the aircraft was parked at the gate, it was discovered to be missing an external panel. We’ll conduct a thorough examination of the plane and perform all the needed repairs before it returns to service. We’ll also conduct an investigation to better understand how this damage occurred.United Airlines Spokesperson
I can tell Boeing how it happened. It’s just like the others that just happened. When you hire based on diversity, you get crappy quality. Hire on meritocracy and the planes won’t fall apart in mid air. Don’t let it be lost that it was United, who leads the industry in this farce
An American Airlines flight had to make an emergency landing in California on Wednesday evening after the pilot reported a potential mechanical issue with the Boeing 777 aircraft, the airline said.
Flight345, which had taken off from Dallas-Fort Worth, Texas, landed at Los Angeles International Airport at around 8:45 p.m. without any incident, according to American Airlines. The plane was able to taxi to the gate under its own power, and passengers disembarked as usual.
There have been at least six reported incidents involving Boeing planes in the past week. It was reported that a blown tire might have caused the emergency landing, but American Airlines did not confirm this.
In the past week there have been four serious airplane incidents involving United Airlines. Though most of the media focus has been aimed at Boeing — which clearly has demonstrated significant management and design issues with almost all its new products in the past few years — the real culprit of these recent failures is not Boeing. All of the following potentially deadly incidents occurred on United flights, and all suggest major problems within its maintenance and hiring departments.
March 4: A United Boeing 737 had to make an emergency landing shortly after take-off when a fire started in one of its engines. One news report claimed the fire was caused when some bubble wrap was pulled into the engine, an explanation that seems exceedingly unconvincing, especially because no investigation has yet been completed.
March 7: While taking off in San Francisco, one wheel on a United Boeing 777-200 airplane fell off, crushing several cars in an airport employee parking lot, with the plane making an emergency landing in Los Angeles. United had purchased the airplane 22 years previously, so the problem had to come from within United’s maintenance department.
March 8: A United Boeing 737-Max ended up on the grass while taxiing off the runway after landing when its left main landing gear collapsed. One passenger reported the incident occurred due to bad driving by the pilot, who mistakenly steered the plane onto the grass, causing the gear to collapse.
March 8: A United Airbus A320 had to make an emergency landing in Los Angeles when it experienced “complete hydraulic failure” in one of the airplane’s three hydraulic systems.
In 2020, shortly after George Floyd’s death, United officials made a very public commitment to instituting Diversity, Equity, and Inclusion (DEI) quotas in hiring, from maintenance to pilots. For example, it announced it would favor training and hiring pilots based on skin color and sex, regardless of qualification.
United Airlines will seek to diversify its flight decks by offering preference to female candidates and those of color.
The company is also focusing more on race than quality in its supplier contracts, giving favoritism to companies that are 51% made up of women, minorities, veterans, or queers.
We know that the modern West has developed a jaw-dropping degree of totalitarianism, wherein the bureaucracies of the state and the corporate sector coordinate together to cripple humans outside their power networks and media channels. But what are the mechanics of this coordination? …
ESG (Environmental, Social, and Governance):
In brief, ESG originated at the level of the international and intellectual stratosphere and then grew, unchecked by tedious real-world constraints like scarcity and tradeoffs, as a kind of malignant joint venture between large government bureaucracies and large corporations.
This JV is a serious industry, offering lucrative money-making opportunities for consulting companies, fund managers, and assorted professionals who ‘help’ companies comply. Bahar Gidwani, co-founder of a company called CSRHub, a compiler and provider of ESG company ratings, estimates that the collection of ESG data alone is already costing companies $20 billion worldwide. …
Large reporting costs are easier for large companies to bear, which offers a clue to why they’re interested: this sort of burden, particularly when made compulsory by the state, helps them dominate their smaller competitors.
DEI (Diversity, Equity, and Inclusion):
DEI is the younger brother of ESG.
At present, DEI reporting is not yet compulsory, but about 16% of the biggest US firms have open DEI reports, and the DEI fad is growing, perhaps eventually to eclipse ESG. …
Who’s Asking for This Crap?
Though specious, unverifiable, and mostly made up, ESG reporting is a way to formally present a company’s ‘ESG performance.’ This performance can theoretically be ‘scored’ by some third party, and thereby compared with that of other companies.
If ESG is valued highly by consumers, then companies that get high scores should attract a disproportionate amount of investment, meaning that their cost of capital will be lower than companies who don’t score so well — the magic through which a bullshit report is turned into a business opportunity.
Woke ruins everything it touches, Google is evil and biased and you should never use it and they are discriminating against everything not DEI.
Last week, following Google’s Gemini disaster, it quickly became clear the $1.7 trillion-dollar giant had bigger problems than its hotly anticipated generative AI tool erasing white people from human history. Separate from the mortifying clownishness of this specific and egregious breach of public trust, Gemini was obviously — at its absolute best — still grossly inferior to its largest competitors. This failure signaled, for the first time in Google’s life, real vulnerability to its core business, and terrified investors fled, shaving over $70 billion off the kraken’s market cap. Now, the industry is left with a startling question: how is it even possible for an initiative so important, at a company so dominant, to fail so completely?
