Diversity Thursday

A little different DivThu today. I’m not going to cover a specific outrage or Orwellian program, no, something different but more important.

Consider this a war warning.

Firstly, I need to repeat something for my Trump supporters here; until the Summer of 2020, he completely failed in this area. As people are policy, he failed in that he did not appoint people who understood what was going on in the larger culture. He finally caught on to what was going on and acted, specifically on Critical Race Theory, but that was him. He quickly saw what it was and took action.

He needed dozens to hundreds of political appointees to see the problem and act on their own as he did, but they were absent from the field.

The people he brought in to his administration simply were not brave enough, or knowledgeable enough, to understand what this new cancer with the friendly sounding names, Diversity and Inclusion, really meant when operationalized.

As opposed to promoting what all well-meaning people desire – a republic where you are judged by the content of your character and not something as meaningless to the individual as race, creed, color, national origin or who you want to spend a long weekend in Tahoe with  - instead the Diversity Industry desires to promote sectarianism and division. To keep the people divided along arbitrary groups that can be pit against each other, fighting over things they cannot do anything about – specifically what they were born as or what was done hundreds of years ago. 

As there is nothing that can be done to correct either of those things, the crisis and conflict never ends. The ability to manipulate and control blocks of people never ends. The hate and anger such a world view provokes never ends, the externalization of internal frustrations never ends, and most importantly to the Diversity Industry – the contracts never end, the jobs never end – the  Möbius strip gravy train never ends.

Identity politics is the political arm of the Diversity Industry. Identity politics is a critical foundation stone, sadly, of the (D) party. Unlike the (R) party opposition to Identity politics, which is an afterthought at best, the (D) realize the power of this brain stem tactic and are serious as can be about it. They will bring it with them everywhere as they once again get access to levers of power.

For those of us who desire unity not division; equality not preference, opportunity not selection, freedom of thought vice ideological compliance – we are about to enter a time of strife.

In the summer of 2020’s unrest, the Diversity Industry took advantage of the opportunity and have a lot of the civilian world already spooked. Many of you have seen it in the new Diversity and Inclusion divisions, training programs, and new requirements concerning undefined “hate speech” and “social media audits” with Star Chamber like decisions on who will be fired or not, etc.

Many of us will find ourselves in positions to be part of these Star Chambers, selection committees, disciplinary arms, or just a gear in machine feeding the Diversity food trough, in both civilian, government, and military areas. This is where you need to be careful

As I’ve offered earlier, you do not have to totally submit to this totalitarian mindset. You don’t have to be a martyr. They don’t have to win every battle. You have to think like an insurgent, act like a guerrilla.

Ask polite but hard questions with an innocent tone and expression. Take the indirect path. If the commissariat demands metrics, nominations, or anything with a deadline – be late. Be incomplete. Be out of travel funds. Send your response to the wrong office code. Miss the photo-op. Be double-scheduled. As for requests in writing, and then reply with questions or clarification requests. Be a bit dim. Do not put yourself in danger, or those who rely on your position or leadership – but don’t be a willing participant to what you know is wrong and divisive. 

They will not be in power forever – but you will have to look at yourself in the mirror every morning.

Follow orders, but do not volunteer. Do what you must, but do not do it well. Ignore what you can. Be absent minded. Smile, be polite … almost to the edge of being patronizing but remember this one thing – those who make a living in the Diversity Industry know who they are and what they are doing. A very small percentage are true believers whose hearts are in the right place. They are not bad, they are just wrong – but make no mistake, they are the minority.

Most of the people in the Diversity Industry – remember, strife is their mother’s milk - spend their days soaked in grievance, resentment, and a sectarian view of everything. They do not really care what is going on – they just want to know the characteristics of the people doing it.

Remember, these are the people who demand that mixed race people MUST choose which of their genetic lines they prefer over all others to either gain advantage, or to be marked as privileged. These are people not motivated to solve problems, but to stoke them to grow. Only through the ongoing struggle to they justify their existence and their paycheck.

If they perceive in any way that you are a barrier to their existence and paycheck, they will set out to destroy you. Like all witch hunters, they must find a witch. If they cannot find one, they will create one. Remember my point above, do not be a martyr. This time will pass, but keep your honor intact.

This brings us to the future. At some point, the (D) will be out of power. When that happens, will the (R) demand that we pick up where the Trump administration started to clue in the summer of 2020?

Will we go after the nomenklatura and commissariat of the Diversity Industry that will be larger, stronger, and more embedded than it is now? Nothing was done to dismantle it in 2009 to today, so it has been hibernating – waiting for the (D) to return … and it will grow as long as they are in power.

Will we have the leaders willing to be called names and smeared all because they said; “No. We will no longer discriminate or give any preference based on race, creed, color, national origin as was done before.”

That is easily defended. That is unquestionably moral. In a wonderfully diverse and large nation such as ours, it is the only way to ensure we continue in peace and grow as a unified people.

Buck up everyone. This is going to be a rough ride. Look out for each other. Support each other … and when the cancel culture circles around someone, defend them. 

You are next; you’ll need friends.  

Diversity Thursday

Harmless, low cost Diversity initiatives - right? What's the harm? Via Heather MacDonald;

... last Friday, UC Berkeley’s Vice Chancellor for Equity and Inclusion declared that the rising tuition at California’s public universities is giving him “heartburn.” It should, since Vice Chancellor for Equity and Inclusion Gibor Basri and his fellow diversity bureaucrats are a large cause of those skyrocketing college fees, not just in California but nationally

....

