Although the current White home administration remains a period of office, it conducts an intensive recruitment process for fresh national workers. The analysis of occupation offers in the public sector shows that the Biden – Harris squad wants to take 1,200 employees into positions related to the conduct of the DEI policy by HR departments (the alleged diversity, equality and inclusion). The fresh officials are to concreteise the ideological Deep State programme and defy president Trump.
Applicants can anticipate an yearly wage of up to $310,000. It is estimated that fresh officials could cost taxpayers around US$160 million a year.
Recruitment activities are planned to accelerate the implementation of fresh national staff before President-elect Donald J. Trump will take office in late January.
Recruitment for at least 33 DEI positions was announced just after the election. The trial is to end before the 47th president of the United States swears in. Donald Trump has repeatedly promised to deal with the "deep state" and release national officials questioning his policies. However, fresh ideological officials are expected to hinder his actions.
On November 15, the Department of wellness and Welfare (HHS) announced a vacancy for the position of Deputy Assistant Secretary of wellness for Minorities, offering a wage of up to $221 900 per year. The occupation of the recruited individual will be to advance “equality” in healthcare. The application process ended on 29 November. The current administration is considering it now.
The national Deposit Insurance Commission (FDIC) is looking for the manager of the Office of number and Women inclusion (telework possibility), offering a wage of $310,000 a year. The manager will be liable for developing and implementing the DEI strategy under the FDIC.
The national Aviation Administration (FAA) has late examined applications for the position of acfirmative employment specialist, while Securities and Exchange Commission (SEC) is considering CV candidates for the position of a specialist on supplier diversity.
Only the State Department has late cancelled recruitment for the position of advisor on diversity, equality, inclusion and accessibility.
The nonsubjective of "awakening" society
Joe Biden signed the EO Regulation 13985 ("Proceeding for Racial Equality and Support for under-serviced communities through the national Government"), initiating the DEI policy, which is part of corporate governance, in government agendas. Then there were further regulations on this issue.
The DEI is linked to a change in corporate governance rules, but besides government agendas, in line with the requirements of the ESG reporting and related digital eco-social transformation.
DEI policy assumes that all types of minorities will be favoured at the expense of the majority of the population (reverse discrimination).
Biden Administration – Harris argued that DEI policy allows for a mild solution to inequality issues. However, as critics rightly point out, it now means precisely the other of what the brewers say.
DEI policy was introduced to all government department behind Biden. Just after the first regulation on this issue, in 2022 there was a broad "Roadmap for equality". due to it, the government became little efficient by awarding contracts to uncompetitive bidders, wasting taxpayers' money, weakening national defence and hindering the pursuit of excellence in schools.
The plan was to be prepared – at least that's what its members say – by the extremist Black Lives substance organization. Among another things, he included the compulsory training of officials on sex ideology and "racial justice", restrictions on freedom of speech of workers, etc.
The offices of DEI and Chief Diversity Officers Executive Council were established in the first year of office Biden as an interagency forum, appointed to coordinate efforts to integrate DEI policies throughout the administration.
The DEI policy is not only limited to sensitising and creating favourable conditions for groups to compensate for the "systemic pressure" on the 1 hand, but besides enabling them to accomplish equal results in school and work. He does not just want to supply adequate representation of allegedly injured groups in different institutions. It is besides an component of corporate governance and a request increasingly imposed on top-down regulations, forcing schools, universities, offices, private organisations and companies to discriminate against 1 another in order to favour others – those allegedly mistreated in the past or at present – who have held inferior positions in the social hierarchy.
In short, we could say that DEI is an effort to institutionalise, to concreteise a progressive agenda throughout the social system. It is simply a strategy closely linked to the strategy of non-financial indicators on the environment, social work and corporate governance (ESG), which, in Europe, are already imposed top-down by the EU institutions building a "culture of greater public responsibility" (European reporting standards for sustainable improvement (ESRS) and the CSRD Directive, which presently includes more non-financial reporting companies, and in the following years will be joined by more entities).
The planet economical Forum, which runs the DEI Lighthouse project, shows that "the adoption of DEI is not only a moral imperative, but besides a strategical imperative, promoting sustainable improvement and building up efficient and flexible organisations capable of tackling global threats and challenges". He adds that this is an expression of innovation.
