26 REASONS DEI MUST DIE

Of the literally hundreds. But hey, we have to start somewhere.

1. Diversity, Equity & Inclusion (DEI) consultancies always find the “racism” they’re looking for. If you hire a ghost hunter to inspect your home for ghosts, there’s a 100% chance they’ll find a poltergeist or two. Similarly, hire a DEI consultancy and they will assuredly find racism in your corporation. Why? Because DEI starts with the assumption that all laws, policies and institutions in America are racist to the core (i.e.“systemic racism”). Consequently, DEI consultancies always find what they have already decided is there: racism, sexism and patriarchy, no matter the actual reality on the ground. Plus, DEI heads and consultancies don’t have a gig unless your corporation is racist, so there’s that.

2. DEI says you never ever arrive.

   After diagnosing your institution’s rampant sexism, racism and bigotry that they knew was there before they even stepped one foot in the door, DEI officers and consultancies will remind you that your company and people are incorrigible. You must “do the work”. And you must “do the work” forever and ever.  Soon, you’ll notice it’s the only “work” your company seems to be doing.

   

   This ad was a real crowd pleaser. It was viewed about 50k times on LinkedIn as part of a Daily Wire recruitment campaign. At that time, some reached out and said I failed to explain what, exactly, is problematic about DEI. Took me awhile, but here are just a few of the many issues with DEI, in no particular order.

3. DEI is a religion minus mercy or forgiveness.

   Like any manipulative, cultish belief system, DEI knows what’s in your heart. In this case, DEI knows you are biased, bigoted and only want to protect your power. You’re fallen, you see. And your salvation can only come by admitting you’re a racist - consciously or unconsciously. Like any cult, there is a fix: complete blind obedience to every edict of DEI from that point forward - i.e. you must become an “ally” and you must declare it publicly. But unlike Christianity, for instance, DEI is a works-based system, so you’re forever proving your piety. And though DEI advocates will say it’s a “learning process” and it’s okay to make mistakes, everyone knows, should you make a mistake, as in, should you differ in anyway with the ideology or ask the wrong question - especially if you’re a white male - you’ll be banished from the cult of DEI forever.

4. DEI increases tribalism.

   Soon after DEI enters the building you’ll be hearing about “affinity groups”. Of course, there’s nothing wrong with people getting together based on commonalities like ethnicity or gender etc. However, we all already do exactly that, don’t we? In other words, people are tribal by nature. If the goal is “diversity”, why aren’t we encouraging people to resist that innate tendency to form “affinity groups”, which, again, is what they do already. If anything, we need to be mixing together more, working together more and building bridges to each other more, not encouraging people to divide into separate spaces and groups.

5. DEI installs Critical Theory permanently in your institution. Along with your shiny new DEI program, will come DEI officers, Heads of Diversity, who come with a very specific view of “Diversity, Equity and Inclusion”, along with the power to enforce it. These DEI commissars come steeped in a Critical Theory/Critical Race Theory worldview. What is Critical Theory? Essentially, it’s a Neo-Marxist critique of capitalism that ditches economic grievances (the original Marxist tact for sowing division that didn’t work in America) and trades it for gender and racial grievances/division. What does that mean? The goal of Critical Theory is to awaken your critical conscious - i.e. make you see all the flaws in capitalism and in America. DEI teaches people to problematize, to see inequity and racial/gender grievance everywhere and then to suggest that only through forced redistribution of resources can a more utopian state be achieved (socialism). Now, are there flaws in the American system? Of course. No system is perfect. But DEI trades an imperfect, merit-based system for any even more flawed capricious system that doles out spoils based on racial and gender categories. Isn’t that the very problem DEI purports to fix?

6. DEI says only certain groups can be racist and sexist.

   There’s a big white elephant in the room in every DEI meeting. What elephant? White people, of course. See, all white people are consciously or unconsciously racist, according to DEI. This charge, as everyone soon learns, does not apply to any other group. Why? Because DEI defines racism as only being possible if one is both a racist and in a position of power (DEI assumes all white people hold power, even if they live in a trailer park). While it’s true having power makes racism more pernicious than it might be otherwise, it’s also true that all kinds of people - of all backgrounds - occupy positions of power in America today. Which means any ethnicity is capable of being racist towards any other ethnicity - even by DEI’s incorrect and twisted definition of racism. Saying only white people are capable of being racist is, well, racist.