Basri commands a staff of 17, allegedly all required to make sure that fanatically left-wing UC Berkeley is sufficiently attuned to the values of “diversity” and “inclusion”; his 2009 base pay of $194,000 was nearly four times that of starting assistant professors. Basri was given responsibility for a $4.5 million slice of Berkeley’s vast diversity bureaucracy when he became the school’s first Vice Chancellor for Equity and Inclusion in 2007;
...
UC Berkeley’s diversity apparatus, which spreads far beyond the office of the VC for E and I, is utterly typical. For the last three decades, colleges have added more and more tuition-busting bureaucratic fat; since 2006, full-time administrators have outnumbered faculty nationally. UC Davis,... offers the usual menu of diversity effluvia under the auspices of an Associate Executive Vice Chancellor for Campus Community Relations. A flow chart of Linnaean complexity would be needed to accurately map all the activities overseen by the AEVC for CCR. They include a Diversity Trainers Institute, staffed by Davis’s Administrator of Diversity Education; the Director of Faculty Relations and Development in Academic Personnel; the Director of the UC Davis Cross-Cultural Center; the Director of the Lesbian, Gay, Bisexual, Transgender Resource Center; an Education Specialist with the UC Davis Sexual Harassment Education Program; an Academic Enrichment Coordinator with the UC Davis Department of Academic Preparation Programs; and the Diversity Program Coordinator and Early Resolution Discrimination Coordinator with the Office of Campus Community Relations. The Diversity Trainers Institute recruits “a cadre of individuals who will serve as diversity trainers/educators,” a function that would seem largely superfluous, given that the Associate Executive Vice Chancellor for Campus Community Relations already offers a Diversity Education Series that grants Understanding Diversity Certificates in “Unpacking Oppression” and Cross-Cultural Competency Certificates in “Understanding Diversity and Social Justice.”
...
In 2005, Harvard created a new Senior Vice Provost for Diversity and Faculty Development, responsible for $50 million in diversity funding, and six new diversity deanships. Whereas Harvard’s previous diversity bureaucrats collected mere diversity data about faculty hiring and promotions, the new SVP for D and FD would be collecting “diversity metrics.” Yale already has 14 Title IX coordinators (not enough to stave off a specious Title IX investigation by the Office of Civil Rights in the federal Education Department), but it nevertheless recently put a Deputy Provost in charge of assessing the “campus climate” with respect to gender and overseeing the 14 Title IX coordinators. All these new bureaucrats in campuses across the country — nearly 72,000 non-teaching positions added from 2006 to 2009 — cost $3.6 billion, estimated Harvey Silverglate in Minding the Campus earlier this year.
...
The Big Lie of the campus diversity industry has been that without constant monitoring by diversity bureaucrats, faculty and other administrators would discriminate against minority and female professors and students. In fact, anyone who has spent a day inside a university knows that the exact opposite is demonstrably the case: Hundreds of thousands of hours and dollars are wasted each year in the futile pursuit of the same inadequate pool of remotely qualified underrepresented minority and female applicants that every other campus in the country is chasing with as much desperate zeal. The hiring process has been thoroughly corrupted. Faculty applicants are brought onto campus who have no chance of being hired, either because the hiring committee incorrectly assumed from their names or résumés that they were the right sort of minority (East Asians don’t count) for a position set aside for just such a minority, or because, although they were the right sort of minority, their qualifications were so low that their only purpose in being interviewed was to fill an outreach quota.

Diversity Industry - indeed.

There are two important things to keep in mind - in the Navy we have the same problem. Take all the manpower documents and add up all the full-time Diversity BA/NMP. Include the multiple "Gender Advisors" as well. That represents a huge opportunity cost.

Then you need to add up all the money we spend on travel to all the various racialist "Affinity Group" awards and recognition efforts. All documented here over the years - that includes the millions spent on race specific recruiting and consultants at Annapolis - again all documented under the Diversity tag below.

Still, none of it actually does anything to go after actual discrimination or racists. No, it is more often than not a talking club and an effort of inoculating the Navy against the overseers and supporters of the diversity industry.

Especially for the younger generations - none of this reflects their day to day experience. It is always 1971 in someone's head.

People wonder why our budgets just don't seem to get much bang for the buck - why Staffs are so bloated. Part of the reason is that there are a lot of jobs that exist only to create things that justify their own existence. They define their requirements in such a way that if anyone ever tries to take the job away - either their job isn't done (because it is defined such that its work is never done) or if you try anyway ... you are a racist, bigot, etc.

Meanwhile we send exceptionally talented Sailors with 16 years and millions of dollars of technical training out the door via ERB/PTS with nothing but the taste of bile in their mouths.

Tuition at universities are high for the same reason - they are spending too much money on things that add nothing to the intellectual product they are there to produce. Just pet projects for pet theories that cannot exist outside the university or guv'munt lifelines.

Administrators and managers? They don't care - after all - it is other people's money.

Diversity Thursday

Now that we there has been two weeks for everyone to chew on the incredibly anti-freedom effort by the FCC to put monitors in to newsrooms, it is time to expand here what some have already touched on. 

This whole effort by Mignon Clyburn. the daughter of Representative James E. Clyburn (D-SC) is very clear - it is straight out of the diversity industry swamp.

Let's review. Via one of the two Republican FCC Commissioners Ajit Pai;

Last May the FCC proposed an initiative to thrust the federal government into newsrooms across the country. With its "Multi-Market Study of Critical Information Needs," or CIN, the agency plans to send researchers to grill reporters, editors and station owners about how they decide which stories to run. A field test in Columbia, S.C., is scheduled to begin this spring.

The purpose of the CIN, according to the FCC, is to ferret out information from television and radio broadcasters about "the process by which stories are selected" and how often stations cover "critical information needs," along with "perceived station bias" and "perceived responsiveness to underserved populations."

We need to make sure we understand the words as they define them.

How does the diversity industry define bias?

"Intentional and unintentional, conscious and subconscious, attitudes, behaviors and actions that have a negative and differential impact on segments of the society, or favor one segment of the society."

What wonderfully hazy, opaque, Gumbyesque newspeak.

How do they define "underserved populations?" Well, that is fairly clear.

Why is this important? Well, look to the background of Ms. Clyburn.

Mignon L. Clyburn served as Acting Chairwoman of the Federal Communications Commission, following her appointment by President Barack Obama on May 20, 2013. As Commissioner, she is serving a second term as a Democrat on the Commission, for which she was sworn in on February 19, 2013 following her re-nomination by the President and confirmation by the United States Senate.

Clyburn began her service at the FCC in August, 2009, after spending 11 years as a member of the sixth district on the Public Service Commission (PSC) of South Carolina. She served as its chair from July 2002 through June 2004.

Prior to her service on the PSC, Clyburn was the publisher and general manager of The Coastal Times, a Charleston-based weekly newspaper that focused primarily on issues affecting the African American community. She co-owned and operated the family-founded newspaper for 14 years.

She worked in the family's race-based business for a decade and a half. She then, no connection to her powerful politician father, I am sure, worked for a South Carolina State government regulatory job. Again, completely on her own, she got a Federal paycheck for another decade plus.

She has pushed for media ownership rules that reflect the demographics of America, ...

There you go. Do I need to say any more?

Of course I do, you'd be disappointed if I didn't. Her family sees everything as race-based, and this is no different.