This is Google, an invincible search monopoly printing $80 billion a year in net income, sitting on something like $120 billion in cash, employing over 150,000 people, with close to 30,000 engineers. Could the story really be so simple as out-of-control DEI-brained management? To a certain extent, and on a few teams far more than most, this does appear to be true. But on closer examination it seems woke lunacy is only a symptom of the company’s far greater problems. First, Google is now facing the classic Innovator’s Dilemma, in which the development of a new and important technology well within its capability undermines its present business model. Second, and probably more importantly, nobody’s in charge.
Of course she is. Diversity ruins everything it touches along with DEI and CRT. Everything Harvard touches right now turns to shit.
You’d think this so called prestigious institution would hire competent people with the best credentials, but being woke is more important right now.
BREAKING:
The journalist @aaronsibarium has found substantial evidence strongly indicating that Harvard's chief diversity officer, Sherri Ann Charleston, has plagiarized extensively in her academic work,
It’s not just Claudine Gay. Harvard University’s chief diversity and inclusion officer, Sherri Ann Charleston, appears to have plagiarized extensively in her academic work, lifting large portions of text without quotation marks and even taking credit for a study done by another scholar—her own husband—according to a complaint filed with the university on Monday and a Washington Free Beacon analysis.
The complaint makes 40 allegations of plagiarism that span the entirety of Charleston’s thin publication record. In her 2009 dissertation, submitted to the University of Michigan, Charleston quotes or paraphrases nearly a dozen scholars without proper attribution, the complaint alleges. And in her sole peer-reviewed journal article—coauthored with her husband, LaVar Charleston, in 2014—the couple recycle much of a 2012 study published by LaVar Charleston, the deputy vice chancellor for diversity and inclusion at the University of Wisconsin-Madison, framing the old material as new research.
Through that sleight of hand, Sherri Ann Charleston effectively took credit for her husband’s work. The 2014 paper, which was also coauthored with Jerlando Jackson, now the dean of Michigan State University’s College of Education, and appeared in the Journal of Negro Education, has the same methods, findings, and description of survey subjects as the 2012 study, which involved interviews with black computer science students and was first published by the Journal of Diversity in Higher Education.
It’s no secret that the US airline industry is currently plagued with scandal, fear, and a lot of turbulence. Much of the turmoil is linked to their obsessive focus on the left’s Diversity, Equity, and Inclusion (DEI) agenda. DEI prioritizes factors like skin color, gender identity, and sexual orientation over actual skills and talent in their hiring process. Let’s look at four recent examples of failed DEI hires.
This is one of the craziest things I’ve ever read.
First, the FAA gave secret code words to students in the Black Caucus of Federal Aviation Employees to put in their resume that would skip them to the front of the line.
In another instance of the signals to go to the front of the line was to say the high school class you received your lowest grades in was “Science.”
Yes, they literally shot you to the front of the line if you said your worst grades were in Science.
This is one of the craziest things I’ve ever read.
First, the FAA gave secret code words to students in the Black Caucus of Federal Aviation Employees to put in their resume that would skip them to the front of the line.
That, Medicine and law enforcement are the wrong places to be cutting corners. We have to get rid of it. Judging based on the color of skin is racist, any color….or gender
I don’t even want to get on an airplane right now. Between DEI in the Air Traffic Control and woke pilots, not to mention sudden deaths from the Covid Jab the pilots were forced to take, it’s a gamble now to fly.
A new report from AAR Corp., a company that provides aviation services to commercial and government operators, MROs, and OEMs, warns that the aircraft mechanic shortage has reached a critical point.
The company’s 2023 Mid Skills Gap report urges employers to “break down silos” and collaborate with high schools, colleges, non-profit organzations, and elected officials to expand early access to aviation maintenance curriculum and training.
“Mid skills” describes careers that require industry certifications but not a college degree, including aviation mechanics, according to officials with AAR, which has been putting together the report since 2011.
The 2023 report includes several suggestions to increase the number of aviation mechanics, including:
Work with lawmakers and state agencies, nonprofits and educators to launch a national campaign to raise awareness of aviation careers.
Encourage training programs to teach people with industry experience how to instruct others to build the faculty population.
Ask lawmakers to pass common sense immigration policies that allow aviation companies to recruit talent from abroad to meet demand and keep airplanes flying safely.
Make it easier for veterans to quickly transition their skills to appropriate industry jobs.
Push to eliminate restrictions on AMTs taking the FAA general exam as pilots can do with their written exams. Getting these exams completed early will lead to increased certifications for the industry, officials noted.
Increase training capacity by creating programs to make experienced retirees instructors in education programs.
The CEO of Alaska Airlines said new, in-house inspections of the carrier’s Boeing 737 Max 9 planes in the wake of a near-disaster earlier this month revealed that “many” of the aircraft were found to have loose bolts.
