The cases involving DEI as a criterion for admission in the service academies must be allowed to go forward to get a firm Supreme Court ruling on this issue.
I completely agree with the need for writing and passing laws in this regard. I hope that the White House will strike while the iron is still hot, while the momentum is still headed that way.
We have EEOC for a reason, yet it has become the fashion to discriminate specifically against 2 groups. White persons, and men.
This cannot be how we man up. We need qualified people, and I believe we are at a point in history where we CAN find entry level candidates in many groups. I still believe we can also develop the talent we have through mentoring. The government can remain a model for diversity in action without sacrificing merit. We must ensure, however, that we never exclude people because of race or other protected status. Discrimination is against the law. Unfair bias toward a candidate on the basis of protected status is also discrimination.
We need to focus on THE MISSION and the work. May the best candidates be selected by objective criteria…not “vibes”.
That also works two ways. My son was told by a USN Canvasser that accession as an
O-2 was possible not because of his degree, but because he is black. He was not impressed by that. Now at 27 he's looking at a direct commission into the USAF(R) as a O-4, possibly O-5. And that's not because of color, but the degree.
Merit is the mark, under-represented groups is just a bonus. But the message must be all welcome, meet the requirements and performance must dictate advancement, not immutable characteristics.
I was a female ET3 in the Navy. I came with a 2 year degree on my way to finishing my bachelor’s. I blew the lid off the ASVAB, my recruiter was accused of helping me cheat. So I re-exam’d and repeated the feat on a harder version. A perfect score on an exam with one elimination question, to max out at 99. I was a unicorn. Exceptionally well qualified, and WANTED to electronics training the Navy was trying to recruit women into…because they were expanding women’s billets at sea.
I graduated at the top of my original class, but had a setback for medical, and had to take second by a few 100ths of a point in average. It was the highest ETA score for a female at that time. I got to the fleet after C school, also a top grad there.
I got to the fleet and I spent the rest of my Navy career being viewed with suspicion because I was a female ET. Everyone assumed I was incompetent until proven otherwise…why? Because the Navy LOWERED STANDARDS AND PASSED WOMEN WITH LOWER SCORES THAN MEN. Women who should have washed out were given more support and protection to reach the minimum passing standard.
Every day, I had to prove myself. It got old. It was discouraging and disappointing. The real opportunities never came. I was written off before I really got started. So, I focused on my personal life, married, started my family and LEFT. I got tired of the “baby wasn’t issued on your seabag” comments. No, that is true. But you need to go tell that 19 year old first enlistment no education, lower ranked guy that. Guess its ok for him to have a wife and kids while on shore duty, but not me? I got my crow in 18 months…and I was 26. Sooooo….
I have seen this “diversity” thing before. The sword cuts both ways. The MCPON was not thrilled to hear that the Navy paid a MALE ET3 $28K to leave the AD Navy and go to inactive reserve. I was denied that same opportunity…because I was female! He had an extra C school and owed more time to the Navy than I did.
I stood up in a Commanders Call when he visited and asked how that was fair? The Navy was manning up on discriminatory basis based on berthing billets, not skills or training, due to sex/gender.
I agreed with him that we need more women in the fleet to balance sea/shore rotations, but we don’t shove our best out the door to accomplish that or pay them to leave. ET3 was overmanned, by males, undermanned by females. Advancement for all was hindered by no room to advance to ET2 or ET1, unless command capped, regardless of gender. We needed to find a way to fill billets without constantly butting up against berthing capacity…that we were losing talent and training needlessly, but if you are paying to slim the ranks, let that be done genders neutral. I will take that option if you pay me to leave, because I am not wanted here, not allowed to do my job, yet I am needed, but only because I am female and I check a box for a detailer. I wanted to leave the Navy because the sea shore manning issue had created an untenable situation for my family. We followed the rules yet were left with no options but to leave…you see the Navy’s plan doesn’t just eliminate unfairness to male sailors for sea shore rotation. It created a new problem! “ Master Chief, the sword swings both ways and it catches everything and everyone in its path. Let me explain…”
My husband was on medical orders, but his detailer needed a male HT3 for some destroyer in Pensacola, due to deploy. She wouldn’t acknowledge his med hold at Jacksonville. i had orders to got to a sub tender in Norfolk. But, my detailer TOLD ME, the USS EISENHOWER was detailing for ET’s and 432 female billets. He expected my orders would CHANGE in the last 30 days. He told me to EXPECT to go to the carrier and prepare to deploy ASAP. He was honest with me.