As they have done in academia and in corporations, the diversity industry cannot stand the progress we have made towards a more race-neutral nation in the last few decades. They are the most retrograde force we have in this nation, holding us back from further progress. They have adopted the worse habits of the KKK short of lynching and cross burning. They refuse to even try to understand mixed race people, promoting the one-drop rule. They say nothing when certain areas are over-represented by their preferred ethnic groups, but go in to high dungeon when there is an underrepresentation somewhere else - as long as things are positive - as they define it. Only negative comment are allowed from them - as they define it. All else must be silenced.

When Gen X and younger generation really just don't care and want to move forward, the diversity industry insists on dragging everyone back to 1972 - insist that everything must be race based, that "diversity" must be considered in everything we do.

A cancer, a fraud, and a case of generational abuse of the worst kind. Divisive, sectarian, and sowers of discord.

Make no mistake, the FCC wanted to go in and get their metrics. Threaten to call people names and bully tokenism at the threat of the regulatory and police action of the state. They wanted their metrics, and they wanted their topics - as they defined them.

Authoritarian, totalitarian, and an anathema to free thought - and they are running free in the Navy and the DOD. Few stand up to them for one reason - people are terrified of being called names. They know that once they are called names, there are few who will stand up for them and have their back. It is easier to cower down than to stand up.

Sad, isn't it? In the pursuit of the diversity industry's fetish for false metrics, they are willing to destroy the very foundation of a the free society. That is why we must stand up to them; at home, at work, at church, and in our schools. 

They are on the wrong side of history - or at least we should hope they are. If not, then we are set for a future of their making, one of sectarianism, ethnic strife, and the most base kind of racial bigotry man can so easily produce.

No.

---

UPDATE: ... and with perfect timing, a must read by Clare Malone from TheDailyBeast titled; Spoiled Rotten Kids of DC’s Elite.

Diversity Thursday

What is that smell? Is it the false bravado? The arrogance?

Oh, I know, it is the cheesy smell of sectarianism, small minded bigotry, and self-preening that populates the Diversity Industry.

You want to degrade the seriousness of any institution? This is how you do it.

BEHOLD!

---------- Forwarded message ----------
From: David [redacted] LCDR NAVWARCOL
Date: Fri, Oct 2, 2015 at [redacted]
Subject: Opportunity for Legacy: Those Happy With The Status-Quo May Skip This Email
To: _NWC All <[redacted]@usnwc.edu>


Good Rainy Morning Naval War College,

Today marks the last day of the application period for the Mentor Program Lead and Diversity Officer collateral duties. I have reattached the duty descriptions for your reference.

As the subject line alludes to, this is a rare opportunity to make a significant and lasting impact at the NWC.

This will be the FIRST Diversity Officer in the College's history. Creation and expansion of this new program is an opportunity to place the Naval War College on par with the Naval Post-Graduate School and the Naval Academy in the field of Diversity and Inclusion. It has oft been said that racial, gender, socioeconomic, experience-based, behavioral, and perspective-based diversity at the NWC could be improved upon. This is your chance to influence a cultural shift towards expansion of the intellectual aperture of the staff, faculty, and students.

The Mentor Program Lead is also placed to improve the human relations environment at the Naval War College through revitalization of established on-boarding, career progression, and personal development organizational processes. The lack of an effective, institutionalized, and informal (non-compliance based) mentoring program was cited as one of the most important issues on the command climate survey. If you were one of the many who commented about the lack of this program, perhaps you would be willing to step forward and be responsible for enriching the personal and professional lives of all those who are waiting to be a part of it.

"We often miss opportunity because it's dressed in overalls and looks like work."
- Thomas A. Edison

Please email me by the end of the day with your qualifications if interested in either of these collateral duties. You must have your supervisor's approval prior to applying.

Thank you and stay dry!

Very Respectfully,

LCDR David [redacted], PMP
NWC CMEO
War Gaming Dept
(401) 841-[redacted]
EO/EEO Intranet Site [hypertext link disabled]
Contact Me Anonymously [hypertext link disabled]

As you know, there are no tracking metrics for, "socioeconomic, experience-based, behavioral, and perspective-based diversity". As a result, as is always the case, they will focus on what is left, "... racial, gender ... diversity".

Wait ... it gets better. Included in the email were these two gems. I know you want to know all this mission related goodness.

Diversity Officer Collateral Duty Description 

The Diversity Officer serves as the President’s and Provost’s principal adviser and action officer for diversity management. Diversity management consists of policies and practices (DOD, DON, and NWC) to effectively manage diversity, and foster inclusion among organizational stakeholders where all individuals are valued, engaged, treated fairly and respectfully, and have equitable access to opportunities and resources. The Diversity Officer provides active support of programs designed to attract, retain, and promote a diverse work force. He or she provides active oversight and support of Navy and Naval War College programs and policies as they relate to Diversity and Inclusion.  

Duties would include:
- Attend senior leadership battle rhythm events and meetings when appropriate,
- Researching current diversity and inclusion best practices (DoD and Industry),
- Supporting the development and implementation of an NWC Diversity and Inclusion Strategic Plan to further workforce diversity, workplace inclusion, and sustainability,
- Supporting the continual evaluation of the effectiveness of the Diversity and Inclusion Strategic Plan through systematic appraisal of performance measures,
- Chairing the quarterly Inclusion Analysis Team, and
- Conducting annual barrier analysis self-assessments.

In case you had any doubt yet about official "mentoring" in the Navy, it is all political in the most vile and divisive way. It is sectarian based. It is founded in racism and sexism and knowingly or not, smears the honor of all who participate in it.

Mentor Program Lead Collateral Duty Description 

The Mentor Program Lead serves as the action officer for developing and implementing an informal, voluntary, and volunteer-based mentor program that serves the Naval War College and that can be used as a model for other Navy organizations to emulate. The Mentor Program Lead will coordinate with College and department leadership to tailor the program to the unique personal and professional needs of each department. 

Duties would include:
- Researching industry best practices for mentoring and leadership development to include both DoD and commercial organizations,
- Researching mentoring and leadership development related publications,
- Exploring relationships with mentor training and leadership development,
- Designing and developing a NWC mentoring and leadership development program, and
- Regularly assessing the efficacy of the mentoring and leadership program and making improvements where and when warranted.

Diversity Thursday

A perfect example about how the Diversity cult demands fealty from everyone. Regardless of how inappropriate, ineffecient, or illogical it may seem - they demand their pound of flesh.

As a result, it warps the process, distorts priorities, impacts readiness - and at its core - results in a drift from core competancy.

