Tag: equity

Federal DEI Officials Try To Disguise To Keep Their Jobs, But There’s Nowhere To Hide

The hunt begins.  On day one of his second term Donald Trump put the federal government’s weight behind the national push to end DEI programs by signing an executive order that would effectively dismantle them from all aspects of the federal government.

The executive action calls for the termination of DEI programs, mandates, policies, preferences and activities in the federal government along with the review and revision of existing federal employment practices, union contracts and training policies or programs. 

Agency, department and commission heads have 60 days to terminate to the maximum extent allowed by law all DEI, DEIA and “environmental justice” offices and positions, action plans, equity-related grants or contracts as well as end all DEI or DEIA performance requirements 

Perhaps not believing that this action would come so quickly or so aggressively, diversity offices seem to have been caught completely off guard and employees are now scrambling to figure out how they can still keep their government paycheck.  Federal DEI employees are reportedly “unclear” as to their status and do not know if they are being fired, or if they are being moved to a new position.

In all likelihood, they will be fired.

Some officials have decided to preempt their impending pink slip, choosing to rehire themselves under a new label in an attempt to hide the fact that they are DEI.  Others are trying to rename their entire department as something more innocuous, hoping to float under Trump’s radar.  However, these efforts are all in vain. 

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NASA ends DEI programs that ‘wasted taxpayers dollars and resulted in shameful discrimination’

NASA has ended its diversity, equity, inclusion and accessibility (DEI) programs after all federal agencies were directed to ‘terminate’ the initiatives.

Staff received an email Wednesday from acting administrator Janet Petro, which said the space agency is ‘taking steps to close all agency DEIA offices and end all DEIA-related contracts in accordance with President Trump’s executive orders.’

The order is titled ‘Ending Radical and Wasteful Government DEI Programs and Preferencing and Initial Rescissions of Harmful Executive Orders and Actions.’ 

NASA’s email admitted that ‘these programs divided Americans by race, wasted taxpayer dollars, and resulted in shameful discrimination.’

The space agency has spent at least $22.4 million annually on such programs.

DailyMail.com had uncovered millions of taxpayer dollars were dished out for DEI data analytics and to help the agency ’embark on a venture to incorporate and deeply engrain diversity, inclusion, equity and accessibility in the culture and business.’

Petro, who is the first woman to lead NASA as its acting administrator, also urged staff to report colleagues who have attempted to disguise DEI programs with coded language.

‘There will be no adverse consequences for timely reporting this information,’ the email reads. ‘However, failure to report this information within 10 days may result in adverse consequences.’

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Trump to end federal DEI programs: ‘Very fitting on MLK Day’

President Trump will issue an order ending federal “diversity, equity, and inclusion” programs on his first day in office Monday — with an aide calling it “very fitting on MLK Day.”

“It is ending radical and wasteful government DEI programs and preferencing,” an incoming White House official told reporters on a press call.

“It’s actually very fitting on MLK Day,” the official said.

“This order is meant to return to the promise and the hope that is captured by the civil rights champion — that one day all Americans can be treated on the basis of their character and not by the color of their skin.”

The executive order — one of dozens Trump is expected to sign immediately — will instruct senior officials in the White House Office of Management and Budget and the Office of Personnel Management to determine what programs need to be gutted.

“This order is meant to create equal treatment and end DEI inside the federal government,” the Trump aide said.

“It asks for OMB and OPM to coordinate with the various agencies to terminate all discriminatory programs in the agencies — so that is going to include illegal DEI mandates, policies, programs, preferences and activities.”

The order requests “a plan to dismantle the DEI bureaucracy,” the official said.

“This includes environmental justice programs, equity-related grants, equity action plans, equity initiatives, these types of things.”

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DEI Fellows and the Weird Wish Lists of Literary Gatekeepers

As big companies like Walmart shuffle their DEI initiatives out of view, others are holding fast and keeping them out front. Last week, Penguin Random House, one of the world’s biggest book publishers, posted a job listing for a “DEI Fellow.” The notice reads:

For a one-year role, the Penguin Random House DEI team seeks a Research and Partnerships Fellow. [sic] to work on our Latinx Voices project in collaboration with One World.

Relaunched in 2017, One World is home to award-winning and bestselling authors who are collectively leading the cultural conversation. Our authors include Ta-Nehisi Coates, Karla Cornejo Villavicencio, Trevor Noah, Cathy Park Hong, Bryan Stevenson, Nikole Hanna-Jones, and Victor LaValle.

Our ideal Fellow will be a passionate advocate for Latinx authors and readers, responsible for researching, and then building connections with, Latinx organizations, influencers, media, and audiences. You’ll report into the Associate Director, DEI and work closely with both the DEI and One World teams on the Latinx Voices project, an initiative focused on connecting the company, authors, and titles with Latinx audiences and better supporting the publication of Latinx authors. One World, relaunched in 2017, is home to award-winning and bestselling authors who are collectively leading the cultural conversation.