7. DEI demands its adherents be progressive.

   To be a standout practitioner in the church of DEI, one must be a Progressive Democrat. You can’t be too far left. It’s an unspoken rule, but everyone knows it. Conservatives need to look elsewhere because they are evil, racist, bigoted homophobes. In fact, a black conservative - a veritable unicorn who would by any measure be as “diverse” as they come - would not be considered “diverse” because. again, you must be progressive to satisfy DEI’s new definition of “diverse”. So, other than ostracizing half the country, DEI is totally inclusive!

8. DEI enforces stereotypes.

   Group Identity, determined by external traits, is how DEI insists employees see the world. Then, DEI tells employees to make judgments about various groups based on those external identifiers. DEI doesn’t take anybody’s individual story into consideration for a reason: it would unwind this very poorly constructed ideology which says, for example, all white males are _______ and all black people are _________. You fill in the blank. It’s called stereotyping (aka bigotry) and clearly DEI is perfectly comfortable making these racist generalizations about whole groups of people.

9. DEI ignores individuality.

   You’re heroes may be black. Your wife might be too. But you’re a white male, which makes you an oppressor - all other factors be damned. White women are also perpetuators of “white supremacy” simply for being white. This is shallow thinking that denies the complexity of life and the reality that everyone is an individual, capable of doing good and bad. Some white people are racist. So are some black people. And asian people and so on. We should never assume we know someone’s story or what’s in their heart. We must always treat each person as the individual they are and judge them by their actions, rather prejudge them by their supposed group affiliation.

10. DEI uses racism in the present to correct for racism in the past. “Anti-racist” guru, Ibram X. Kendi, says, “The only remedy to past discrimination is present discrimination. The only remedy to present discrimination is future discrimination.” In other words, DEI promotes racism in the name of ending racism. But you cannot end “systemic racism” by implementing a yet another system of discrimination that doles out rewards and privileges based on skin color and gender. I actually appreciate Kendi’s candor. He’s admitting that, indeed, that’s what DEI and “anti-racist” advocates want: to promote a new system of discrimination by injecting identity politics into every last situation and institution in America. And while payback might feel good and even yield short term “gains”, it will ultimately backfire by stoking division and fomenting more ethnic animosity.

    

11. DEI’s “Equity” opposes the reality of merit.

    It’s true, some people have more talent than others. And some people work harder than others. Why is that? I don’t know. Take it up with God. We’re not all the same and we all don’t perform at the exact same levels. Therefore, achieving perfect “equity” of outcome is impossible. Yet DEI blames all disparities in outcomes between groups on racism and sexism, ignoring the fact that people do perform differently. DEI never offers evidence or proof that racism and sexism account for disparities in outcome, it simply says it is so. And if you disagree, well, you’re a sexist, racist bigot. (See number 8.)

12. DEI operates via Kafka Traps.

    A Kafka trap is a question, in which no matter how you answer, it’s proof you’re guilty. DEI holds that all white people are racist oppressors just for having low melanin levels. If any white person denies the charge, that becomes definitive proof they’re indeed a racist oppressor. Or as Ibram X. Kendi puts it: “The heartbeat of racism is denial”. Hello, Salem Witch Trials.

13. DEI rewards grievance.

    Anything you incentivize, you get more of. And as we all know, the squeaky wheel often gets the grease. DEI encourages companies to reward the most whiny among us. Employees soon discover being “microagressed” or “marginalized” is a short cut to getting attention and elevation. It’s also a way to shield oneself from any constructive criticism or getting fired. The last thing companies want is to be accused of lacking empathy or, worse, being called racist! Once DEI is installed, HR departments should prepare to be inundated.

14. DEI’s “Diversity” enforces ideological conformity.

    The way diversity has been sold to Corporate America is this: we need people of all backgrounds and ethnicities so that we are able to see the world in different ways and better relate to America’s diverse audiences. Fair enough. But everyone knows certain views are not welcome. Vote Republican? Best keep it to yourself, you evil, selfish MAGAT. Christians, old school liberals and conservatives know their views are not welcome - despite the fact that half the country holds centrist or right of center views. But it’s not just conservative viewpoints that aren’t welcome. Perhaps you’re progressive, but you’re not sure you agree about being forced to take a vaccine, for instance. Or maybe you’re uncomfortable announcing your pronouns because it’s incompatible with your religious convictions. Well, tough luck. DEI’s “diversity”, ironically, does not tolerate any viewpoint diversity (you know, they thing they said DEI supposed to bring).