The mission for the Office of Naval Research is,

As an executive branch agency within the Department of Defense, the Office of Naval Research (ONR) supports the President's budget. ONR provides technical advice to the Chief of Naval Operations and the Secretary of the Navy.

In some areas, a distraction from the core mission is harmless - but I don't know about you - but since when does anything Naval Research require it to reach down in to elementary schools to try to impact STEM numbers?

That is what we are talking about - I've seen the PPT. The percentage of minorities that have even a possibility of having the academic foundation for technical degrees is a huge challenge - one that DoD cannot fix. DoD has no business even thinking it can impact junior and high school education in a nation of over 310 million souls.

This is just another example of the fuzzy-wuzzy side of Diversity. The first side is the hob-nail booted Commissariat of the Diversity Industry that makes its money off of division and the promotion of sectarianism. The other side is the group that just wants to feel better about themselves, and to be able to show the Diversity Industry that they "get it" - "it" being what the sectarians say it is at that moment in time. They are usually the ones that want to play the paternalistic Great White Father as they try to manage whatever personal racial guilt they feel they need to compensate for with the lives and careers of innocent younger generations. The perfect auto-erotic exercise for those who feed of this FOD. Case in point for the fuzzy-wuzzy follows.

BEHOLD

Office of Naval Research

Corporate Strategic Communications

875 N. Randolph St., #1225-D

Arlington, Va., 22203-1771

Office: (703) 696-[redacted]

Fax: (703) 696-[redacted]

E-mail: [redacted]@onr.navy.mil

Web: www.onr.navy.mil

Facebook: www.facebook.com/officeofnavalresearch

FOR IMMEDIATE RELEASE: Sept. 1, 2011

ONR Officials to Examine Challenges of Creating

a Diverse Workforce at World Leadership Summit

ARLINGTON, Va.— Senior officials from the Office of Naval Research (ONR) will join other industry leaders at the World Diversity Leadership Summit 2011 in New York City, Sept. 6-8.

ONR Director of Research Dr. Michael Kassner, and Dr. Anthony Junior, ONR’s education programs manager, will gather with influential representatives from across defense, public and private industry to discuss the implications of developing and maintaining a diverse workforce.

Junior will moderate a panel focused on the challenges of serving the defense, security and government sectors; the impact of regulatory requirements on diversity; and science, technology, engineering and mathematics’ (STEM) role in the defense and government marketplace.

The summit will conclude with Kassner providing an overview of naval STEM programs aimed at attracting and growing a diverse technical talent pool for the Navy and Marine Corps, during a gala honoring Afghanistan and Iraq war veterans, to be held at the New York Stock Exchange.

“Our message is clear: we are serious about ensuring continued access to a number of technical skills that are unique to the U.S. naval enterprise,” Kassner said. “In particular, the way forward is to attract, inspire and educate young people across the entire cultural, gender and socio-economic spectrum, who are willing to meet this critical demand.”

The Department of the Navy has made long-term commitments to diversity and to investing in K-12 STEM education and outreach. The focus on STEM and recruiting the next-generation workforce is vital to the Navy because more than 50 percent of its scientists and engineers become eligible for retirement by 2020.

The World Diversity Leadership Summit, launched in 2004, gathers senior corporate, government and nongovernmental organization officials from across the globe to focus on the complex challenges and opportunities related to global diversity management. ONR is one of more than 75 organizations, many of them Fortune 500 companies, participating in this year’s event.

· Download the Department of the Navy's 2009 Annual Report on Diversity

· Download the Department of the Navy’s Diversity Policy

· Download a fact sheet about the naval STEM initiative

· Follow the Navy’s Diversity Directorate on Facebook

· Follow the Office of Naval Research on Facebook

# # #

About the Office of Naval Research

The Department of the Navy’s Office of Naval Research (ONR) provides the science and technology necessary to maintain the Navy and Marine Corps' technological advantage. Through its affiliates, ONR is a leader in science and technology with engagement in 50 states, 70 countries, 1,035 institutions of higher learning and 914 industry partners. ONR employs approximately 1,400 people, comprising uniformed, civilian and contract personnel, with additional employees at the Naval Research Lab in Washington, D.C.

... and who did they task with this? Geoff Fein, ONR's Senior Science Writer. Your tax dollars at work.

If you want to do Dept of Edu'ma'cation's work - go there. If you want to do Health & Human Services work - go there. If you want to do Housing & Urban Development work - go there.

We have a nation and a Fleet in a technology fight to stay on top so when war at sea comes - and it will - we lose fewer ships, aircraft, and Sailors to the enemy. That is your work - leave the social work and Cultural Marxism to others.

Diversity Thursday

We watched last year as the U.S. Coast Guard Academy was mau-mau'd away from a meritocracy towards - literally - a place where Congress removed a prohibition to NOT discriminate against anyone based on race, creed, color, or national origin.

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?

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.

OK; whatever works for you.

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.”

Estela Mara Bensimon, “The Diversity Scorecard: A Learning Approach to Institutional Change,” Change Magazine (January/February 2004).

See, you don't earn a degree - you are provided one.

Ahhhh, yes - the counterproductive "A" word.

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

Make the numbers work, our you will be punished.

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.

Diversity Thursday

Slowly ... more and more people are sticking their heads above the edge of the trenchline. There is still incoming fire, snipers, a whiff of gas in the air - and the fetid gore from those who went out to the no-mans/womyns land before. It is slightly safer .... Look who is coming out of the bunkers and taking a shot or two. Is that Psychology Today?

Diversity training doesn't extinguish prejudice. It promotes it.
...
A study of 829 companies over 31 years showed that diversity training had "no positive effects in the average workplace." Millions of dollars a year were spent on the training resulting in, well, nothing. Attitudes — and the diversity of the organizations — remained the same.

It gets worse. The researchers — Frank Dobbin of Harvard, Alexandra Kalev of Berkeley, and Erin Kelly of the University of Minnesota — concluded that "In firms where training is mandatory or emphasizes the threat of lawsuits, training actually has negative effects on management diversity."

Which shouldn't come as a surprise, actually. Anybody who has ever been scolded is familiar with the tendency to rebel against the scolding.

But it's deeper than that. When people divide into categories to illustrate the idea of diversity, it reinforces the idea of the categories.

Which, if you think about it, is the essential problem of prejudice in the first place. People aren't prejudiced against real people; they're prejudiced against categories. "Sure, John is gay," they'll say, "but he's not like other gays." Their problem isn't with John, but with gay people in general.

