So here we are again with DOGe talking like they are Pinky and the Brain and we are going to rip DEI out of the government and Save Money. Except for one thing, guys…it’s not going to be as easy as you *think* (if you actually do – don’t you have other people to do the thinking for you now?) it will be. It never is, or haven’t your businesses proved that over and over again?
Let’s rip out DEI and critical race theory and everything that’s woke and genderism and censor books to protect our children and have the Lord’s Prayer in schools and climate change is fake (hello California fires) and … *ahem* apologies, got a little carried away there. This particular conversation is about DEI in the government. For one thing, I just don’t understand why everybody is screaming about DEI. It does good things. I worked on a special project for DEI in my previous place of employment and had a fantastic time, not to mention learning a WHOLE LOT. What is the big deal with all of this that we have to go backward into the past Dark Ages instead of forward into the light?
So, DEI in government and it’s not as easy as it sounds. There are a few obvious departments, but there is a lot more to this. For one thing, a lot of it is parts of different divisions and embedded in there, as opposed to a specific place that could be shut down. Let’s see here, example…okay, President Biden expanded workplace protections to include a broader group of Americans. But it was done via executive orders and could easily be undone. Remove the Office of Equal Employment Opportunity at the Department of Health and Human Services. That one’s easy. So cut out the Office of Civil Rights and Equal Opportunity Policy at the Department of Defense. That one should *really* stay in place. But. Probably won’t. So, there we have 2 easy examples of ripping out DEI.
We’ve come to the point where what is and isn’t DEI is entirely subjective. Finding all of it would mean going to each agency individually and then trying to collect and figure based on those reports. There are no requirements for agencies to get and report that information. The potential DEI expenses are spread across the government and are not always obvious like the examples above.
“Supporters of government DEI programs worry about what this means for protections and opportunities for groups of people historically discriminated against. “It’s so important to always remember those three letters of the acronym and just realize what it actually is, which is about creating fair and equal opportunity for people, regardless of their identity and backgrounds,” says David Glasgow, executive director at the Meltzer Center for Diversity, Inclusion and Belonging at the NYU School of Law.”
So honestly, where do we go from here? Could DOGe just cherry-pick things here and there and say take your DEI out of your department or else? Will they force their viewpoints on the government? Will they be able to find anything specifically besides the departments listed above? I think there is one *small* ray of light in this. They are advisors and not an actual government entity. So, they can advise, and someone might use the information to force change, but they can only advise. Will this keep them busy enough to leave other things alone, or are they going to mess up the good things and leave the bad alone? Who knows. And I am uneasy about finding out.
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Elongated Muskrat and Vivek Rattysnotty are just throwing red meat to the base.
Most of the cost of implementing DEI in the workplace are up-front costs and have already been spent. How much do these fools think they will “save” by rolling it back?
I’m guessing that it will cost money to change back, and workers probably like the changes.
They just like going after DEI because they know how to spell it.