By Commander Salamander, USN ret | CDR Salamander Substack
One of the fun things about our Diversity Thursday visits over the last two decades here and at the OG Blogspot Blog is that we’ve been able to follow the language change the cadres of division, sectarianism, and discrimination – AKA the diversity industry – have made both in our beloved Navy and society in general.
Watching how they’ve moved from collateral duties, to full-time, to entire three and two-digit N-codes and departments. If nothing else, I respect the hustle and long-march.
You can’t blame them, really.
Their cancerous desire to separate people based on immutable characteristics in order to have them fight with each other, nurse grievance, and stoke blood feuds across generations, well, it isn’t an easy sell for people who are generations past Jim Crow and all those nightmares.
If you’re too static, those who like to judge people as individuals, have children of all sorts of glorious ethnic mixes, and have all or most of their ancestors having come to our blessed republic well after we worked through our struggles for equality and modernity – might just notice that retrograde organization doing all they can to thwart progress.
The sectarian diversity industry can’t survive the light of day, the fresh air of open discussion, and they get nasty with the follow-on question.
First, they started with just, “Diversity” after “Equal Opportunity” became problematic for those who wanted “Equal Outcomes.”
Then, as that became too hard to defend, they squirted out some ink and made it “Diversity & Equity.”
A lot of people were confused, by design, to understand the difference between Equity and Equality, so that worked for a bit, until people figured that bait and switch out.
As that seemed not emotive enough and Caring™, it became, “Diversity, Equity, and Inclusion.” Ah, yes, that stuck for a few years and begat everyone’s buddy, “DEI.”
Then we noticed that, as usual, the left got bored and wanted even more syllables.
They also didn’t like having to explain why “Inclusion” did not seem to include everyone.
As more and more attention – and more and more innocent people suffering under their discriminatory policies – was brought to bear, this decade we’ve seen “A” for Accessibility (DEIA), and “B” for belonging (DEIAB) tacked on. Who could object to access and belonging?
Well, the game is up.
With the help of above-the-fold influencers like Chris Rufo and others, the winds have decisively changed in businesses and in some states in our union, by the act of law.
Still, a lot to do at the federal level, but every action causes a reaction.
There is too much money in jobs for otherwise unemployable people, and too much power to be found in division, so … your local Diversity Bullies/Commissars/Bigots … whatever best describes them in “your truth” – they know their brand is becoming toxic.
They need more friends and partners.
They need to get embedded in as many structures as possible. Make as many partners with fellow travelers or the like-minded in high-emotion/low-reason organizations as possible.
Like a parasite, they attach and feed off any welcoming body they can find purchase on.
A classic example can be found at the University of Virginia. For extra-bonus, we have a race-based “Affinity Group” taking point.
Dear FEAP Community,
I hope this email finds you well. As the Director of FEAP (Faculty and Employee Assistance Program), I am thrilled to extend an invitation to join us, in partnership with the UVA BFSERG (Black Faculty and Staff Employee Resource Group), for a transformative 1-mile walk dedicated to nurturing our mental health and fostering a culture of acceptance and support within our community.
At FEAP, we recognize the importance of recognizing Mental Health Awareness Month every May. This walk serves as a tangible expression of our commitment to breaking the stigma and building hope in our community. All members of our community are welcome to join us as we step forward together. Please mark your calendars and sign up. I look forward to walking alongside you and experiencing the power of community together.
Yours in Well-Being,
Beth [redacted]
Director, FEAP
Allison [redacted], MSW, LCSW
(She/Her/Hers)
I’m not sure who thought bringing in a race-based affinity group into what should be an all-inclusive awareness concern – mental health – was a good idea.
Whoever did should be given a little mid-term counseling.
That isn’t a good look from any angle…but that’s the diversity industry for you; always seeing themselves as the supported, not the supporting operation.
First published on CDR Salamander’s Substack covering Navy issues
Comment made on the article:
“This is on the pedestrian end of things. Every day at my work, I get an email with vital information. And one thing that gets in is a diversity flavor of the month nugget. Every day. I just skip over it, to be honest. I don’t think the Didn’t Earn It crew see it as a problem. I think my manager sees it as like Havel’s Greengrocer placing “Workers of the World, Unite!” in his shop window. Just a way to get along in the bureaucracy.”
(Reference: “The Power of the Powerless” – Vaclav Havel)
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