15. DEI compels and chills speech.

    Don’t feel comfortable announcing your pronouns? Does that make you an intolerant bigot? Hardly. Whatever a person’s reasons, no matter whether you agree or disagree with them, you shouldn’t be able to compel another persons speech by guilting them or shaming them - no matter the reason, including citing the need to feel “emotionally safe”. Yet DEI says you must say certain things and do so publicly, or you’re not an “ally”. That’s coercion, a purity test and it’s wrong. Conversely, DEI also chills speech by teaching people to constantly be on the lookout for offense. Of course, when blatant racism or sexism occurs, it should be called out and corrected on a case by case basis. That said, if you tell people that they should look out for every micro-offense, well, they will. Which means people learn to say very little or risk offending someone and getting pulled into HR and asked if they’re a “white nationalist” because they said “grandfathered-in”. And therein lies the whole point: to get people to be afraid to open their mouth. DEI is about fear and power, after all (keep up, you bigot!).

16. DEI inhibits creativity.

    In order to create ideas you must often share them out loud. In doing so, in a workplace filled with people just waiting to be offended, this can lead to fear of saying the wrong thing. When phrases like “peanut gallery” and “no can do” are problematized, people rightfully begin to be afraid they’ll say something else that could get them in trouble. (And DEI is always introducing new words and phrases that are off limits.) Creativity and ideation requires a certain amount of freedom to say dumb things, imperfect things even. That’s just part of the process and it’s necessary to do when exploring an idea. To arrive at a great concept, you can’t constantly feel like your being audited by some fresh-off-the-campus intern just dying to report your mansplaining, patriarchal ways to your Diversity czar.

17. DEI becomes your company’s reason for being.

    Like a virus that takes over a host cell, once DEI sets up shop inside your corporation, it increasingly becomes all you’re about. From struggle session-like therapeutic meetings that force employees to talk about race endlessly, to online “emotional safety” training, to diversity panels/thought police reviewing everything, to looking at every last idea and initiative through a lens of race and gender, DEI becomes a second full time job. Some people will see this as progress, by the way. Beats working, right? But if you’re a widget company that needs to make a better widget and all you’re doing is navel gazing talking about oppression all day, DEI becomes a second all-encompassing job. Soon, you exist only to do DEI. Goodbye competitive widget company, hello DEI workshop that never ends.

18. DEI encourages companies to break the law.

    The Civil Rights Act of 1964 made it against the law to discriminate based on race, sexual orientation or nationality when you hire. DEI, on the other hand, holds that one must discriminate to be a good practitioner of the new secular trinity of diversity, equity and inclusion. It’s the dirty secret of the whole DEI racket. Massive lawsuits are just waiting to be filed because these violations are happening in corporations across America. And this corporate sanctioned discrimination won’t stop till many companies gets sued good and hard.

19. DEI weaponizes shame. DEI uses shame to silence and coerce people. For instance, shame on you if you’re successful. After all, you didn’t earn it, you’re white and “privileged”. And shame on you for being ancestrally related to slave owners, even though you’ve done nothing wrong. Shame is also weaponized by DEI to force people to apologize for things they shouldn’t. Founder of 72andSunny, Glenn Cole, found out how DEI’s shame game works when he criticized Will Smith’s slap while being a white male. That’s a DEI no no. Cole’s obligatory - and very public - mea culpa is meant as a cautionary tale for other leaders who might get out of line by speaking out about anything involving a member of a “marginalized” group. The implicit message: be quiet, privileged white male, or prepare to be publicly humiliated and possibly lose your career.

20. DEI collectivizes guilt. Holding people accountable for the sins of other people is evil and unjust. DEI says your guilty of perpetuating “systemic racism” by deign of having white skin. Ridiculous. For one thing, many “white” people arrived in America, for instance, well after slavery, are they responsible too? Racism should be dealt with on a case by case basis. Any other remedy, like collectivizing responsibility for past or current racism means inevitably punishing people who’ve done nothing wrong.