In an exclusive interview with NBC News senior correspondent Tom Costello, Alaska Airlines CEO Ben Minicucci discussed the findings of his company’s inspections so far since the Jan. 5 incident, in which a panel on one of its Max 9 jets blew out midair on a flight carrying 177 people.
“I’m more than frustrated and disappointed,” he said. “I am angry. This happened to Alaska Airlines. It happened to our guests and happened to our people. And — my demand on Boeing is what are they going to do to improve their quality programs in-house.”
So, as I predicted in 2008, after a moderate first term helped Barack Obama get reelected in 2012, in 2013 Obama let loose his people to pursue their agenda of Diversity-Inclusion-Equity (DIE).
White House officials decided in 2013 to purge the hiring list of over 1,000 graduates of the air traffic control course at colleges like Arizona State who had also passed the cognitive exam for hiring. Instead, it made air traffic control job-seekers start over with a new “biographical” test to “add diversity to the workforce.”
This was in response to complaints from the National Black Coalition of Federal Aviation Employees that only 9.47 percent of FAA workers were black compared with 17.6 percent in the federal civilian workforce. “Thus, the FAA would be required to increase their complement of African American workers by 8.13 percent to reach parody [sic] with the Federal Civilian Workforce.”
This is not a parody.
The Obama administration’s new biographical test was blatantly rigged to boost blacks and hurt whites by leaning in to anti-black stereotypes. From the lawsuit against the FAA filed by the Mountain States Legal Foundation:
…a candidate could be awarded 15 points, the highest possible for any question, if they indicated that their lowest grades in high school were in science…. In contrast, an applicant was awarded only 2 points if they had a pilot’s certificate and no points were awarded for having a Control Tower Operator rating or having Instrument Flight Rules experience…. In addition, one question on the Biographical Questionnaire awarded an applicant 10 points, the most available for that question, if the applicant answered s/he had not been employed in the prior three years. Another question awarded 4 or 8 points if the applicant had been unemployed five or more months in the prior three years. Statistics from the Department of Labor indicate that African Americans had the highest unemployment rate in 2010–2014.
Even the federal organization that made up this absurd biographical test reported to the FAA that it hadn’t been validated.
I’ve never wanted to get on a plane less than I do right now. They have crazy people in Air Traffic Control with mental issues and DEI ruining aircraft maintenance. A pilot who couldn’t qualify other than through diversity almost crashed his plane because he shouldn’t have been flying to begin with.
Diversity and woke ruins everything it touches, but in this case a plane is coming down soon because some assholes think that equality and diversity is more important than skill and training.
Diversity, equity, and inclusion (DEI) requirements pushed by FBI Director Chris Wray have degraded recruitment standards in all areas, including “physical fitness, illicit drug use, financial irregularities, mental health, full-time work experience, and integrity,” and pose a threat to the FBI’s ability to protect America from harm, say the authors.
The report cites cases of new agents who are so fat and unfit that they can’t even pass the new relaxed standards for fitness; who are illiterate and need remedial English lessons; who don’t want to work weekends or after hours; have serious disabilities or mental-health issues, and “create drama.
Airline safety is no place for diversity hires. It starts at the top with United. This guy is off his rocker. I’m never flying them because I don’t want to die because some DEI hire isn’t the best qualified candidate for safety, rather they checked enough boxes for image over knowledge.
How could the board at United have considered this nonsense, or continued to put up with it after this:
United Airlines CEO Scott Kirby admitted in a recent interview that they are no longer seeking the most qualified candidates to transport their passengers on commercial flights safely.
Meet Maya Tallman, a man pretending to be a woman who's a pilot and runs a newly formed DEI Committee for @united
He sent a letter to employees about how excited he is to incorporate DEI into @united
Pray United is focused on safety just as much as they’re focused on diversity pic.twitter.com/d7mU4rkzlf
Instead, he is committed to ensuring that diversity wins out at the expense of safety and white males. “We have committed that 50% of the classes will be women or people of color,” he boasted.
It turns out the woke, racist Kirby has a bizarre fetish as well. Videos of him performing in drag are going viral today thanks partly to Libs of Tiktok, who first uncovered Kirby’s disturbing interview.
Below is footage of Kirby dressing up as Lady Gaga and rocking out to her famous song “Bad Romance.” This was part of the US Airways Halloween performance posted to YouTube in 2010. Kirby was president of the airline company at the time.
This is Scott Kirby, the CEO of @united. He’s a drag queen and has been incorporating drag into @united.
Since 2014, an unprecedented number of college professors have been targeted, punished, or fired for what they said, published, or taught. Meanwhile, colleges and universities are becoming even less ideologically diverse than they already were. Professors around the country are reporting their speech chilled in an increasingly homogenous environment.
While you might expect universities to respond to this issue by making efforts to mitigate groupthink, the opposite has occurred. Over the past several years universities across the country have decided that it’s time to add DEI statements as part of the hiring and review process.
Look, I don’t care what color the pilot is. I want the one that is going to get my ass there without crashing, not one that got hired on diversity. Racism is racism no matter what the color you discriminate against.
Meritocracy is dead.
