My ‘lived experience’ tells me that diversity, inclusion and equity is antithetical to human liberty”– Patanjali Kambhampati

I guess the folks at the Babylon Bee were feeling extra frisky….

As of publishing time, an overwhelming one hundred percent of all airline passengers had paid for the upgrade, with a few customers expressing interest in an additional upgrade to ensure all of their flight attendants are straight, thin, perky blonde ladies with a slight southern accent and names like Pam or Darla.

They’re more accurate than they probably want to know, and that includes the planes they fly:

United Airlines became the subject of derision and mockery recently as a viral video emerged of United’s CEO Scott Kirby proclaiming his company’s potentially disastrous and deadly mission to have half of their future hires be “women or people of color” as part of its corporate quest for Diversity, Equity, and Inclusion (DEI).
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Boeing has also long been suicidally devoted to woke DEI initiatives.  They now claim, for example, that they want their employees to “look like America,” but are looking to have 92.5% of interview slates be “diverse,” i.e., non-white males.

Sounds like a Civil Rights lawsuit just waiting to happen.

Of course the White Men may just leave in advance of all this toxic bullshit aimed at them:

[T]he rise of anti-white racism in American culture and [] both formal and informal anti-white discrimination have become a factor in almost every area of American public life. Little surprise then, that more and more young whites, especially young white men, are looking at the overall environment and saying, “Thanks, but no thanks,” to our leading institutions. Last week, the armed forces announced that the number of white recruits had fallen precipitously over the last five years.

That article covers the massive drop in White recruits (which I’ve also covered here), but also in medical schools and the labour force in general. It doesn’t cover Disney, but Ace of Spades did, using leaked documents about Disney’s DEI efforts:

[Spring of 2020] is when all of the DEI initiatives rolled out and we were all told that your bonus, etc. would be tied to sufficient adherence to these policies. I can’t say that I have been affected by this, but it might be because I work in a relatively small department with little turnover. I refused to participate in this nonsense. I’ve had to come to accept that I will never advance in the company because of my age, my sex and my skin color.
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Granted, Disney wasn’t the only big corporation to do this, but the level of disrespect and pure chutzpah that HR started wielding around was truly jarring. Those of us not willing to comply where enemy number one. … I couldn’t believe that the company I had spent decades working with was treating me like this, and needless to say, my respect for the company was forever damaged.

The Hollywood insiders blogsite Film Threat, went further with it’s “D-Files” series by interviewing the people forced out:

When these recruits started doing their highly coveted jobs, they struggled to succeed at a job they weren’t qualified to have in the first place. Attempts to offer help or mentoring from the “Old White Guys” were met with an undeniable cold shoulder. One veteran animator described the new hires as having “open disdain for the ‘Old White Guys.'” Comments veterans made during creative meetings were met with snarky replies by the youngsters. In a moment of entitlement, one young female POC said after a notes session, “They won’t listen to MY ideas.”
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Disney could not reach 50/50 male/female equity without clearing out the “Old White Guys.” They needed to go, and outright firing them was not an option. The tactic was simple: first, exasperate, and then attack.

You can read the details of how that was done at the link – and note the prominence of the social media site Tumblr in all this. My daughter pointed out to me some years ago that a lot of the toxic shit we’re dealing now was amplified by that site as long ago as a decade.

Disney is of course, in very deep financial shit as all this has caught up to them with a long string of costly movie flops and sagging sales of toys theme park tickets.

Then there’s Ford Motor Company after joining “The CEO Action for Diversity & Inclusion Pledge” in 2018 compared to today:

“Ford Motor Co. CEO Jim Farley on Thursday admitted the automaker would be ‘much stronger’ today had he more quickly focused on fixing the company’s longstanding quality issues and other operational inefficiencies when he assumed the top job in 2020,” reports Automotive News.

So now they’re trying to change the culture to being one of cost-quality control. Pity they spent years going down other culture rabbit holes, to the extent that they now admit they’re at an $8 billion cost disadvantage compared to other legacy car makers due to inefficiencies.

In the private sector of Boeing, United Airlines and Disney, the ultimate source for this garbage is a part of every modern corporation: Human Resources (HR).

Even three decades ago HR was one of the most loathed sections of any of the corporations I worked for or consulted with. The rest of the company regarded them as do-nothings with inflated senses of themselves as corporate contributors: “Just keep our fortnightly payments coming and keep track of our other benefits. That’s all.”

But of course that’s dull work. Almost accounting, and what fun is that? So every now and again the HR people would dream up some “training” thing, which usually involved exercises in “team bonding” and so forth. We all fucking hated them, and the IT and engineering folk strongly suspected that most of them were Humanities graduates grateful for a job that paid more for bullshit than writing novels or magazine articles.

