A kills of businesses in the last year have backtracked on their “diversity, capital, and participation” activities. The most recent collapse occurred at McDonald’s and Meta, with advocate Robby Starbuck claiming responsibility for persuading Mickey D’s to leave DEI because diversity goals condemn businesses that aren’t sufficiently “diverse” and variety quotas discriminate against white candidates. According to the Los Angeles wildfire catastrophe, diverting funds to La causes can also lead to lower funding for vital services like firefighting.
These charges against La are true and provide sufficient evidence to put an end to their control over business America and the federal, state, and local governments. But as someone who just completed his company’s La training, I can tell you DEI is much, much worse than a program that, unfortunately, is prejudiced against white, men, and” cisgenders”. It is a disastrous, pernicious bad that, if not carefully expunged from National institutions, may destroy them and us.
Defines five key points for why DEI poses a threat to American society.
1. La Doesn’t Reduce Hostilities Between Groups, It Intensifies Them
Students in one of the La lessons at my employer enjoy a video clip of a group of people naming their respective identity groups. Actors identify themselves as dark, Latino, Asian, adult, gay, trans, crippled, and a multitude of other different categories. Finally is a straight, white man who strangely, almost regretfully, states,” I’m Scottish”. He is clearly no Scots; he is just a light, American man with some British ancestors who are thought to have lived in America for many generations. But he too had play his part in the DEI task, and, though he is evidently a wuss of a character, his work is to be the agent of a pale, heteronormative, patriarchal society that oppresses everyone else.
DEI insists that people should enjoy, but it also insists that they belong to racialist groups, either victim or victim. If you’re a racial or sexual majority — regardless of your money, job, or social status — you get to become a prey and enjoy all the social and professional advantages of alleged suffering. If you’re not, you must be the victimizer, which involves various kinds of self-loathing and public repentance to make amends for the crimes of your personality team, regardless of what you’ve really done or the amount of money in your bank account.  ,
A black, female DEI professional spoke about “advocates,” those white people who actively work with the DEI agenda but” can not help but step in it” by saying or doing the wrong things and needing constant coaching to overcome their biases and prejudices in another DEI lecture for my training. Is it any wonder that people who identify as victims are encouraged to find any reason, any reason in such a divisive system?
But it also encourages conflict and tensions between groups. Certainly, some weak-kneed, self-loathing, or brainwashed individuals will accept a social arrangement where they must constantly confess their sins. However, those with any self-respect will savor the patronizing, patronizing nature of DEI and rebel against being attacked because of some ( often contrived ) identity group to which they belong. As Glenn Loury has argued, this won’t end well.
2. DEI Is a Costly, Self-Licking Ice Cream Cone
Another DEI lecture for my work openly admits that putting DEI into practice will cost money. Companies and organizations must create and maintain their own DEI budgets, with separate DEI staff to create DEI programs, run seminars, host guest lecturers, advise leadership, and monitor progress on the implementation of DEI initiatives. To ensure everyone’s cooperation, these technocrats will advise management on including DEI in the professional promotion criteria.
DEI, my program explained, includes race, so-called gender, and sexuality, as well as “age, generation, religion, disability, neurodiversity, ethnicity, geography, experience, skillset, income, education, family status, and more”. Due to the incredible scope of criteria DEI can monitor, DEI will end up being a never-ending enterprise that uses up even more money and people. It is the ultimate self-licking ice cream cone. Ask Bud Light how that turned out for them, even though DEI supporters claim that it generates revenue.
3. Dei promotes its own culture, which is antithetical to American culture.
DEI supporters claim that DEI represents a “lasting culture shift.” However, we’re not talking about cloud-based models, which are analog to digital or with on-premises infrastructure. We’re talking about the adoption of an entirely different sociopolitical reality, with its own new language: cisgender, heteronormativity, microaggressions, intersectionality, allies, “women of color”,” co-conspirators” ( white males who encourage DEI), and” covering” ( hiding one’s true identity ). This is an entirely different, un-American model for human interactions, one based not on neutrality and equality before the law but on a complex hierarchical system of grievance.
American culture was founded upon principles of life, liberty, and the pursuit of happiness. It encouraged personal responsibility, individual virtue, and free labor. It freed us from the shackles of classism, enabling unprecedented social and economic mobility. DEI, in deed if not word, aims to reverse all of that. It is a system whose rewards are based on identitarianism and manufactured” systemic” grievances rather than on merit. It is a new caste system.
4. DEI Is Demonstrably Illogical and Incoherent
Given the acronym, DEI is supposed to be about diversity and inclusion. However, it is obviously not. In my DEI training, multiple lectures made a half-hearted attempt to address concerns that DEI is prejudicial against whites and conservatives. Yet it called criticisms of DEI “divisive” ( read: racist, homophobic, fascist ), and accused critics of being “jealous” and “resentful” . ,
DEI is very aggressive in its attempts to exclude those whose ideologies are in opposition to its conclusions. Anyone who, say, believes homosexuality or transgenderism is immoral, or refuses to use someone’s “preferred pronouns”, is someone to be cast out, not included. Anathema to those who refuse to acknowledge the systemic racism or patriarchal oppression of contemporary or historical America. DEI is the epitome of exclusion and groupthink.
5. DEI Doesn‘t Champion People, It Infantilizes Them
Finally, far from celebrating and empowering people, DEI actually engenders narcissism and delays their moral development. This is obvious because it encourages people to act as victims and should unfavorably lecture the unenlightened about their own shortcomings. For instance, my employer’s DEI training consistently stated that everyone needed to patiently listen to young people entering the workforce, show them special deference because of their creativity, and give them lots of positive reinforcement because young Americans struggle to be criticized. DEI fosters a society that coddles younger generations.
Australian philosopher David Stove points out in his book Scientific Irrationalism: Origins of a Postmodern Cult that you must combine and cover up ideas that will appeal to a wider audience if you want to recommend a system of thought to those who will find its blatant irrationalism as implausible. This is precisely what DEI does, by claiming it is simply about ensuring “equity” for everyone, that all voices are heard, and that everyone is respected and appreciated.
However, as I learned through my own professional DEI training, the goal is to undermine the very foundations of our nation. Not just individual businesses are required to jettison DEI. Our entire body must be politicized against it, in order for it to devour us.
Casey Chalk serves as the New Oxford Review’s editor and columnist as well as The Federalist’s senior contributor. He has a bachelor’s in history and master’s in teaching from the University of Virginia and a master’s in theology from Christendom College. The Persecuted: True Stories of Courageous Christians Living Their Faith in Muslim Countries is his book.