United Airlines CEO Scott Kirby, in a recent interview, admitted that they are no longer seeking the most qualified candidates to safely transport their passengers on commercial flights.
Instead, Kirby says, “We have committed that 50% of the classes will be women or people of color,” instead of the most qualified individuals they can find.
What could go wrong with putting one’s skin color or gender over safety and competency?
Anti-whiteness appears to be evolving into a trend in the airline industry.
Wall Street Silver, a popular finance account on X, warned people that they should not fly with an airline that puts woke DEI standards over safety:
“At this point, I think people really need to think twice about flying on United. The top priority of any airline on 100% of their hiring, especially pilots and mechanics, needs to be safety. Anyone who thinks DEI (racism) should play any role in hiring, that person needs to be removed from the process. The board of directors should terminate the CEO immediately and focus on safety, and only safety.”
Elon Musk also chimed in, saying, “This is messed up.”
The hard landed occurred on July 29th as a previously uneventful United Airlines Boeing 767-300ER flight from the Newark Liberty International Airport to the George Bush Intercontinental Airport (IAH) in Houston turned awfully dramatic.
“According to the [National Transportation Safety Board’s] preliminary report, while landing at IAH, the First Officer was flying and, despite best efforts to keep the nose wheel from bouncing, the nose wheel made contact with abnormal force,” as reported by Simple Flying, an aviation news source.
“The airplane appeared to bounce, and he reacted by pulling aft on the control yoke, in an effort to keep the nose wheel from impacting the runway a second time. Subsequently, the speed brakes deployed, and the auto brakes engaged which resulted in a second bounce of the nose wheel.”
These bounces reportedly caused significant damage to the airplane.
Johns Hopkins Medicine’s Office of Diversity, Inclusion, and Health Equity (DEI) recently sparked outrage over a discriminatory “privilege list” ahead of MLK Day, which claims that nine “social identity groups” are the benefactors of “unearned benefits.”
Condemning whites, Christians, males, cis-gendered straight people, the able-bodied, middle class and property owners, the middle-aged, and English speakers, the newsletter reads, “Privilege is a set of unearned benefits given to people who are in a specific social group. Privilege operates on personal, interpersonal, cultural, and institutional levels, and it provides advantages and favors to members of dominant groups at the expense of members of other groups. In the United States, privilege is granted to people who have membership in one or more of these social identity groups.”
The letter continues, “Privilege is characteristically invisible to people who have it. People in dominant groups often believe they have earned the privileges they enjoy or that everyone could have access to these privileges if only they worked to earn them. In fact, privileges are unearned and are granted to people in the dominant groups whether they want those privileges or not, and regardless of their stated intent.”
Martin Luther King Jr. seemingly did not foresee this in his dream that all Americans “will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.” Still, the university included this “social identities” judgment in their MLK Day celebration
The obvious is that they are run by liberals. It’s the same group of people who were protesting in the 60’s that never left school and took it down the drain.
Now DIE, CRT, victimhood, affirmative action and other nonsense policies have made the sheepskin and education you were supposed to get worth little to not much.
Gone are the days when the best tried their hardest to get in and then get ahead. Besides being woke, the Ivy’s discriminate against Asians and Whites, forcing them to have higher entry standards so that the schools can manipulate their quota’s.
It’s not fair to the students who don’t get in, nor to the students who did get in but can’t keep up. At this point, I could get into the failure of the education system feeding the colleges, but that’s not the point.
While Harvard is the poster boy for the issue, it by no means has a stranglehold on this problem. The California schools are just as woke and have been since hippies.
Since I’m taking university classes right now (Hillsdale College), I’d advise students and parents to evaluate carefully how they spend their money, not waste it.
More on Meritocracy:
We need to return to meritocracy and not diversity for the sake of appearances. It’s not fair to anyone and is only a position of bending over to the woke. Stop it.
Harvard President Claudine Gay claims that she is being forced to resign because of racism. As Greg Gutfeld aptly observed on Fox, Gay is not a victim of racism — she was appointed because she is the beneficiary of racist policy. Ms. Gay is a sterling example of how DEI is the antithesis of meritocracy.
While it may seem that Gay is on the chopping block because of plagiarism or her defense of calls for anti-Jewish genocide, the real reason for her downfall is her lack of qualifications for the job. She was appointed not because she was the best or the brightest, but because she fit the diversity profile that Harvard wanted. Gay is the perfect symbol for a university that has become a bastion of left-wing ideology and the enemy of meritocracy.
Does Harvard really want diversity? If you are a conservative professor, try to get hired at Harvard. People who demand diversity, such as the people who run Harvard, are against viewpoint diversity — also known as free speech. Diversity means “it is great to look different as long as you think the way I do.” Conservatives need not apply.
Harvard President Claudine Gay will resign Tuesday afternoon, bringing an end to the shortest presidency in the University’s history, according to a person with knowledge of the decision.
University Provost Alan M. Garber ’76 will serve as Harvard’s interim president during a search for Gay’s permanent successor, the Harvard Corporation — the University’s highest governing body — announced in an email on Tuesday.