Categories are dehumanizing. They simplify the complexity of a human being. So focusing people on the categories increases their prejudice.

No, my actual name is not Peter Bregman.

The solution? Instead of seeing people as categories, we need to see people as people. Stop training people to be more accepting of diversity. It's too conceptual, and it doesn't work.

Instead, train them to do their work with a diverse set of individuals. Not categories of people. People.

Teach them how to have difficult conversations with a range of individuals. Teach them how to manage the variety of employees who report to them. Teach them how to develop the skills of their various employees.

And, while teaching them that, help them resist the urge to think about someone as a gay person, a white man, a black woman, or an Indian. Also help them to resist the urge to think about someone as "just like me" — that's a mistake too.

Move beyond similarity and diversity to individuality.

I know what you're thinking, "Sal, that is exactly what you preach. As a result, that story will get buried and the Diversity Bullies will call poor Peter all sorts of names and threaten him .... "

Well - of course the Diversity Bullies will come after him - after all, because their ideas can't be defended, all they can do is smear and attack. But the "ignore and bury" part ... wait ... what is that? CBS picked it up?

You would think that we would have learned something over the years, and stopped doing ridiculous trainings where we try to come up with the proper thing to say for every possible scenario. That, of course, is impossible. Add to that the fact that people hate any kind of mandatory training that they don't see as applicable to their jobs, and you end up with a situation where people think that A.) As long as they follow the exact formula explained in the the training when those exact situations occur they are fine; and B.) Joking about the boring and irrelevant nature of the training is fine. You end up with disaster.

I'll take a check in the WIN column ... but there is a long road ahead to our Navy fighting back against the ongoing smear campaign by the Diversity Bullies on their own payroll and to stop being the useful idiots of a socio-political cultural-Marxist movement.

Keep in mind - this is for many people a paycheck, nothing more. As part of the higher education bubble - universities produce graduates in disciplines that have no actual use. They have no real economic benefit and are good for only one industry; the Diversity Industry. What happens, BTW, when you actually threaten a Diversity Industry sacred cow, and the Diversity Bullies attack? Ask Naomi Schaefer Riley.

... and yes; it is time.

Diversity Thursday

This Thursday, let's just look at the garden variety of diversity SPAM that the Fleet is subjected to.

Of course, I want you to think about the BA/NMP, $$$, opportunity cost, and lost productivity going to these fried-air events created by overactive diversity cadre at places like NAVAIR. More than that, today I want to to read critically the patronozing, soft-bigotry that is a core principal of this socio-political movement the US Navy endorses.

-----Original Message-----
From: TOTALFORCE_HR_NEWS
Sent: Thursday, April 28, 2016 1:00 PM
Subject: Asian-American/Pacific Islander Heritage Month event: 17 May

All hands,

Join us for NAVAIR's national celebration of Asian-American/Pacific Islander (AAPI) Heritage Month, co-sponsored by the AAPI diversity advisory team and NAVAIR's Equal Employment Opportunity & Diversity Division.

The event, with a theme of "Walk Together, Embrace Differences, Build Legacies," features keynote speaker and Rutgers philosophy professor Dr. Ruth Chang. Dr. Chang's TED talk on the topic of making hard choices in your personal and professional life has had more than three million views. At this event, you'll gain insight on becoming a better leader, better teammate and better individual through an examination of how you make hard choices.

EVENT DETAILS:
-- Date: Tuesday, 17 May
-- Time: 1300-1500 EST
-- Location: River's Edge Catering & Conference Center, Patuxent River, and via national video teleconference
-- More information: https://mynavair.navair.navy.mil/portal/server.pt/community/navair_diversity___equal_employment_opportunity/

REGISTRATION (REQUIRED):
Visit NAVAIR University at https://navairu.navair.navy.mil. Search for course number CISL-EVT-0119.

Thank you,
Total Force Strategy &amp; Management Department

Look at that and ponder.

1. The whole concept of "Asian & Pacific Islander" as a single ethnic group is almost as stupid as calling "white" an ethnic group while at the same time carving out the Iberian Peninsular as its own ethnic group. Those of Spanish and Portuguese extraction have more in common with those of Scandinavian extraction than someone from the Philippines has with someone from Japan; Guam from Korea; China from Java. It is so self-evident as to be silly. However, there are jobs to justify, insecurities to reinforce, egos to boost.

2. This is where it gets fun. From her wiki entry - please tell me about her rich understanding of the Asian-American experience.

Chang graduated from Dartmouth College in 1985 with a B.A. in philosophy.[2] In 1988, she graduated from Harvard Law School with a J.D.[2] In 1991, she was appointed a Junior Research Fellow at Balliol College, Oxford, where she completed her D. Phil. in 1997 after two year-long visiting appointments at UCLA and the University of Chicago Law School.[2] She also lectured at several of the constituent colleges of the University of Oxford in this time period.
...
her research has been the subject of radio, newspaper, and magazine articles in the United States, Brazil, Taiwan, Austria, Australia, Canada, Israel, Italy, and the United Kingdom.

OK. She has a little connection to Taiwan and Australia. Well give 1.5 points to Hufflepuff.

Besides her last name and DNA, what ... ahhh, yes - see - I almost fell in to their trap.

You see, from the diversity industry's point of view, there is nothing of significance to Dr. Change from the diversity industry's point of view. All that matters is that she is used to remind people to divided and made different by race, creed, color, or national origin everyone regardless of accomplishment. 

All that matters is that people remain in their little groups. Every day, even if they are modern people who don't care, we must remind them and everyone else that they are "the other." Avoid at all possible costs any movement to unity. Any movement towards anything but the most base concerns of tribalism.

That is the diversity industry, and the Navy's little fetid corner of it.

The banality of evil. Yes, I use the term "evil" as throughout history nothing good has ever come from making people constantly aware of their ethnic group - to either exclude them or to include them. Evil uses that to pit us against each other so we are easier to manipulate. 

If you desire to have a society where we want to bring people together, to look at people for good or bad as individuals without regard to race, creed, color, or national origin - then you do have to scorn - scorn those who have any connection to the diversity industry and their efforts. They are agents of discord, disorder, and just plain ugly brain-stem level bigotry.

Dr. Chang is better than that. I would much rather have the money being spent to have her speak at such a disgraceful sectarian event spent to have her speak to a gathering of Midshipmen at Annapolis. Have her speak there because she is a highly accomplished professional who has some tools to help professionals be better. Her experience of being a 1st generation American is not unique to one race or ethnic group. That is a story for all Americans. 