Among the essential requirements listed are a strong “knowledge of Latinx audiences and community” and “proficiency in Spanish.” That’s not a statement of racial preference in hiring, but it’s close enough. Worse still is the fact that resources will be committed toward only assisting authors who belong to a specific minority group. It is outright unfair to everyone else, and any author who benefits from this effort will never be able to state with confidence that they were elevated based on merit rather than group membership.

Penguin’s DEI Fellow job listing is just one example of how deep the DEI problem goes in the publishing industry.

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NYT & Bloomberg Bury Rutgers Study Showing DEI Makes People Hostile

Corporate media outlets have buried, downplayed, or otherwise shelved a new study which reveals that “diversity, equity, and inclusion” (DEI) policies cause people to become ‘hostile’ – essentially seeing racism where none exists.

The new study from the Network Contagion Research Institute (NCRI) and Rutgers University found that people exposed to DEI talking points about race, religion and gender form integroup hostility and authoritarian attitudes towards others.

“What we did was we took a lot of these ideas that were found to still be very prominent in a lot of these DEI lectures and interventions and training,” said NCRI Chief Science Officer Joel Finkelstein, a co-author of the study. “And we said, ‘Well, how is this going to affect people?’ What we found is that when people are exposed to this ideology, what happens is they become hostile without any indication that anything racist has happened.“

Researchers exposed 324 participants to two sets of reading material; a racially-neutral text about corn, or the writings of race-baiters Ibram X. Kendi or Robin DiAngelo. The participants were then exposed to a racially neutral scenario in which a student was rejected from college.

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Report finds cash-strapped NASA still spending MILLIONS on grants to DEI and “environmental justice” initiatives

Despite being severely underfunded, the National Aeronautics and Space Administration (NASA) still spent millions of taxpayer dollars on grants to initiatives that focus on “environmental justice” and diversity, equity and inclusion.

Records indicate that much of NASA’s $10 million grant spending went to universities to help them study environmental justice in urban areas as well as other places with high concentrations of racial minorities.

For instance, the agency approved $150,000 in funding to Columbia University so it could pair “earth observations and socioeconomic data” and enable students to do environmental justice work in New York City.

Another grant, this time worth $250,000, was paid out to Los Angeles as part of NASA’s Predictive Environmental Analytics and Community Engagement for Equity and Environmental Justice (PEACE) program.

To remedy its observation that “people of color often face higher exposure to air pollutants,” NASA’s PEACE program paid the city to provide pollution data to its residents in “a way that works across communities and cultural differences and specifically analyzes, engages and responds to needs for environmental justice.”

NASA has provided over $5 million for “environmental justice” grants since 2022, according to federal records.

“The environmental justice movement focuses on ensuring communities receive equitable protection from natural and human-induced environmental hazards,” NASA’s webpage on equity and environmental justice reads. “It embodies the principle that all communities should be heard and represented in decision making.”

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Managers Of New York Cannabis Social Equity Fund Earned $1.7 Million Despite Accusations Of Predatory Lending And Mission Failure

They haven’t come close to fulfilling Gov. Kathy Hochul’s (D) goal of helping 150 people victimized by the state’s old, racially biased drug laws enter the legal cannabis business—and some they have assisted fear their dispensary dreams are collapsing.

But the three managers of a public–private loan fund established to carry out the primary social mission of New York’s sweeping cannabis legalization program are doing just fine.

Records obtained by THE CITY show that they earned $1.7 million over the most recently tallied 12-month period and stand to make millions more in years to come, even though the New York Cannabis Social Equity Investment Fund has faced charges of predatory lending, secrecy and mission failure. By a conservative estimate computed by THE CITY, the managers’ longterm haul could easily come to $15 million over a decade.

The state selected the three managers, who operate under the almost identical name of Social Equity Impact Ventures, after a bidding process in June 2022: Bill Thompson, a former New York City comptroller and mayoral candidate; the former NBA star Chris Webber; and Lavetta Willis, a former sneaker entrepreneur based in Los Angeles.

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Mayo, Cleveland Clinic, And Other Major Hospital Systems Put White People At Back Of Treatment Lines

DEI is coming for your health care, and maybe even your health. In the name of “equity,” America’s top health care systems are now segregating or excluding some patients from life-saving programs based on race. These new programs mark a dangerous turn for American health care, where picking and choosing among preferred racial groups is the new standard of care.    

Take Cleveland Clinic, for instance. This world-class health care system runs a “Minority Men’s Health Center” and a “Minority Stroke Program” for addressing numerous medical conditions, including stroke, diabetes, and other stroke risk factors; men’s health conditions; and various mental health issues. These programs tout a range of benefits from disease prevention and treatment to specialized providers, transportation assistance, prescription assistance, support groups, and education events.

These are top-notch programs. But they’re “tailored” to minorities. For example, the Minority Stroke Program’s stated focus and goal is “preventing and treating stroke in racial and ethnic minorities.” And so minorities (and only minorities) are encouraged to reach out to the “Minority Stroke Program team” to set up an appointment.