Harvard spokesperson Jonathan L. Swain declined to comment on Gay’s decision to step down.
Gay’s resignation — just six months and two days into the presidency — comes amid growing allegations of plagiarism and lasting doubts over her ability to respond to antisemitism on campus after her disastrous congressional testimony Dec. 5.
Gay’s resignation letter contains no denials or admitting concerning plagiarism. She also did not mention antisemitism.
Glenn Reynolds wrote, “Not-so-great people tend to choose not-so-great people. In this, Harvard is like so many of our institutions, in and out of academia. If the best people aren’t getting to the top — if, in fact, the people at the top are often the worst people and are consistently mediocre — then your selection process is at fault. And if you don’t want to change the selection process, then you’re happy having your institutions run by bad leaders, with the inevitable results. That’s where we are all across America today.”
Al Sharpton said, “President Gay’s resignation is about more than a person or a single incident. This is an attack on every black woman in this country who’s put a crack in the glass ceiling.” He of course lives as a race hoax hustler for money who has lied to get where he is (Tawana Brawley)
Don’t hire the incompetent to check the boxes for diversity and DEI/CRT. It is a failure every time. It also made Harvard look pretty bad, or as the rest of the world actually sees it, overrated.
I recently had some surgery. The first doctor I went to gave me the talk about it being no problem and easy. I wanted a second opinion and it turned out that the actual diagnosis and surgery were completely different than what doctor one diagnosed. Doctor two was the head surgeon at the State University, teaches and has many published papers.
I and everyone else I imagine want competency, in fact excellence in care. I want meritocracy in selection, not equality. It’s like the pilot on my plane. I want the best, not the most diverse. I want my ass to get there safely.
If you are going to put your life in someone else’s hands while you are under anesthesia, it damn well better be the best trained one there is.
Now this:
DEI is a hyperaggressive and politicized quota system, a radicalized version of affirmative action for certain so-called “marginalized” people. It divides society into “groups” based on race, sex, sexual orientation, ethnicity, religion, and so on. It gives preference to certain favored groups, which include, in descending order: Muslims, transgenders, gays, blacks, Hispanics, and women. It discriminates against other groups currently out of favor, chiefly whites, males, heterosexuals, and Christians. Alas, of late, another group has joined the list of the despised, and is now, perhaps, the chief target of DEI hatred: The Jews.
Rejecting the individual, DEI reduces American society into a collection of groups or tribes, hence the “tribalization“ of society. This tribalization (racialization) is based on certain immutable, physical traits such as skin color and sex. This, by the way, has been the norm for all of human history and throughout the world. America was unique in that it rejected tribalization, group characteristics, and superficial appearance, and elevated the individual, which accounted for its historic success, and the reason so many sought to live here.
DEI, furthermore, has no place in any institution that values standards and color-blind meritocracy. If diversity becomes the driving force behind hiring and promotion, or even a small part of it, rather than skill, accomplishment, and merit, then it necessarily compromises standards.
If the goal is diversity, and to have proportional representation in Memorial Hospital’s work force, based on race, sex, sexual orientation, and other such trivialities, even in part, and the hospital does not contemplate the individual and his unique abilities and contributions over all else, then the system collapses and becomes simply one of groups or tribes competing with one another. Meritocracy necessarily dies in such a system. You can have DEI or meritocracy, but not both.
Harvard president Claudine Gay has been embroiled in controversy for minimizing Hamas terrorism and plagiarizing material in her academic work on race. Both scandals have discredited her presidency, but neither should come as a surprise. Throughout Gay’s career at Harvard—as professor, dean, and president—racialist ideology has driven her scholarship, administrative priorities, and rise through the institution.Over the course of her career, Gay quietly built a “diversity” empire that influenced every facet of university life. Between 2018 and the summer of 2023, as the dean of the largest faculty on campus, Gay oversaw the university’s racially discriminatory admissions program, which the Supreme Court found unconstitutional. Even after the court issued its ruling earlier this year, Gay said that it was a “hard day” and defended the university’s policies, which were deemed discriminatory against Asian and white applicants. Gay promised to comply with the letter of the law, while remaining “steadfast” in her commitment to producing “diversity”—a not-so-subtle message that Harvard would find a way, as the University of California has done, to evade the law in practice.
As president, Gay leads a sprawling DEI bureaucracy—officially, the Office of Equity, Diversity, Inclusion, and Belonging—that seeks to influence how students speak, think, and behave in relation to race. Though the university deleted nearly all DEI materials from its website following President Gay’s disastrous congressional testimony related to the Hamas terror attack, I have recovered some of these documents through an Internet archive. Harvard’s DEI administrators encourage students to internalize the basic narrative of critical race theory: America is a nation defined by “systemic racism,” “police brutality,” “white supremacist violence,” and the “weaponization of whiteness.” In another resource, students were invited to “unpack” their “white privilege” and “male privilege,” and to consider their “white fragility,” which stems from “the privilege that accrues to white people living in a society that protects and insulates them from race-based stress.”
