Quotas: According to the Obama Administration, the U.S. Air Force should be 51% female and 13% black because the general population is
Grab your ankles
warns
Benny Huang,
the Secretary of the Air Force is talking about diversity again.
Deborah Lee James, a career bureaucrat who has never worn the uniform
of any service, announced last week that she aims to remedy the
supposed problem of too many white men in positions of authority.
“America is a diverse population, and we don’t want to shut down
pieces of the population from which we can recruit,” said James. “We
want the best we can possibly get from all sectors.” Oh yeah? Well why
not just hire the best person for the job and let the chips land where
they may? She doesn’t say.
This most recent policy comes about a year and a half after Secretary
James announced another equally discriminatory “diversity” initiative.
In March of 2015, she unveiled her nine step plan
to diversify the Air Force, particularly its most glamorous career
fields such as pilots and air battle managers. One of her nine points
was to reduce height standards for pilots, thus making it easier for
women to qualify—as if height standards were arbitrary obstacles dreamed
up by sexist men to preserve their boys’ club.
A year and a half has passed and Secretary James is not satisfied
with the “progress” made thus far so more drastic measures will be
imposed. … Of course, that one “diverse candidate” has to be “qualified”—a
term that is highly malleable whenever race or sex is of paramount
importance.
It’s no wonder that the blurb on the cover of the Air Force Times
cover blared: “Minorities, Women, Now Have Edge in Key Positions.” Yes,
they do. In years past affirmative action proponents framed the issue in
terms of “leveling the playing field” but these days it’s all out in
the open—minorities and women have an “edge,” which is another way of
saying that they’re favored. It is literally impossible for favored
groups to exist without the existence of corresponding disfavored
groups. Don’t be fooled—this policy has real victims with names and
faces.
But the Rooney Rule alone isn’t discrimination, is it? After all, no
one is saying that the “diverse candidate” has to get the job. Well…not
exactly. While it may be true that the “diverse candidate” isn’t
guaranteed to get the job, commanders will now have to explain their
decision to a board which will consist of a certain proportion of women
and minorities. Commanders who care about their careers will take the
hint from on high—things like performance are no longer considered to be
as important as race and sex. Commanders are not under any explicit
mandate to select the “diverse candidate” but there is pressure to
discriminate against white men in order to meet “goals”—or what used to
be called quotas.
No one dares use the “Q” word anymore, at least not since the landmark 1978 court case of California v. Bakke. … Secretary James’s 2015 “diversity” initiative failed to reach some
critical mass of women and minorities in key positions so she resorted
to more drastic measures in her 2016 initiative. If she’s allowed to
stay on into the next Clinton Administration she will surely continue to
tighten the screws until she gets the numbers she wants. As long as she
has any number in mind—the “right” proportion of women and minorities
who should be in key positions—that’s a quota and it’s illegal.
… Secretary James’s lickspittle Chief of Staff, General David Goldfein,
is completely on board with the policy. If you listen closely, you can
hear him speak openly of quotas: “Having a diverse group of leaders,
having a diverse group of airmen that are representative of the nation,
that can come together and bring those diverse backgrounds and [ways
of] thinking, to provide creative solutions to some of these complex
challenges is as much a war-fighting imperative as it is about improving
our Air Force.” (Emphasis added).
When the general speaks of creating a force that is “representative
of the nation,” he is clearly implying that the program’s goal is to
adjust the demographics of the Air Force to match the demographics of
the country as a whole—or at least in regard to sensitive categories
such as race and sex. In other words, the Air Force should be 51% female
and 13% black because the general population is. Not only that, but
these proportions should remain constant across all ranks and throughout
all career fields—lower enlisted through general officers, cooks,
mechanics, pilots and navigators. Again, that’s a quota. Quotas are discriminatory even by the Supreme Court’s screwy logic—and they’re illegal.
General Goldfein’s comment about having airmen that are
“representative of the nation” is boilerplate diversity-speak that
echoes a thousand public officials before him. …
It’s possible that some discriminatory, quota-mongering bigots don’t
realize that they’re discriminatory, quota-mongering bigots. They just
think they’re good people who want to make everything fair. They would
never use—gasp!—quotas. But alas, they do. Quotas never lapsed into
disuse, not even after the Bakke decision which changed nothing except
maybe the way people employ language. People learned to speak of “goals”
rather than quotas, to talk about reforming institutions to “look like”
the general population, and to stress the importance of achieving
demographics that are “representative” of the community. These are all
coded language, red flags that illegal discrimination is being employed.
Watch out for phrases like these and call them out when you hear them.