That is what makes her impressive, not her last name and her superficial DNA. 

Shame on the Navy for insulting her and everyone else.

Diversity Thursday

Sometimes I like to depart the DoN battle with the Diversity Bullies and wander in to the larger culture. Why? Simple; more and more I think we are winning more and more battles against those who want to drag us backwards.

There are some who do not want us to enter a better phase in race relations - it scares them, and it impacts what they hold dear; the grievance that feeds their fragile ego - and the pocket book that sustains them. Closer and closer we seem to be getting to a more just and fair society - one that sheds the the cancer of sectarianism.

This is good step in that direction; not perfect, but good.

The labels used to describe Americans of African descent mark the movement of a people from the slave house to the White House. Today, many are resisting this progression by holding on to a name from the past: "black."

For this group — some descended from U.S. slaves, some immigrants with a separate history — "African-American" is not the sign of progress hailed when the term was popularized in the late 1980s. Instead, it's a misleading connection to a distant culture.

The debate has waxed and waned since African-American went mainstream, and gained new significance after the son of a black Kenyan and a white American moved into the White House. President Barack Obama's identity has been contested from all sides, renewing questions that have followed millions of darker Americans:

What are you? Where are you from? And how do you fit into this country?

"I prefer to be called black," said Shawn Smith, an accountant from Houston. "How I really feel is, I'm American."

Bingo; everyone owes Shawn a beer. That is what we all are - regardless of where some, part, or all of your DNA comes from. That is how the world see us anyway; American. Go to Germany, Japan, South Africa, Qatar, Afghanistan; it doesn't matter - you are American first and usually last. Even internally, as we become a more and more multiracial people, just plain American is not only better - it is more accurate.

"I don't like African-American. It denotes something else to me than who I am," said Smith, whose parents are from Mississippi and North Carolina. "I can't recall any of them telling me anything about Africa. They told me a whole lot about where they grew up in Macomb County and Shelby, N.C."
...
"It just doesn't sit well with a younger generation of black people," continued George, who is 38. "Africa was a long time ago. Are we always going to be tethered to Africa? Spiritually I'm American. When the war starts, I'm fighting for America."

Joan Morgan, a writer born in Jamaica who moved to New York City as a girl, remembers the first time she publicly corrected someone about the term: at a book signing, when she was introduced as African-American and her family members in the front rows were appalled and hurt.

"That act of calling me African-American completely erased their history and the sacrifice and contributions it took to make me an author," said Morgan, a longtime U.S. citizen who calls herself Black-Caribbean American.
...
a record number of black people in America — almost 1 in 10 — were born abroad, according to census figures.

Tomi Obaro is one of them. Her Nigerian-born parents brought her to America from England as a girl, and she became a citizen last year. Although she is literally African-American, the University of Chicago senior says the label implies she is descended from slaves. It also feels vague and liberal to her.

"It just sort of screams this political correctness," Obaro said. She and her black friends rarely use it to refer to themselves, only when they're speaking in "proper company."

"Or it's a word that people who aren't black use to describe black people," she said.
...
Then there are some white Americans who were born in Africa.

Paulo Seriodo is a U.S. citizen born in Mozambique to parents from Portugal. In 2009 he filed a lawsuit against his medical school, which he said suspended him after a dispute with black classmates over whether Seriodo could call himself African-American.

"It doesn't matter if I'm from Africa, and they are not!" Seriodo wrote at the time. "They are not allowing me to be African-American!"

And so the saga of names continues.

... and so it does - and in many ways like this it is trending in the right direction. That is one of the reasons I keep DivThu going. In the Navy, the (D)iversity Bullies are not focused on unity, inclusion, and equality - much less (d)iversity. No - first and foremost they are interested in promoting their paycheck and sense of importance by promoting sectarianism, division, exclusion, and conflict.

-----Original Message-----
From: [redacted], Francis CAPT ONR PMR-51 [mailto:[redacted]f@ONR.NAVY.MIL]
Sent: Tuesday, February 07, 2012 10:44
To: [redacted]
Subject: Read-Ahead for 7 February DWG re: "Feedback on Diversity Inc conference call"

All:

Attached read-ahead is for the outbrief of the "Diversity Department Structure" webinar of 24 January 2012 which I attended for the DWG. I will be presenting this at this afternoon's DWG telcon. The attachment consists of screen-captured slides from the webinar which contain good/interesting take-aways.

Executive Summary:

Diversity Inc. presented an overview of known Best Practices for Diversity Department organization (20min).

Then, two corporations (HCSC & GM) presented their own Diversity Department organization & practices to the webinar (20min each).

"Chief Diversity Officer" (CDO):
- Importance of reporting to high management.
- Who you report to indicates the value that the organization places upon the Diversity function.
- Not only an HR function; it must be a corporate priority.

What degree of access/authority does the CDO have:
-"CEO" time if needed?
- Budget?
- Hiring influence?
- If a PR fiasco re: Diversity occurs, is CDO in the immediate actions?
- Does your organization consider Diversity a "C-Suite" level position? (Speaks to the importance that is placed upon it...)

Top management stake:
- Does the company think enough of Diversity that a "line" person (someone who could later be the CEO of the company) is assigned to a rotational assignment as Chief Diversity Officer?
- "High-potential middle managers" should do rotational assignments on the company's internal Diversity Council.

*Size* of the Diversity Dept in a given corporation varies:
- Large companies have varying degrees of reliance upon their business units' Diversity efforts (i.e. they are decentralized).
- Some (e.g. Wal-Mart) have a large, centralized Diversity organization.

Metrics & Measures:
- Good Diversity programs benchmark best practices of other companies with known high-quality Diversity efforts.
- Diversity scorecard formats vary by company, but a consistent set of internal Diversity metrics is an important and useful tool.

