
DEI is an acronym.
Believe it or not, some acronyms are cleverly designed to intimidate you.
How can you possibly be against “diversity, equity, inclusion”?
It’s easy to be against it when it becomes crystal clear that it’s left-wing code for: “Merit and individual ability do not matter. Only race and gender matter. And we’re going to pretend that’s the truth.”
So now, let’s properly redefine DEI as “Didn’t Earn It.”
No one could survive five minutes going on DEI principles.
If you were stranded on a desert island with three other people, you’d figure out how to survive by encouraging the best qualities in every individual.
You wouldn’t say, “Let’s give the dark-skinned person the most important roles, and the person confused about his gender the final say on everything.” You would say, “How can we survive? Who’s better at what? How can we get this done in all our interest the quickest way?”
Life in an advanced civilizations requires more than bare survival skills.
Oftentimes, we exercise simple choices about whom we wish to associate with, and whom we wish to stay away from. It’s OK. It’s every individual’s prerogative.
It’s called progress. Having more choices is one of the perks of progress.
DEI is an imaginary one-size-fits-all fix for nonexistent problems.
Yes, some people are racist or biased, though most are not, and most accused of it are not.
Even so, DEI does nothing to solve anything. By taking the focus off individual performance and favoring (or unfavorably considering) skin color over training or qualifications, you do a disservice to everyone.
You’re also acting and thinking like a racist — indeed, you are a racist — the moment you elevate race as the most important factor in anything.
Here’s the news flash: The same goes for gender.
When an individual white man has more demonstrated ability, you’re cheating him out of his right to be all he can be by forcing someone of less ability to do the job.
You’re also cheating the improperly elevated persons out of the opportunity to enjoy those benefits from their superior colleague.
And when you give the elevated DEI persons more responsibility than they can handle, you make them look foolish and incapable, further generating unfounded racial and gender biases, rather than eliminating them.
Sadly, DEI is not new …
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