Darwin and diversity, equity, and inclusion (DEI).
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Diversity, Equity, and Inclusion (DEI) has become a mainstream topic, but what does it really mean for Americans? It seems like every institution, whether government or private, is jumping on the DEI bandwagon. With global organizations embracing the ESG agenda and the rise of “social credit scores,” DEI has become a crucial factor in global scoring schemes.
Undoubtedly, globalist pressures have accelerated the rapid adoption of DEI, infiltrating every aspect of society. But how will this social standard impact us individually and as a society? Should we unquestioningly accept the dominance of DEI?
To answer these questions, we need to delve into the meaning, roots, and goals of DEI. Only then can we make informed decisions about how to address DEI moving forward.
Let’s start by considering the dictionary definitions of DEI:
- Diversity: the inclusion of people of different races, cultures, etc., in a group or organization
- Equity: (1) freedom from bias or favoritism; (2) fairness or justice in the way people are treated
- Inclusion: the act or practice of including and accommodating historically excluded individuals based on race, gender, sexuality, or ability
At first glance, DEI seems to promise equal opportunity and fairness for all. However, the outcomes of DEI initiatives in workplaces, boardrooms, and global organizations have been far from stellar.
Headlines related to DEI reveal the disturbing reality behind these initiatives:
- “White people are not welcome in this space.” (Breitbart)
- “Coca-Cola diversity training tells employees, ‘Be less white.'” (Newsweek)
- “Being white” includes being “oppressive, arrogant, defensive, ignorant.” (Fremont News Messenger)
- “Democrat Chicago Mayor wants to eliminate homework and failing grades.” (Rumble)
- “DEI director fired because colleagues complained her diversity project was ‘unacceptable’ because it [didn’t take steps toward] ‘decentering whiteness.'” (The College Fix)
- “Liberal College Professor Placed on Leave … Suggesting it’s OK to Murder Conservative Speakers.” (Gateway Pundit)
- “New York City Teachers Union to Host Seminar on the ‘Harmful Effects of Whiteness.'”
These news reports from 2023 highlight how the implementation of DEI has resulted in unequal treatment, lack of respect, and exclusion. Every day, new examples emerge, confirming that DEI encourages unequal treatment in line with its ideas. But why do we tolerate and accept these outcomes?
Some view DEI as a means of seeking retribution for past unequal treatment. They believe that unequal treatment towards those who fit the profile of “oppressors/victimizers,” particularly whites, is justified payback for the historical mistreatment and abuse endured by blacks. Ironically, the loudest advocates of DEI initiatives have no issue with the individuals who perpetuated bigotry, racism, and inequality in the past.
History reveals the reasons why blacks were not treated as equals to whites. It took a century after the Civil War for Rev. Dr. Martin Luther King, Jr. to passionately assert that people should be judged by their character, not their skin color.
Severe anti-black animus persisted long after the end of slavery, and this can be traced back to certain views of “evolution.” Charles Darwin, the pioneer of the theory of evolution, played a significant role in perpetuating unequal treatment of blacks.
Darwin’s theories supported the notion that different human ethnicities evolved at different rates, with whites being considered “superior” and blacks still climbing the evolutionary ladder, thus deemed “subhuman.” This distorted perspective equated blacks with apes, gorillas, and savages.
In my book, “Woked Up!”, I expose Darwin’s motivations and how his theories fueled supremacy and racism. His ideas have been responsible for the disproportionate abuse and hindrance of black progress for over 150 years.
Understanding Darwin’s influence provides context for why blacks had to fight for justice and equality, culminating in Dr. King’s plea to focus on character rather than skin color.
It’s clear that skin color should not determine a person’s worth or rights. Yet, many lives were lost and much effort was expended to gain acceptance and equality. Darwin’s theories gave “scientific” support to the discriminatory treatment of blacks, undermining the idea that all humans are created equal.
Over time, through the Civil Rights Movement and Affirmative Action programs, progress was made in providing opportunities for blacks to advance socially and economically. Education played a crucial role in disproving the old discriminatory mindset and claims of black inferiority.
However, some argue that despite progress, it is still not enough. They claim that the underrepresentation of certain groups in proportion to their population confirms ongoing racism and inequality. They demand immediate promotion and placement into corporate hierarchies based on race and gender, regardless of skills or merit. This demand falls under the term “seeking equity.”
Advocates for DEI initiatives argue that unequal outcomes in workplaces are evidence of purposeful racism, and therefore, diversity, equity, and inclusion programs are necessary to achieve equal outcomes. However, this view undermines the principles of free markets and capitalism, which prioritize competence and merit in hiring and promotion.
Instead of perpetuating racist mindsets, we should recognize that all individuals are created equal and deserve equal dignity and worth. Equal opportunity for education, such as through school choice programs, should be demanded to level the playing field from early childhood.
Those who embrace DEI but reject school choice programs that provide equal education opportunities for all should be seen as hypocrites.
When we examine the accurate history in the context of current DEI agendas and outcomes, it becomes clear that DEI is a duplicitous and harmful approach to achieving fairness and justice for all, regardless of race.
How can we address the legitimate concerns regarding diversity, equity, and inclusion while avoiding the potential pitfalls of DEI
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These examples highlight the potential pitfalls of DEI initiatives, such as exclusion, reverse discrimination, and the stifling of free expression. While the intentions behind DEI may be noble, the execution has left much to be desired. Furthermore, the ideological foundations of DEI raise valid concerns. The framework that underpins DEI often relies on critical theory, which seeks to dismantle established systems and power structures. Although the theory has its merits in challenging existing inequalities, it also has the potential to create new divisions and perpetuate a victimhood mentality. It is crucial to foster an environment where diversity of thought and opinions can truly flourish. This means embracing a wide range of perspectives, even those that may challenge the status quo. However, DEI initiatives often prioritize certain narratives over others, contributing to an environment where dissenting viewpoints are silenced. So, what is the alternative? How can we address the legitimate concerns regarding diversity, equity, and inclusion while avoiding the pitfalls of DEI? Perhaps it starts with reevaluating the foundations of DEI and moving toward a more holistic approach that recognizes and celebrates human individuality without perpetuating division. Instead of fixating on immutable characteristics such as race or gender, we could prioritize individual merits, accomplishments, and character. This alternative approach should aim to create an inclusive society that values diverse perspectives and encourages open dialogue. It should foster an environment where everyone feels respected and welcomed while promoting equal opportunity based on merit. Although the path forward may be challenging, it is essential to critically analyze and discuss the implications of DEI. By doing so, we can ensure that our pursuit of diversity, equity, and inclusion aligns with our values and contributes to a more united and prosperous society.
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