21. DEI/Critical Race Theory says the ingredients that make for success are “whiteness”. Did you know being on time, rationality and hardwork are “white” values? Far from it. These are the very values all people use to succeed - from the gridiron in the NFL, to the highest court in the land, to the corporate world. These principles of success are available to anyone - they have no skin color.

    

    Smithsonian’s National Museum of African American History and Culture recently retracted this pamphlet on “whiteness”. Some noted that it’s so racist, it could have easily been written by the KKK.

22. DEI often harms those it claims to help. Helping people succeed is a great ambition, but placing people in positions they are not ready for can be disastrous. DEI often, for appearance's sake, thrusts people into positions of leadership too soon, leading to a an avoidable failure and accompanying loss of confidence for that individual. If we want more minorities in leadership, it begins very early with investment into these communities and real mentorship, so they have the training and experience to excel. Too often corporations just make cosmetic moves to check a diversity box. And don’t doubt that that is exactly what’s happening because it absolutely is and it ultimately hurts people, rather than help them.

23. DEI says there is no objective truth. You have your truth and I have mine, claims DEI. But DEI insists on having it both ways. See, you can have “your truth” as long as you don’t disagree with anything DEI says. It turns out some “truth” is more “equal” than other “truth”, you see. And some “lived experiences” are more equal than others, too. This is the postmodern subjective world of DEI. It would all be peachy keen if it weren’t that organizations actually have to agree on reality and shared values in order to function. In the end, DEI rejects objective truth, but then demands that only its subjective truths are to be obeyed.

24. DEI institutionalizes mediocrity. Squelching speech, creating a climate of fear, promoting people based on skin color and gender is not making corporations better - except, perhaps, better at DEI. For example, if we applied DEI to the US Olympic team - i.e. we forced equal representation in all sporting events - we’d cease to be great. But somehow, we pretend people should stack up perfectly balanced by ethnicity and gender in the workforce. Well, we can indeed force perfectly “diverse” outcomes. Companies can remove leaders (almost always white and male) who don’t bow down to DEI. They can break the law and discriminate by race and gender when they hire. The one thing they can’t do is engage in these behaviors and be anything other than very average.

25. DEI is about transforming employees into progressive activists. To be an “ally” you must swear allegiance to all pet progressive causes and been seen doing so. That means putting up that black square for BLM, even if you have concerns about the organization because its founders openly say they’re “trained Marxists”. That means adding those new-fangled pronouns to your email signature. That means voting Democrat (of course). That means days off for employees to protest, as well as therapy sessions for fragile employees when someone gets elected they don’t like or, say, if something happens like Elon buying Twitter. And you thought you hired people to do their actual job? Thanks to DEI, their “job” is being a activist!

26. DEI encourages virtue signaling. The only way to survive in a politicized environment in which everyone is under constant suspicion of being a racist or sexist, is to constantly preen your social justice bonafides for everyone to see. Here’s a good example of this performative ritual from Go Wakimoto, a former fellow employee, who called me out on LinkedIn nfor questioning DEI in the ad featured towards the top of this blog post. (Go is a very nice guy, in general, by the way. But DEI is a mind virus and a suprisingly high number of “nice” people are susceptible to its woke spells.)

    

    DEI turns even good people into intolerable, pious zealots.

    Besides the obvious fact that Go is clearly disgusted that I even questioned DEI, notice he signs off with “Your immigrant friend, Go”. Go never used to speak of himself this way, but he understands that having a “marginalized” status is helpful in the new intersectional world of DEI. Here’s another very icky example by writer and “artist” Don McKinney on the same thread.

    

    This is Don doing his best to stay relevant by virtue-signaling to an industry - that frowns on white males like him - because they’re all assumed to be bigots. Notice Don, who doesn’t know me well at all, is happy to judge my heart, call me “racist” and then bask in the thumbs ups and “Go Don!” replies. It’s all so performative and vacuous. But thanks to DEI, people feel compelled to call other people out and signal their virtue constantly. To prove your “ally ship”, one can never remind the wokeists you’re on the team enough!

DEI is poison. Any 3 of these problems are reason enough to kill this initiative fast before it kills your company’s morale and productivity. And it will, because DEI is designed to take any institution it enters totally hostage.

Of course, companies feel they must institutionalize DEI or be called _________ (fill in the blank) , so they continue to swallow this racialized, divisive pill.

Still, the long road and fight against this ideological snake oil has to start somewhere.

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