I’m grateful that is all I had to deal with, for Corporate HR nowadays has become a Frankenstein monster, with its latest chief weapon being DEI efforts – and even DEI consultants and “officers” – that can screw up almost any part of a company, pushed by corporate grifters like this woman, Robin DiAngelo Is Very Disappointed in the White People Making Her Rich:

My average fee for an event in 2018 was $6,200,” DiAngelo writes on her website’s “Accountability” page. “In 2019, it was $9,200. In 2020 (as of August), it has been $14,000.” In the book, she adds that she gives presentations on “whiteness and white fragility” on a “weekly basis.” Taking those numbers at face value, that’s $728,000 a year just from speeches and workshops, to say nothing of book royalties and whatever the University of Washington is paying her.
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But Nice Racism is an unrelentingly sour book, depicting the fight against systemic oppression as a joyless, never-ending slog through minefields of potential missteps, while relying to a comical degree on DiAngelo’s exasperated encounters with [White] people who have the temerity to disagree with her approach.

DEI has been around in different, disconnected forms, but the DEI label has brought all the horrors together in one rotting form:

Diversity is the human experience. I get a little bit frustrated when diversity or the term diversity is tagged to the people of color, or the women, or the LGBT.” Her answer was met with a round of applause at the session. Young Smith went on to add that “there can be 12 white, blue-eyed, blonde men in a room and they’re going to be diverse too because they’re going to bring a different life experience and life perspective to the conversation.

That’s one Denise Young and that was part of a speech she gave at Apple in 2015. She was fired and if you click on the link you’ll see a video of her speech. This black woman with 20 years of employment with Apple was forced to resign because she said something other than skin colour constituted diversity. Martin Luther King’s dream is dying at the hands of DEI. HR has become the Left’s Fifth Column into the corporate world.

However, I say that DEI is rotting – at least in corporate world – because after breaking free of it’s shackles with the whole George Floyd thing in 2020 it appears that corporations are backtracking on the matter, and DEI experts are apparently facing increasingly hard times.

The anti-white racism in the academic world was highlighted further in the wake of the October 7 Hamas pogrom when a lot of Jews began to wake up to the fact that in US universities, DEI, which many Liberal Jews supported, was biting them in the ass. But the next step was obvious:

MSNBC’s Joy Reid recently highlighted the same question by claiming Donald Trump’s success in the Iowa caucus was due to “too many white Christians” in the state.

While Reid lost no funding over that remark, wealthy Jewish benefactors such as Bill Ackman acted decisively once they decided high-profile university presidents had failed to respond appropriately to their students’ expressions of antisemitism.
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[But] institutions of higher learning have been fecund ground for extreme anti-white rhetoric for decades, without any pushback from donors or the population at large. In fact, amongst the intelligentsia, anti-white rhetoric is positively fashionable, and has been for some time.

Read the article to see many examples over the decades.

When meritocracy goes down the tubes other unsurprising things happen, as was soon discovered even after Harvard President Claudine Gay was booted for plagerising her already thin academic record, when other problems turned up at Harvard’s Harvard’s Dana-Farber Cancer Institute, where numerous papers published by four senior researchers and managers (DFCI President and CEO Laurie H. Glimcher ’72, Executive Vice President and COO William C. Hahn ’87, Senior Vice President for Experimental Medicine Irene M. Ghobrial, and Harvard Medical School professor Kenneth C. Anderson.) were retracted or revised. But as Zimmerman (who follows Space Science closely) notes:

Though the main targets for criticism are these major figures, the papers described by David as containing errors or data manipulation include many other co-authors, numbering in the many dozens. Yet none of these so-called top medical researchers took the time to make sure the images in the papers were correct. Instead, it appears some made an effort to falsify the data and told no one else.
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Moreover, it appears that this sloppiness (or malfeasance) in research work is long-standing and systemic. The papers named were published from 1999 to 2017, and involve all these researchers multiple times. For example, data forgeries were found on three papers co-authored by Glimcher, 12 by Hahn, 10 by Ghobrial, and 16 by Anderson.

And the thing is that these universities are fighting back hard to preserve this shit even as US State governments try to stamp it out:

These mere semantic demands were quickly warped by the universities, which instead of eliminating such bigoted programs, which create quota systems that favor the hiring of some races over others, the universities simply renamed the statements and the DEI programs to meet the letter of the ban, but not its spirit.
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In Texas meanwhile the state government had passed a law that forbid universities from creating any DEI offices or requiring DEI training or statements in hiring. So how did the University of Texas San Antonio (UTSA) respond? It first tried to get around the law by simply renaming its DEI office to “the Office of Campus and Community Belonging.”

And the thing that should really kill you about all of this is that it’s actually an idea largely pushed by Whites (with some help from grifters like Ibram X Kendi) that many non-White people can’t stomach, like Patanjali Kambhampati, quoted below the headline of this post:

But what if my lived experience renders me even more emphatically in support of the classical liberal principles that are the very foundation of democracy? My “lived experiences” as a Third World immigrant to the United States has in fact led me to be a lifelong defender of the practices of merit, fairness and equality — practices derived from classical liberal principles.
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Nowadays, I am being forced to pledge allegiance to a belief in DIE, as are others in science and academia. What’s needed are more people who are willing to take a stand against an ideology that’s being forced upon them in what are supposed to be bastions of free thought, merit-based outcomes and intellectual curiosity.
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Writing in Newsweek last year, the University of Chicago’s Dorian Abbot and Ivan Marinovic of Stanford University argued that the DIE framework should be replaced with one that adheres to the values of merit, fairness and equality (MFE).

MFE? I Like that. And in honour of the little hint at the start of the post, here’s a great scene from a great movie.