Seriously - click here for review.
So, where does that put them now? Oh, of course - ear deep in the Diversity Industry's fetid scab of sectarianism and grievance; candy coated racist policies and hiring those who judge people first by the color of their skin, and not the content of their character.
Of course - they cannot be that blunt about it. No. They want to create a smoke cloud of verbiage to hide what they are doing. They aren't too good at it, but if they can get away with it and get a paycheck, why not?
First of all; if one does not like reality - what does one do?
Create a new one - of course!
If you read the latest issue of the USCGA Alumni Bulletin you will stumble across a new term, "Equity Scorecard."
Now, I am about to mention a person here - but it really isn't about him - though in this case he is central to the story. He is just a Junior Officer in the evil army of the Diversity Industry. He is just doing what he thinks is his duty. We just have a different view of things. He thinks it is good to first and foremost view a person by their race; I do not. Give him the benefit of the doubt that he is a good person - he just supports poor ideas.
I sleep well at night - maybe he does too. On with the show.
Equity Scorecard is mentioned obliquely in an article by the Coast Guard Academy's Director of Diversity. Again, I am sure he is a nice guy - but boy is he steeped in something he really needs to see a therapist about.
Almost a cliche, he has a BA and a MA in Comparative Literature/Ethnic Studies from UC Berkeley. Rumor has it he is working on his Ph.D. there in Comparative Ethnic Studies as well. He was in school from '92-98 ... did something for seven years, then wound up at USCG in 2005. Check out his LinkedIn profile.
I guess he really doesn't have a choice but to do this for a living. With that degree you are almost unemployable unless you teach or administrate. Your only skill is thinking about race and seeing everything, including the language, in racialist terms. Ick. Life is too short.
Based on this interview, I don't think he would disagree withe me.
CT: What attracted you personally to a career in working with diversity? What made you interested in that?OK; whatever works for you.
FARIAS: Well, I didn’t start out thinking I wanted to be an administrator. I don’t think anyone really begins and says, “I want to be an administrator.” When I started I went to college at UC Berkeley and I did Comparative Literature as an undergrad. And I did Comp. Lit. because it allowed me to do Spanish literature, it allowed me to do English literature, and history, so I wasn’t pigeonholed into doing just one or the other. I found that a lot of things made sense and a lot of things didn’t make sense about my previous education.
Back to the Equity Scorecard. The Executive Summary is that it enables you to get around objective criteria to meet ethnic bean-counting goals. You demand, and then enforce, a view that there must be equality of outcomes. Everyone must be classified - even if they don't want to or cannot be. You know, make institutional racism sound scientific and nice - and give it administrative teeth (with the job security that goes with it).
This is their (their refers to the Diversity Industry) explanation:
The UW System Equity Scorecard involves eleven volunteer UW institutions in a process of sustained inquiry, using disaggregated data to identify more refined pathways and strategies for eliminating inequities in educational opportunities and outcomes. The Equity Scorecard (EqS) is designed to foster institutional change in higher education. It seeks to foster educational excellence through closing the achievement gap for historically underrepresented students. Dr. Estela Bensimon and her team from the Center for Urban Education at the University of Southern California developed the Equity Scorecard when it became evident that equity, while valued, had not been explicitly measured in relation to educational outcomes for traditionally underserved and/or underrepresented students in higher education.Let's go to their PPT, you see - this isn't about equal access - this is about equal outcomes.
“We must deliberately and energetically remove the conditions that deny or impede equitable outcomes for all students. The Diversity Scorecard is a tool and a process to help campuses assess their effectiveness in providing historically underrepresented students with the credentials they will need to gain economic, social, and political power.”See, you don't earn a degree - you are provided one.Estela Mara Bensimon, “The Diversity Scorecard: A Learning Approach to Institutional Change,” Change Magazine (January/February 2004).
Ahhhh, yes - the counterproductive "A" word.
Make the numbers work, our you will be punished.The Accountability Side of Diversity
“…[These] are evidence based practices that will make individuals more conscious of the state of educational outcomes for historically underserved students and will enable them to act purposefully.”Estela Mara Bensimon
The Accountability Side of Diversity
The Diversity Industry wants one thing - everyone to act in the same racist manner that they do.
At USCG, our local Diversity Bully describes the Equity Scorecard as
"...a database tool designed to help colleges and universities utilize existing institutional data to identity academic inequities between student groups."A final bit of "I can't make this stuff up," he is a member of one group on LinkedIn.
ISYN, it is called "Tribal Leadership."
Tribal Leadership is a management consulting methodology that enhances an organizations performance to achieve outstanding and unprecedented results. This group is for consultants, trainers and business leaders to explore how to use this methodology to achieve their business objections.I don't know ... you figure that out.