Diversity Thursday

So, how do you "Operationalize Diversity?" How will the Navy respond to the CNO's push for "accountability in Diversity?"

Well, we all know this is a zero sum game - to give to one you have to take from another - two questions I have from you are;

- Are you or would you be a willing and enthusiastic participant in this?

- Does this make you feel unclean?

From a trusted source,

-----Original Message-----
From: XXXX, XXDM, N00
Sent: XXXday, July XX, 2010
To: XX RADM, N00; XXX, RDML, N00; XXX, RADM 00; XXX, RDML USN; XXX, RADM, N00; XXX RDML N00; XXX, RDML, XXX, RDML, N00; XXX, RADM, XXX, RDML, N00; XXX, RDML, XXX, RADM '
Cc: CAPT XXXX, Executive Assistant to ASN (XXX); XXX, N00; XXX, SES, N00; XXX, CAPT, N1

Subject: Diversity Accountability

XXXXXms,

In preparation for the annual Diversity Accountability Brief that I will be giving CNO next month, my N1 has put together the attached slides. The data, pulled from TWMS earlier this week, represents what is in the system but actual assignment of personnel in your XXXXXX may vary. Please review and submit changes as necessary.

A change in focus of this year's diversity brief is the desire to identify our key performers (by name) and provide insight on each of them. CNO is interested in who are the diverse officers with high potential and what is the plan for their career progression. He may ask what is being done within to ensure they are considered for key follow on billets within the Navy. This list must be held very closely but will provide ready reference to ensure we are carefully monitoring and supporting the careers of the best and the brightest the Navy has to offer.

Please review the data provided and report your concurrence or identify specific anomalies. Your insight to the diverse composition of your command will assist in my discussion with CNO. Additionally, provide your by name list including career insight for your top performers (03 and above) in those key positions. This reporting requirement will not be put into TV4 taskers due to the sensitive nature of the by name list. Input is due to me by 2 August 2010.

R/

Yes - I noticed the race exclusive "best and brightest." This isn't the B&B of all the Junior Officers - but only a select group based on certain self-identified races and ethnicities.

Makes you proud of the Navy - doesn't it?

Thumbs on the scale - open and plain. Undue Command Influence on your FITREPS and detailing based on race and ethnicity has gone wholesale. More proof, as if you need it, that we do not treat our officers equally regardless of race, creed, color, or national origin.

This goes well beyond the retail phonecalls or subtle hints - this is full-frontal; red in tooth and claw racism.

Once again - words mean things. Look at the first clause of (1) and all of (2);

rac·ism   [rey-siz-uhm]
–noun
1. a belief or doctrine that inherent differences among the various human races determine cultural or individual achievement, usually involving the idea that one's own race is superior and has the right to rule others.
2. a policy, system of government, etc., based upon or fostering such a doctrine; discrimination.

And to help with the last word in para 2.

dis·crim·i·na·tion   [dih-skrim-uh-ney-shuhn]
–noun
1. an act or instance of discriminating.
2. treatment or consideration of, or making a distinction in favor of or against, a person or thing based on the group, class, or category to which that person or thing belongs rather than on individual merit: racial and religious intolerance and discrimination.

---

This makes me sad. The response from the CNO's office on this email.

Consistent with CNO's Diversity Policy, the purpose of any Diversity Accountability Review is to ensure Navy leaders are involved and active in creating an environment where all Navy personnel have opportunities for personal and professional growth. The Diversity Accountability Review calls for Navy leaders to show how they are mentoring and enabling the men and women in their commands to meet their full potential based on performance, and making sure that opportunities to reach more senior levels of leadership are available to all in an equal manner.

Why sad? Because this pursuit of the ill-thought out has made my Navy sound like a bad politician. It can't defend what it does in a clear and defined manner - because it knows that it is wrong. All you need to do is see the use of "all."

That is a false statement on its face. The followers of the Diversity Cult do not concern themselves with "all" - only a few select groups that buys them political support and feed their need - whatever that need is. In this specific case - they are not doing a data call on all. Only a select group based on race, creed, color, or national origin.

Orwelian. "All" doesn't mean all as the plan is being executed. In practice - in Operationalizing Diversity - "all" means "selected racial and ethnic groups." Full stop.

When you throw in a loaded word like "accountability" - you are sending the signal that you will punish those who do not meet your metrics as you define them. In this case, the demand is that you discriminate, and prove by numbers that you do.

When you do that - you are acting in a racist manner. If you can explain it better - let me know.

Let me finish with this; I have done it before - time to do it again. Another word.

ac·count·a·bil·i·ty   [uh-koun-tuh-bil-i-tee]
–noun
1. the state of being accountable, liable, or answerable.
2. Education . a policy of holding schools and teachers accountable for students' academic progress by linking such progress with funding for salaries, maintenance, etc

Diversity Accountability Initiative.

In summary and to repeat again for emphasis - at the highest levels of our uniformed leadership, there is a desire to hold subordinate leaders accountable if they do not rank, career manage, and detail officers by a process defined by discrimination on the basis of race and ethnicity.

What started out as good intentions turned to tragedy, then farce, and finally racism. Welcome to the post-post-racial Navy.

Senator Webb - please call your office.