Some more background on why Trump’s executive order rescinding affirmative action was so massive.
▪️The Civil Rights Act never defined discrimination. So when Johnson issued EO 11246 prohibiting discrimination among certain govt contractors, what did that mean? Not a whole lot at the time, but that quickly changed.
▪️At the time the Civil Rights Act was passed, discrimination was widely thought to be the purposeful exclusion (or inclusion) based on race. Over time, the courts and govt bureaucrats interpreted discrimination to mean disparate impact, which is how “woke” ideology snuck in and took over.
▪️No longer did discrimination have to do with an employer’s intent. Any hiring practices or decisions that appeared to benefit one group or disadvantage another was deemed discriminatory. After all, one key tenet in woke ideology is that if a minority group isn’t sufficiently represented it’s because of discrimination/racism.
▪️This is why IQ and other aptitude tests all but vanished in hiring. If your test ends up favoring one group over another, it was deemed discriminatory and illegal. Physical standards for women had to be lowered for jobs like police and fire fighters. Even literacy tests for teachers have been subject to civil rights lawsuits.
▪️If you’re thinking that no matter what a company does there will be disparate impact, you’re correct! The disparate impact standard meant that companies had to collect and obsess over race and gender data among their employees. If the numbers were “problematic” you needed a plan.
▪️Under this standard, virtually every company could be in violation of employment law, so what to do? Get an HR department, declare your company is committed to diversity, equity and inclusion, institute sensitivity training and hope the bureaucrats leave you alone.
▪️Ironically, when the Civil Rights Act was passed, there was much worry from legislators about disparate impact and reverse discrimination. The promoters of the bill went out of their way to promise reverse discrimination would never happen. The legacy of this is that any sort of explicit hiring quotas are forbidden.
▪️But it took less than a decade after its passage for disparate impact to become the standard and for the woke ideology to backdoor slowly become enmeshed in corporate hiring practices. While quotas are forbidden, so is hiring the wrong amount of certain races and genders.
▪️There are several steps needed to undo this, but rescinding Johnson’s EO is one of the most important. This, combined with the president encouraging companies to not practice DEI and eventually, the SCOTUS removing the disparate impact standard and clarifying the definition of discrimination in the CRA, will go a long way.
▪️When I saw this meme I instantly knew it was false. But was curious how the dazzling minds at Feminist News came to this conclusion. Turns out they actually linked to a news story in the comments, which quoted an FAA report saying, “one air traffic controller was doing the work normally assigned to two people”
▪️Feminist News misunderstood this to mean there was only one controller in the tower, which was most certainly not the case.
▪️Anyone familiar with aviation knows that controllers frequently take on multiple frequencies or jobs. Often clearance delivery will also be ground control, sometimes one controller will even handle everything; tower, ground and clearance, depending on workload. This is nothing new or remarkable, and it does NOT mean there’s only one person in the tower, certainly not in an airport like Reagan.
▪️Whether or not this was a factor in the accident remains to be seen. From this report it’s not even clear which controller they were ...
Most don’t realize that the core of DEI and much of the nonsense in every HR department can be traced back to this EO from the ‘70s. It seemed innocuous at the time, saying govt contractors couldn’t discriminate, but later interpretations broadened that to mean every govt contractor had to obsess over the race and gender of their employees to prove they weren’t “discriminating.”
Thus, they all had to keep records of their employee demographics, and show they were getting more “representative” of the overall population, which in practice meant affirmative action and race and gender quotas. If your company demographics didn’t improve, you’d be open to lawsuits and losing govt contracts. Ironically, the govt couldn’t explicitly mandate quotas, but this was a backdoor way of doing so.
While it only applied to govt contractors, the reality is 1/3 of Fortune 500 companies are considered govt contractors, as are 1/4 of all employees! Google is a govt contractor. Even if a ...
