A DOD Official Exposes Intellectual Bankruptcy Of Diversity
Aug 14, 2021 21:36:13 GMT -5
Post by Honoria on Aug 14, 2021 21:36:13 GMT -5
August 14, 2021
A DOD Official Exposes The Intellectual Bankruptcy Of Diversity
By Claude M. McQuarrie III
It is rare that U.S. Department of Defense officials, blinded by their zealous pursuit of the latest variant of U.S. military diversity policy, reveal that policy’s intellectual vacuousness. Recent comments by the Navy’s top, uniformed personnel officer, however, did just that, exposing the Pentagon diversity policy’s intellectual bankruptcy and providing a focus for those who, following their commitment to the Constitution and the rule of law, genuinely believe America’s sons and daughters in uniform deserve the best leadership available.
On August 3, 2021, VADM John Nowell, Jr., Chief of Naval Personnel, made public comments arguing for reinstating the use of photographs in selection boards, justifying that position by saying that not using photographs is hurting “diversity.” He lamented that the Navy’s recent “data” (accumulated after the policy had been changed so it no longer included official photographs in personnel files the promotion boards used) show the new practice has hurt “diversity.” Rather than acknowledging that such evidence proves “diversity” policies undermine meritocracy in the military, Admiral Nowell’s further comments revealed the dishonest disregard for objective evidence and truth that pervades the pursuit of anti-white, racial discrimination in the name of “diversity” in our military.
He said, “It’s a meritocracy. We’re only going to pick the best of the best, but we’re very clear with our language … that we want them to consider diversity across all areas. Right?” “And therefore … I think having a clear picture on this just makes it easier. So, actually, our data show that it would support adding photos back in.”
Admiral Nowell also said, “I think we should consider reinstating photos in selection boards.” “We look at, for instance, the one-star board over the last five years, and we can show you where, as you look at diversity, it went down with photos removed.” (Emphasis added)
So, the Navy’s data show that when “color-blind” promotion boards do not use photos, they select the “best” – but that these results differ (fewer minority selectees, i.e., “diversity … went down”) compared to the selections (more minorities) when promotion boards do use photos that show candidates’ skin color (facilitating the use of racial preferences).
Continued at link
A DOD Official Exposes The Intellectual Bankruptcy Of Diversity
By Claude M. McQuarrie III
It is rare that U.S. Department of Defense officials, blinded by their zealous pursuit of the latest variant of U.S. military diversity policy, reveal that policy’s intellectual vacuousness. Recent comments by the Navy’s top, uniformed personnel officer, however, did just that, exposing the Pentagon diversity policy’s intellectual bankruptcy and providing a focus for those who, following their commitment to the Constitution and the rule of law, genuinely believe America’s sons and daughters in uniform deserve the best leadership available.
On August 3, 2021, VADM John Nowell, Jr., Chief of Naval Personnel, made public comments arguing for reinstating the use of photographs in selection boards, justifying that position by saying that not using photographs is hurting “diversity.” He lamented that the Navy’s recent “data” (accumulated after the policy had been changed so it no longer included official photographs in personnel files the promotion boards used) show the new practice has hurt “diversity.” Rather than acknowledging that such evidence proves “diversity” policies undermine meritocracy in the military, Admiral Nowell’s further comments revealed the dishonest disregard for objective evidence and truth that pervades the pursuit of anti-white, racial discrimination in the name of “diversity” in our military.
He said, “It’s a meritocracy. We’re only going to pick the best of the best, but we’re very clear with our language … that we want them to consider diversity across all areas. Right?” “And therefore … I think having a clear picture on this just makes it easier. So, actually, our data show that it would support adding photos back in.”
Admiral Nowell also said, “I think we should consider reinstating photos in selection boards.” “We look at, for instance, the one-star board over the last five years, and we can show you where, as you look at diversity, it went down with photos removed.” (Emphasis added)
So, the Navy’s data show that when “color-blind” promotion boards do not use photos, they select the “best” – but that these results differ (fewer minority selectees, i.e., “diversity … went down”) compared to the selections (more minorities) when promotion boards do use photos that show candidates’ skin color (facilitating the use of racial preferences).
Continued at link