Marta Osch at symphonia.pl, presenting fresh business developments, explains in the article “DEI, or Diversity, Equity, inclusion – a momentary trend or an crucial change in the construction of teams?”, that we are dealing with a “relatively fresh strategy, which may nevertheless importantly affect the functioning of many Polish companies and diverse – not only culturally – teams”. These are “the circumstantial values to be guided by any liable organisation. Talk about: diversity (diversity); equality (Equity); inclusion (inclusion)’. It adds that it is “a strategy known primarily as a form of corporate training” and “helps to make functional cognition of the identity of all employees and methods of moving within the company in diversity. DEI can be researched not only in large corporations, but besides in another environments – e.g. educational institutions, wellness centres or academia".
The DEI strategy is to "encourage employees to empathise and self-awareness and fight possible – frequently even unconscious – prejudice".
Progressive strategy
However, DEI is not a fresh strategy, but a political programme implemented since the mid-1960s following the revival of social movements and legal changes that began to change the corporate planet in America.
Training on diversity at the workplace was initiated at the time, initially focusing on racial discrimination (list of orders and prohibitions at the workplace, compulsory training, workshops and surveys to identify prejudiced persons, recruitment tests, etc.).
In the 1970s and 1980s, education for sex diversity appeared, and in the 1980s and 1990s, the LGBTQ diversity spectrum was expanded, adding besides various cultural and spiritual groups. Then they began to focus on multiculturalism. An approach has been adopted to take into account the full scope of identity groups and diverse cultural identities.
The methods of training from confrontational to more inclusive have been changed, since erstwhile confrontational techniques, expanding awareness, were considered little effective in creating systemic changes (so-called education conducive to a deeper knowing of diversity and its function in expanding business and organisational efficiency).
More than 40 years ago, diversity experts appeared in organisations, laying the foundations for the professionalization of the DEI field, resulting in a more strategical and integrated approach (to improve productivity and innovation).
In the first decade of the 21st century, DEI strategies began to clearly influence corporate governance. The scope of diversity has widened, covering "sexual orientation" and disability. This has all become a business imperative, evolving within the human resources departments, giving more and more power to “DEI officers”, the authors of this policy.
From 2010 to now, there has been a key change in training as a consequence of spreading movements #Metoo, #BlackLivesMatter and #StopAAPIHate. Currently, DEI strategies promoting alleged inclusive leadership focus on combating all social injustice and forms of oppression and "systemic oppression".
One of the consequences of implementing the DEI strategy is censorship, self-censorship at universities and lowering the quality of discipline and harassment of lecturers, limiting academic freedom and throwing out students without a appropriate process. There is an anti-culture of vokeism ("waking up" and cancelling), which leads not only to boycotting scientists, but to destroying their careers and depriving them of their livelihoods simply due to the fact that they talk of things – supported by analyses and studies – that do not like another lecturers or students. Thus, prof. Mike Adams' criminologist was expelled from the University of North Carolina in June 2020. The student criticized the extremist Black Lives substance movement and alleged sex shift operations. A petition was initiated and signed... 60,000 people. It became an excuse to fire the professor.
Rod Dreher, a scientist and a political scientist, wrote on his example what his work looked like in 1 of the editorial boards, which conducted a policy of diversity, equality and inclusion. He wrote: “We did not like DEI to be an ideology utilized to manage employees by instilling fear of ruining a career with only a charge of bigotry, regardless of weak evidence. We all knew how the human resources department functioned, and how terrified were the white people in charge of the organization, whom the department considered besides lenient to bigotry. 1 can imagine how the atmosphere of fear affected the functioning of the editorial board, where reliable work requires questioning authorities, investigating hypotheses, and even risking arguing with colleagues to get to the truth.”
Dreher pointed out that "DEI is an ideology that can be utilized to halt our professional development, no substance how hard we have worked and what we have achieved, just due to the fact that we do not have the appropriate skin colour or another demographic characteristics preferred by ideology."
In his opinion, present it is even worse in this respect than it was many years ago, erstwhile he struggled with it himself, due to the fact that many "wake-up Jacobins who know how to usage ideology to mark older people, people who consider themselves to be obstacles" entered the media.
Dreher pointed out that if he had to work in specified an environment present “he would have been highly careful in questioning what Awakened colleagues gotta say on any subject, no substance how stupid or mistaken their position would be, out of fear of what they might do to him."
Currently, not only in the US, but besides in Europe, many companies and institutions carry out costly indoctrination programs in the spirit of DEI. They do not produce good results, but they make the situation worse. In the United States, DEI opponents have taken effective campaigns to combat “reverse discrimination” and this has helped the SN ruling on recruitment to universities (no discrimination against capable white candidates).
In the EU, DEI policy will only begin to be applied on a larger scale due to mandatory reporting of ESCs by companies.
Sources: the national pulse.com, heritage.org, PCh24.pl
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