Blue Cross & Blue Shield of IL/NM/OK/TX (a.k.a. "Health Care Service Corporation" (HCSC)):
- Carolyn Clift (CDO) presented *their* corporate Enterprise Diversity structure & approach.
- HCSC calls it "Enterprise Diversity & Inclusion Services" (EDIS).
- Considering Diversity & Inclusion in everyday business functions (e.g. translation services wrt customer interface).
- Executive Leadership Council is chaired by CDO, and consists of two liaison personnel from Diversity & Inclusion Council, and also 9 business stakeholders from across the organization. The Leadership Council acts as a Diversity steering committee and sets the tone, and drives integration of Diversity into HCSC's business ops.
- Diversity & Inclusion Council is chaired by the CEO & is co-chaired by the CDO. Diverse group of employees from various business units, locations, and subsidiaries. Advisory group. Also does communications to employees wrt Diversity programs.
- Employee Resource Groups (ERGs). Voluntary, employee-driven groups organized around a particular shared characteristic of Diversity. Provide "developmental support and opportunities to further professional growth, contribute to business objectives, and participate in community outreach activities."
- Business Unit Diversity & Inclusion (D&I) Committees/Coordinators. Specific to each corporate business unit (dept/div).
- D&I "Facilitators" & "Champions" & "Ambassadors" ... people who have either great knowledge & interest, or past affiliation with the Diversity organization, and who are leveraged in order to maximize the "rollout" of corporate Diversity initiatives.

General Motors (GM):
- Eric Peterson, VP Corporate Diversity, presented.
- GM is pursuing a *Global* Diversity Strategy, not only a North American Diversity Strategy.
- Reviewed GM's Diversity initiatives, e.g. Supplier Diversity program, Minority Dealer program, Women's Dealer program, corporate positions held by minorities.
- GM is still only corporation to have a structured program to develop women as Dealers (final retail point of sale dealership owners).
- "You want to have people look at your company and say to themselves 'I can see myself working for that company because I see they have employees that look like me.'"
- "How many Hispanic dealers do you have? Do you invest in Hispanic communities? What Hispanic-focused advertising have you used?"
- Customer alignment (Diversity message appropriate to customer base) is central focus.
- "Diversity is also LGBT, generational, Millenials. It's not just racial/gender."
- "Scorecard" for senior leadership includes "development of people."
- GM leadership is *compensated* based upon (among other things) development of a pool of Diverse candidates for advancement to higher-level positions.
- GM thinks "in the STEM areas there's a big void. Within the U.S. there's such a huge void that we focus a lot on education. $4.5M/yr scholarships donated for STEM programs."
- Workforce demographics ("want GM to appear an ideal place to work" in the future).
- Want to send message that "GM has a level playing field" (Diversity-wise). Want GM to be a good corporate citizen and a good Diversity citizen and "engrained in the community."
- International Diversity ... GM (Mr. Peterson) said that they still haven't nailed down how "Global Diversity" is going to work. Said that GM is benchmarking other companies that have international Diversity programs in order to leverage best practices in this area (which is new to them).


Talk to y'all at 1600EST.

R/Francis

That is the attitude they want to being to your Navy. Just so you know. A retrograde vision based on a foundation that has led to failure throughout human history; sectarianism and division. Much of our nation's battles in race relations was until the last 20-30 years one focused on bringing unity and the removal of barriers - i.e. a "color blind society." Now that we are, culturally, close to that goal - the retrograde forces of (D)iversity want to drag us back.

They see people first by their race and ethnicity - regardless of everything else. If that isn't bigoted - what it? Go back to the beginning of the post - what is wrong with just "American?" Simple - there is no money in it. There is no victimhood to it. It judges you on the content of your character - and the (D)iversity Industry can not let that happen.
120124 Diversity Inc Diversity Dept Organization Webinar Takeaways

Diversity Thursday

So Phib, what is this Diversity Industry you are talking about?

Well, check out this no bid contract.

N4599709RCDV423
Notice Type: Presolicitation
Synopsis:
Added: Aug 20, 2009 11:17 am
FISC Norfolk Philadelphia Division intends to procure services in support of the mission of the MPTE Workforce Diversity Strategy Development and Implementation to identify, attract and retain the most talented and diverse workforce. Overall services will include executive consulting services to provide diversity focused strategic guidance, corporate best practices and civilian diversity influencer relationship development. The services to be provided will specifically entail eight (8) key elements. 1. Minority Flag Engagement Strategy. 2. Diversity Blue Chip Recruit Engagement Strategy. 3. Diversity Senior Advisory Group Consultant. 4. Task Force Life Work (TFLW) Strategy. 5. Outreach consulting. 6. Academia Diversity Engagement. 7. Navy Flag Officer/Senior Executive Seminar (NFOSES) Support. 8. Diversity Principle Statement/Strategy. This acquisition will be solicited on a sole source basis with Ted Childs LLC of Pound Ridge NY.

The Navy intends to solicit for a firm fixed price contract with an anticipated period of performance one year, will be negotiated. The NAICS code for this effort is 541618. The proposed action is to procure services for which the Government intends to solicit and negotiate with only Ted Childs LLC on a sole source basis pursuant to FAR 6-302-1. Ted Childs LLC is the most appropriate provider of these services as this organization has extensive knowledge of the Navy Flag Officer internal personnel systems, processes, philosophy, and needs as they relate to diversity goals, influencers, and objectives. THIS NOTICE OF INTENT IS NOT A REQUEST FOR COMPETITIVE PROPOSALS Numbered Note 22: The proposed contract action is for supplies or services for which the Government intends to solicit and negotiate with only one source under the authority of FAR 6.302-1. Interested persons may identify their interest and capability to respond to the requirement with a Technical Capability Statement. . This notice of intent is not a request for competitive proposals. However, all capability statements received within fifteen days after date of publication of this synopsis will be considered by the Government. A determination by the Government not to compete with this proposed contract based upon responses to this notice is solely within the discretion of the Government. Information received will normally be considered solely for the purpose of determining whether to conduct a competitive procurement.
Contracting Office Address:
N00189 FISC NORFOLK, PHILADELPHIA OFFICE 700 Robbins Avenue, Building 2B Philadelphia, PA
Place of Performance:
Chief of Navy Personnel, Diversity Directorate 2 Navy Annex, Room 1611, Washington , DC
20370
USA
Point of Contact(s):
Ena [redacted], Contract Specialist 215-697-[redacted] Brian [redacted], Contracting Officer 215-697-[redacted]

Good work if you can get it. Haliburton has nothing on this crew.

Here is the company's website. Chew on it awhile. Do you really think this is the only company in our nation's diversity industry - a guy only at this since '06 - that could perform this self-licking ice cream cone of a contract? Look at that thin resume.

And what, pray tell, are your tax dollars buying?

Ted’s Affiliations are reflected through a network of relationships that he defines as Ted’s Eco-System.