We have been warning for years about the pernicious and corrosive impact of the racialization of education under the umbrellas of Critical Race Theory and Diversity, Equity, and Inclusion.
We told our readers and anyone who would listen that these ideologies set students against each other, against their parents, against their own country, and against Israel and Jews.
On October 7, and 8, and 9, and beyond, the putrid hate generated by these ideologies spewed forth on campuses, shocking the nation. Our readers were not shocked.
I wish we had been wrong. But we were right.
We didn’t just warn. We documented more deeply than anyone else. With facts and data. It’s what Legal Insurrection blog (which just had its 15th Anniversary) and our Legal Insurrection Foundation (approaching its 5th Anniversary) do better than anyone.
It’s been almost three years since we launched CriticalRace.org, a project of the Legal Insurrection Foundation, with interactive maps now covering over 700 schools, from higher ed, to elite K-12, to medical schools, to veterinary schools, to business schools, to the military service academies. It’s all documented, with source links and archived links for every single piece of data.
Putting someone else down to make you feel better isn’t going to help anything. Dividing people and putting them against each other has been the mantra of the donkey party for ages. What gets me as people still fall for it.
I wonder if the major corporations realized how out of touch they were when they started this nonsense. It seems that DEI, CRT and the rest of the alphabet wokeness isn’t selling any products. It’s part of the self destruction, like the Portland post below that shows most of regular people are tired of this woke crap.
The companies that were trying to get ESG points from Blackrock are paying a high price for their actions.
The rest of us just want some sanity and to get back to normal life. Those of us who are fed up just stopped buying the products from these weirdo’s. Don’t force that on us to make yourselves feel better.
Just two months ago, transgender influencer Dylan Mulvaney was flying high with endorsements from Bud Light, Nike and Maybelline, to name a few. Hot off her “365 Days of Girlhood” journey on social media, she was also enjoying an elaborate musical event staged at the Rainbow Room in her honor.
That was then. But now, after the backlash against Bud Light’s decision to partner with Mulvaney on social media and feature her face on beer cans, other trans influencers say they’re feeling the heat as well.
Some told The Post that, at a time when they are usually in high demand — the period leading up to Pride Month in June — brand partnership offers are drying up.
Rose Montoya, who has 1 million followers on TikTok and Instagram, said she’s noticed a big drop-off in the number of deals she’s been offered.
Prior to Pride Month last year, Montoya — a Seattle University graduate who bills herself as a content creator, trans advocate, model and actress — was getting up to 100 brand partnerships thrown her way. Now, she said, it’s been reduced to a trickle of maybe 12 or so offers.
Trans influencer Rose Montoya says many of her usual brand partnership offers have dried up in the wake of the Dylan Mulvaney Bud Light fiasco.
“Last year was my best yet,” Montoya, 27, told The Post. “I had everything — skincare brands, TV networks, advocacy groups, lots of start-ups. They all reached out. Now I’m not hearing from them.”
While she noted that “the market has also become over-saturated with influencers since 2000,” Montoya added that “the average queer creative makes all their money in June —enough to live on for the rest of the year. And the fact that there’s been a chill probably isn’t helped by the whole Bud Light thing.”
Montoya said that she can get up to $15,000 for a brand partnership. Some of her contracts are for six months at a time, and she hopes to renew one of those soon.
You know they were trying to undermine the military by weakening the forces and morale. The recruiting numbers are way down.
You have a military to protect the nation. You want the biggest, baddest and best to fight, not a bunch of pansies they have been trying to create.
War is about killing people and blowing stuff up. The sooner you get that over with, the shorter the war. You can’t predict the outcome, despite congress wanting to secure the outcome before it is decided. Pulling out of Afghanistan and letting soldiers die in Benghazi is not the way to support your troops.
The real story is that the left love war as it promotes spending and money laundering.
Stop the tranny, race hustling, DEI, CRT and other alphabet morale killing programs. Let’s go back to what an Army is.
Recruit and train soldiers who want comradery and develop the fighting spirit we deserve.
Oh, and the Chinese have to be laughing at us as the expand in the South Pacific. Another Oh, we need a real Commander in Chief, not one bought by China and Ukraine kickbacks.
The U.S. Army’s new brand and ad campaign largely omit reference to woke identity politics and could be just what the service needs to overcome historic recruiting obstacles, experts told the Daily Caller News Foundation.
Prior advertising efforts alienated conservative families that once served as the Army’s primary recruiting base, according to experts.
They “forgot that the primary market for Army recruiting is young men from traditional families, looking for a challenge,” Elaine Donnelly, president of the Center for Military Readiness, told the DCNF.
The Army’s new branding campaign, unveiled Wednesday, shied away from social justice and diversity themes as it seeks to overcome a historic drop in recruiting, military experts told the Daily Caller News Foundation.
The service’s buy-in on identity politics could turn off conservative families, which have traditionally served as the military’s largest recruiting base, and exacerbated the service’s recruiting woes in fiscal year 2022, experts and lawmakers warn. But, the years-in-the-making rebrand, with a goal of showcasing the Army’s role in defense and innovation throughout American history and encouraging soldiers to push their limits, could help the Army meet its ambitious recruiting goals for 2023, experts in military readiness told the DCNF.