While a recent challenge to these race-based programs apparently prompted Cleveland Clinic to quietly remove all traces of the Minority Men’s Health Center from its website, the clinic’s Minority Stroke Program appears to remain otherwise intact at this time.

Cleveland Clinic defends its racially distinctive stroke program by saying that it helps patients “who need it most” and that the programs are necessary to combat racial disparities. Black and Latino patients, for example, see worse stroke outcomes on average.

But if treating these racial disparities is a valid goal, then why not other disparities? Whites are more likely to suffer from Parkinson’s, macular degeneration, Type 1 diabetes, COPD, skin cancer, cystic fibrosis, osteoporosis, and MS, just to name a few. Should Cleveland Clinic open an MS clinic for white persons? Of course not.

The problem with such racial health equity models is that they use race as a proxy for legitimate health risks. A higher incidence of stroke in a given race does not necessarily mean that race itself is causing strokes. A leading study of racial disparities in stroke outcomes identifies various risk and potential factors: diabetes; hypertension; heart disease or other cardiovascular-related conditions; smoking; low socioeconomic status (such as education level); obesity or physical inactivity; inflammation; vascular factors; sleep apnea; and mental health. Race is not on the list.

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New York Senators Call For Investigation Of State’s Marijuana Social Equity Fund After Exposé Of ‘Predatory Deals’

Citing an investigation by THE CITY, two state senators have called for New York’s social equity cannabis fund to cease issuing loans to dispensary operators and for any “trapped in these predatory deals to be made whole.”

“What this story describes is not a social equity fund. We must get to the bottom of this,” State Sens. Liz Krueger (D-Manhattan) and Gustavo Rivera (D-The Bronx) asserted in a joint statement that pointed to the high interest rates and start-up costs highlighted in the article.

They called for an investigation by the state’s inspector general of the public–private fund, which was designed to finance a form of reparation for people whose lives had been disrupted by decades of racially discriminatory drug laws.

The governor’s office did not immediately respond to a request for comment. The office has repeatedly refused to answer detailed questions from THE CITY seeking greater clarity about the fund’s operations.

THE CITY’s investigation found that officials of the state’s Office of Cannabis Management, or OCM, had repeatedly warned the governor’s office for months about how the cannabis investment fund was being managed. They raised red flags about how dispensary operators were being loaded with steep costs and trapped in loans with strict terms that they believed were likely to lead to defaults. And OCM’s own counsel warned in an email that the licensees would likely default on their loans under the proposed terms.

The story was based on more than 500 internal agency emails, memos and presentations from July 2022 to July 2023 when the state was having trouble opening more than just a handful of dispensaries.

Calling the fund’s practices “unscrupulous,” the legislators said, “We must take action to redress these loan agreements.”

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Five and Dive—Low Expectations Plague The Air Force Academy

During their final year at the Air Force Academy (AFA), cadets choose the specific jobs they will be assigned while on active duty.  This crucial decision, made in the nascence of one’s career, has far reaching implications with regard to career advancement.  The Air Force Specialty Code (AFSC) links available jobs with an alphanumeric designation, and not surprisingly, pilot training represents the most popular AFSC for graduating cadets at the AFA.  But the second choice is astonishing for cadets who have received a four year education worth $416,000 at an institution that is tasked to train career Air Force officers.

The minimum commitment for an AFA education is five years of active duty service, and the AFSCs that obligate cadets for the least amount of payback time represent the second most popular job selections in the aggregate.  The act is known among cadets as “five and dive,” and it is borne of disillusionment and the realization that DEI entrenched military leadership, quota-based promotions, and falling standards are not what they signed up for. 

DEI’s nonsensical, unsupported claims that phenotype and sexual identity are indispensable components of superior military performance and the intimidating effect of DEI political officers embedded within the cadet wing breed cynicism and psychological fatigue. Recent undercover investigative reporting that exposes blatant corruption within Air Force DEI programs and an admission of DEI’s lack of benefit, affirms the negative view of DEI held by most cadets. If the real Air Force is at all similar to the academy experience, then why devote a career to an organization with priorities more in line with Cloward-Piven than the Constitution?

The AFA entices prospective cadets by falsely claiming that they will be challenged to the full extent of their abilities.  Those times are gone, and to revisit them, one must return to the academy’s early years.  The performative expectations of academy administrators and their political enablers have fallen precipitously—a disappointment for patriotic men and women, who do not expect, nor bargain for an Ivy League attitude at a U.S. military academy. 

The 4th class system at the AFA essentially no longer exists.  During basic summer training, upper class instructors cannot raise their voices, and safe spaces are available for those sensitive personalities bearing the brunt of criticism. Basic cadets are limited to performing three pushups if commanded by an upper classmen.  Summer training concludes with Hell Day, which lasts only hours, after which time members of the fourth class are allowed to function at ease for the remainder of their time at the academy.   Ask contemporary commanding officers to defend training that minimizes psychological and physical hardship, and they will respond in unison of their commitment to train “warfighters.” 

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