This system brings the best thinkers available to help his clients analyze / think / strategize / execute. This includes his relationships with the leaders of key constituency groups and national organizations --- your access to them and through our interaction with them, their access to what it takes to partner with the business community. These thinkers bring world class subject matter expertise in the following subject areas:

Employee Development - The Advancement of Women - Constituency Development: Asian; Black; Hispanic; Native American Indian; Gay, Lesbian, Bisexual; Transgender; and Women - Executive Strategic Global Advising Talent - Diverse Technical Talent - Minority / Women / Persons with a Disability Undergraduate Talent Employee Relations - Diversity Risk Management - Diversity Training - Faith - Multicultural Understanding - Life / Work Integration Assessment and Strategy Development External Focus - Business Related Civil Rights - The Marketplace - Supplier Diversity

Joy. A Navy at War.

---

On final note, on the "Experience" part of the website, this guy has an actually registered, registered with the circle-around-the-"R" registered, the following comment.

I don't care who you hate, you don't hate them more than you love money.

Great entering discussion point. I think it tells you more about the person saying it than the people he is saying it to.

Shame on the Navy. Our Sailors deserve better than this.

Diversity Thursday

Special election edition ...

DivThu mostly focuses on the Potempkin Kabuki Dance of Self Delusion that the Navy goes through to make the Diversity Bullies happy so they won't impact funding via their friends in Congress - but as 2010's election week comes to a close, there are some macro developments that need to be reviewed. I touched on them during the election-day posts, but let me extend the idea a little more. There is a Navy tie-in, but you have to read to the bottom to get to it.

Much of the moral argument for active discrimination on the basis of race, creed, color and national origin - which is what the Diversity Industry is all about - comes from a backwards looking mindset of grievance centered on some people's personal experiences 40 or more years ago. That and a numbers based sectarianism that only looks at end results instead of the larger reasons for things being as they are.

Logic has nothing to do with it, and any attempt to have a mature conversation about the reason you have fewer African-American males applying for officer programs may have to do with the significant difference in high school graduation rates than institutional racism are met with responses like this more than anything else.

There also has a fair bit of politics to do with it. Not all minorities, you see, are the same - some are worthy to the Diversity Bullies more than others. No one tracks Americans of Jewish or Vietnamese or Japanese DNA sources - and some even question if those from Cuba should be given the same preferential treatment as those from Puerto Rico - though both are mixed-race islands who happen to speak Spanish and are mostly of European stock not unlike southern France. Those discussions mostly take place on the Left. The home of Leftist politics is the Democrat Party. One way they have always tried to keep their voting blocks of little plantations of X-group and Y-group is by playing sectarian politics. Keep the "us-vs-them" attitude going.

That is why when the most loyal Democrat party group - Americans of sub-Saharan DNA sub-types - run on the Republican ticket, from Herman Cain to Michael Steele and others, the Democrats do all they can to destroy them. Most know what happened to Justice Thomas, but it happens in other ways all the time. You see, you can't get as much mileage calling Republicans racist if they have a "diverse" nature. Democrats have always done their best to keep the Republican politicians as white as possible. Ironic, but true.

The key is to keep parts of the most reliable Democrat voting blocks just that - blocks. The best way to do that is to keep them thinking in a sectarian mindset. That makes them easier to control and keep. You do that by at every step promoting sectarianism. The cheap way is to give them someone else to blame any and all problems they have, and to put yourself out there as their savior. You don't have to actually do anything helpful - just make the right sounds and keep pointing and yelling.

That business model has worked very well for a long time - but as of late it has required more and more effort to keep it going. Hence the logic disconnect between the reality of how the races work together in 2010, and the strange rhetoric coming from the Diversity Bullies that sounds more like 1970. When you combine that with an isolated leadership whose social construct with the general population was formed as young adults in .... 1970 .... and they have lived in a bubble ever since, then that helps explain a lot.

That is why I often say that we have a double problem in the Navy WRT Diversity - it has nothing to do with today's reality and it is highly political in its execution. That makes the cancer of its sectarianism even worse. If it made sense, you wouldn't have to force it. It doesn't fit, so you have to push and fudge in order to make it happen.

So, what does this ramble have to do with 2010's election? Well - we managed to undermine the Left's plantation walls a bit. There were over a dozen African-American Republicans who ran for national office on Tuesday, that is out of the 30 who ran in the primaries.

Out of that dozen, Scott of SC-1 and West of FL-22 won. Unlike some of the Gerrymandered "Districts of Patronage" set up around the country - these are not majority black districts. These are a great American jumble of people.

On the local level as well, you saw Republicans of all types win. A very good summary of them can be found here - along with an overall "minority-R" overview.

Two things make me the most happy. First and foremost, this reinforced by opinion of the inherent goodness and fairness of the American people - not just Republicans, but everyone. These people won in districts that were not designed around their ethnic group. They won on the basis of their ideas, not their race. As a matter of fact, they did not push race or ethnicity at all. Many of the "Hispanic" candidates refused to even bring it up at all - domestic PLAN SALAMANDER writ large.

That is the America I know. That is the Navy I want. That is what we deserve in 2010. Too many fought too long and climbed too many mountains of hate in the past to let us retrograde in 2010. Be judged by the content of your character, not the color of your skin or the sounds of the vowels in your name. That is where goodness and national unity will come from.

A lot more work needs to be done, but this election helps as it weakens the role of sectarianism in our political parties. All races and ethnic groups should be scattered through all parties - that way the discussion is on what works for all, not narrow-minded sectarian grasping for part of a bruised and scattered pie. Though entrenched and the Diversity Industry will not go down without a fight - the trend is in my direction towards a color-blind society. There will be bumps along the way, and institutions who have bought into sectarianism and discrimination - like our Navy - will be the last to make the move, but we'll get there.

Old habits - some based on good reasons long past - are hard to break. Emotion is a strong driver for many, but I am optimistic. This is good. This is right.

The Navy tie in is thus; by buying into the culture of sectarianism as pushed by the Diversity Industry, the Navy is involving itself in partisan politics and promoting division. Good luck defending that, because when you boil it down, that is what you are doing. Fairness and equality do not belong to any political party - do that and you are neutral. Engage and support the agenda of the Diversity Industry - which is overwhelmingly Leftist and Democrat - then you are engaging in politics; sectarian politics. Not a healthy place for the military to be, is it?

Next week I will return to a more focused view of the Navy's pursuit of all that is unclean in Diversity - but for now from both sides of the political aisle, we should all be happy. People don't have to be led or represented by someone who "looks like them." We have many more examples of good Americans just representing good Americans; as it should be.