“I think the new brand and commercial better appeal to young people’s desire to be part of a big, important effort larger than themselves,” Thomas Spoehr, director of the Heritage Foundation’s Center for National Defense, told the DCNF. “I think that is the right approach to take.”
The Army has come under fire for embracing perceived left-wing values in branding, according to Task and Purpose. One example is a 2021 advertising scheme that emphasized the different kinds of people who could join the service, highlighting a same-sex family.
Left-wing trends in the military’s education and personnel policies — including emphasizing inclusion of LGBTQ+ servicemembers, doubling down on outreach to minority communities, and teaching CRT and giving pronoun advice at the military academies — to support “diversity as a strategic imperative” could cause conservative, often white families to believe they “are not welcome or appreciated in the military,” Elaine Donnelly, president of the Center for Military Readiness, told the DCNF in June.
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“Parents and Army veterans who are ‘influencers’ are not recommending military service to the next generation, and recruiting numbers show the deterioration,” she added, as the Army was beginning to realize it might not make its recruiting goals for 2022.
The new rebrand, however, has so far nixed emphasizing the background or identity of future soldiers or the supposed systemic disadvantages each has faced, though two commercials unveiled Wednesday did feature an ethnically diverse cast. At an event with Army officials promoting the rebrand, the word “diversity” was only mentioned once, and that was in reference to the array of career fields available in the Army.
“The Army’s identity-based marketing has been a disaster for recruiting, which is why they’re shifting away from it. … The Army and every other branch needs to focus on appealing to all Americans, regardless of their political beliefs or background,” Republican Indiana Rep. Jim Banks, who chairs the military personnel subcommittee on the House Armed Services Committee and has sworn to crack down on wokeness in the military, said to the DCNF.
The campaign resurrects the “be all you can be” slogan that served marketing and recruiting efforts from 1981 to 2001 and speaks to the possibilities for personal and career development the Army holds, according to Army Secretary Christine Wormuth, Army Chief of Staff Gen. James McConville and Sgt. Maj. Michael Grinston. It also involves nixing the box around the Army’s recognizable five-pointed star logo.
Two new 90-second ads accompanying the rebranding guide the viewer through the history of the U.S. Army, from the colonial militias of the Revolutionary War to modern missions aimed at countering a rising China. They highlight themes of “overcoming obstacles” and pushing toward the future with new technologies that better the lives of civilians as well as serving the nation’s defense.
“You could say that the new brand is “non-woke” because it is completely absent of any suggestion that the Army is interested in any one demographic than another,” Spoehr said.
“The images of history in the new ad ring true, but I hope that woke Critical Race Theory (CRT) activists don’t get the chance to ruin what could be progress in reconnecting with traditional families who see America as a great country, not a racist country,” Donnelly told the DCNF.
Two prior marketing campaigns under the most recent branding scheme seemed to alienate some target audiences, Col. John Horning, who leads marketing and strategy for the Army Enterprise Marketing Office, explained to Army Times.
The “What’s Your Warrior” ad series rolled out in 2019 aimed to showcase the wide variety of career fields available in the Army, but it’s belligerent overtones turned away some hopeful audiences, Horning told the outlet. However, The Calling, an anime-style video series released in 2021, sparked condemnation from some conservative audiences.
“Even with The Calling, we found that there was a prospect audience that absolutely identified [with it], but we’re all very aware that it struck a nerve,” Horning told Army Times. “Some other people didn’t identify with what we were trying to do, and it became a distraction.”
One video in the series depicted a future recruit named Emma attending a wedding for her “two loving and inspiring mothers.”
The Army intended the commercials to broaden its appeal to Gen Z audiences and present a range of relatable scenarios as the recruiting pool grows increasingly shallow, Task and Purpose reported. Instead, detractors launched barrage of criticism against the videos for representing what they saw as a “woke” and “emasculated” military.
The ads “forgot that the primary market for Army recruiting is young men from traditional families, looking for a challenge,” Donnelly told the DCNF. “Last year’s recruiting crisis was partially fueled by that colossal mistake.”
The Army missed its recruiting objectives for 2022 of 60,000 new members by 25%; to make up for that offset, the service set a “stretch goal” for 2023 to 65,000 recruits, according to Wormuth.
The Army accelerated launch of the new branding effort to help with recruiting for 2023, Wormuth explained at the event Wednesday. The new campaign cost roughly $117 million to execute, she said, and is a result of extensive work that included focus groups with relevant stakeholders. But leaders are confident that a data-driven approach will yield results.
The U.S. needs an Army that shows itself to be a capable, hard-hitting force that can defeat and deter enemy aggression, not one that prioritizes inclusion over competence and lowers standards to accommodate more self-described identities, GOP lawmakers argue.
As recruiting appeared to slow in the spring and summer of 2022, the service surveyed Americans between the ages of 16 and 28 to find out why young people were choosing options besides serving in the military. Respondents cited as their number one concern that they “would be putting their life on hold,” Grinston, the Army’s top enlisted leader, testified to Congress on Thursday.
He denied that Diversity, Equity and Inclusion (DEI) initiatives hurt recruiting.
“They just don’t perceive the Army as being in touch with the modern, everyday culture that they’re used to,” Army head of marketing Maj. Gen. Alex Fink told The Associated Press in context of the survey results.
At the same time, propensity to serve has fallen to the lowest levels in 15 years. Only 9% of young people demonstrate a desire or willingness to join the Army, and of those, only 23% meet physical, academic and legal qualifications — down from 29%, Grinston said.
The Army doubled down on messaging about benefits and career opportunities available to soldiers in 2022 and into 2023, offering bonuses in the thousands of dollars for successful referrals and new recruits’ willingness to ship out within 45 days of enlistment. It invested in health care, education support and vacation while pleading with lawmakers to set aside funding for housing assistance, child care and spousal career assistance, to hold on to the recruits.
It also plans to expand opportunities for willing prospects to complete pre-enlistment programs that offer supplemental fitness training and academic tutoring for those who fall short of the Army’s requirements in those areas.
However, none of those efforts appeared to meaningfully move the needle on recruiting, Spoehr said.
“I think the Army (and the other services) are learning that recruiting messages that stress compensation and benefits are falling short,” Spoehr told the DCNF.
About 84% of new recruits come from military families, according to Gen. McConville.
“So we’re becoming a military family business. We want to be an American family business,” he told reporters Wednesday.
“We need every young person in this country, we need every parent in this country, to know that the United States military is a pathway to success,” McConville said.
A head of risk management at Silicon Valley Bank spent considerable time spearheading multiple “woke” LGBTQ+ programs, including a “safe space” for coming out stories, as the firm catapulted toward collapse.
Jay Ersapah, the boss of Financial Risk Management at SVB’s UK branch, launched initiatives such as the company’s first month-long Pride campaign and a new blog emphasizing mental health awareness for LGBTQ+ youth.
“The phrase ‘you can’t be what you can’t see’ resonates with me,’” Ersapah was quoted as saying on the company website.
“As a queer person of color and a first-generation immigrant from a working-class background, there were not many role models for me to ‘see’ growing up.” (there is the announcement of “everything I touch is going to fail”)
Her efforts as the company’s European LGBTQIA+ Employee Resource Group co-chair earned her a spot on SVB’s “outstanding LGBT+ Role Model Lists 2022,” a list shared in a company post just four months before the bank was shut down by federal authorities over liquidity fears.
It’s time to stop hiring people like this and eliminate this group of initials, ESG, CRT, DEI and anything woke
In addition to instituting SVB’s first “safe space catch-up” — which encouraged employees to share their coming out stories — and serving on LGBTQ+ panels around the world, Ersapah also spent time over the last year serving as a director for Diversity Role Models and volunteering as a mentor for Migrant Leaders.
“I feel privileged to co-chair the LGBTQ+ ERG and help spread awareness of lived queer experiences, partner with charitable organizations, and above all, create a sense of community for our LGBTQ+ employees and allies.” (how do you feel about it now knowing you screwed the pooch?)
Ersapah couldn’t immediately be reached for comment.
SVB was abruptly shut down Friday by the California Department of Financial Protection and Innovation shortly after it disclosed it had taken a $1.8 billion hit from a $21 billion fire sale of its bond holdings.
It faced a cash crunch due to surging interest rates, and a recent meltdown in the tech sector led many customers to pare their deposits.
“… SVB recognizes the significant societal, ecological and economic threats of climate change. … We enable entrepreneurs with inventions and new businesses that reduce greenhouse gas (GHG) emissions and take seriously the responsibility to reduce our own. …” – SVB ESG Report 2022 Section 8
Pinkerton: Green, Woke, and Now Broke — How SVB Became the 2nd Biggest Bank Failure in U.S. History
Go Woke, Go Bust
Oh so woke, oh so green, oh so diverse Silicon Valley Bank (SVB) just went bust.
One can go to its website—still up for who knows how much longer—and see that it claimsassets of $212 billion. But as they say, the bigger they are, the harder they fall; and so SVB makes for the second largest bank failure in U.S. history.
…
Speaking of ‘splaining, SVB officials will need to answer a lot of questions, including, What role did wokeness play in SVB’s failure?
Another term for wokeness, of course, is ESG, which stands for environmental, social, and governance. ESG is a pertinent question, as there’s a considerable body of economic literature showing that woke investments aren’t good investments. For instance, one study by professors at the London School of Economics and Columbia University finds that:
ESG funds appear to underperform financially relative to other funds within the same asset manager and year, and to charge higher fees. Our findings suggest that socially responsible funds do not appear to follow through on proclamations of concerns for stakeholders.
Of course, it wasn’t just the woke policies of SVB which might have contributed to the disaster. One of the biggest sources of damage to Silicon Valley Bank was the bank’s mistaken belief that fixed rate securities were a safe harbour for depositor’s money.
Delusions of Adequacy 