OMG. Heads rolled! The Captain, the Command Career Counselor, the base and group commanders got ears bent when he was done. I got peppered with lots of questions. And all they could see was that I was a highly qualified ET, a 4.0 sailor, with a family to care for…I had done everything I was asked to be co-located with my AD spouse, and his detailer was determined to send him to a sea billet, break his shore rotation, and send me to sea also…to leave our children without parents in PEACETIME. The Navy doing it’s damndest to torpedo everything I had worked so hard for.
How the story ended:
The Navy was forced to abandon his orders to sea.
The NAS JAX med board concluded my husband could not remain in service due to failed surgery on one knee and onset of problems with the other. Out-30 percent permanent disability. BUT, they slow rolled his board.
I would have had to deploy, leaving two very young children with him, while he was son crutches, pending another surgery. Hey…we DID NOT have family to fall back on to help us. We had been “the helpers”.
So after numerous requests to be allowed to remain on shore, transfer to active reserves as a trainer( I was qualified) were denied…my last hope was the MCPON at Commander’s Call.
I was left with informing the Navy the I could not deploy ( despite wanting to) at this time, and that we had no alternative options for the care of our children unless I could be stationed on shore for atleast 18 months, because my husband was not going to be able to do that alone and we couldn’t afford a nanny either. The answer was no, so my request to be released from service followed.
That was 1994. I can see that we still are re-learning these lessons. We still need to find a way to address berthing issues and billeting and have flexibility. The rack I sleep in and the head I use shouldn’t dictate my career.
The situation is even worse at MSC where there are few shore billets. I know that’s not much consolation. Anyway thank you and your husband for your service.
Regrettably the issues you discussed haven't changed and even couples where just one person is the service member many leave the service after the first term due to some fatal combination of PRD and the detailers.
As far as your experiences as a woman, I also saw it and treated the women sailors in my workcenters as even handedly as possible.
On a personal note, I married at the 10 year mark and we decided to hold off on kids until my last tour before retirement. Thus we are literally almost old enough to be their grandparents.
And that is a great choice for men to be able to make. An almost impossible one for women who are looking at exiting the military Age 38 plus. I cannot tell you how many woman I saw struggle with infertility after age 32. My own peers at 26 were starting to have issues with getting pregnant and staying pregnant after so many years on birth control…and it was female spouses too.
Here is where some women need to acknowledge that our best childbearing opportunities are in mid 20’s. Career military may have problems with having a family. My own ETC had 3 children immediately after each other on shore in a race against time. Her husband was also an ETSC and she was amazing…but wow 3 in 3 .5 years and 2 c-sections. Wow…ouch. They were financially established, career stable, and had the means to hire help and family to back them up. God bless them!
I hope all goes well for you in your late start family and congratulations on making it to retirement. That seems to be quite feat anymore with all the political landmines laid.
The best way to focus on the mission and the work is to eliminate diversity metrics entirely as these metrics inherently sacrifice merit by consuming resources best used elsewhere..
The only diversity we need to really acknowledge is true biological differences between men and women. And we need to dispense with women in sailor whites and bring back the fitted poly whites
CDR SALAMANDER to your point about codifying the end of DEI into Law, getting after our Federal Reps and members of the 100 Club aka US Senate seems key. The Civil Rights Act of 1964 certainly was clear at the time and is for sure a good place to start or finish in terms of making sure DIE goes the way of the quail sooner than later. It ought to go further, in the sense that all the flag officers of every branch of our military that supported this nonsense (and there is ample evidence in the guise of senior officer written promulgation of these practices) need to be retired. If you supported General/Admiral so and so, you are part of the problem. Go find a nice warm chair at a university of your choice and practice DIE, but we have no room for it in our military. Period. I can get you the three primary colors in extra big Crayola Crayon and a clean sheet of copy paper to explain it to you further if I am clear. Something that strong needs to happen to flush this crap out of the DOD system.
"Recruitment, admissions, and selections where race is used as a factor or where arbitrary 'goals' must be met need to be discontinued." <---I didn't see "promotions" specifically mentioned anywhere. That needs to be fixed.
And, to be clear, no one - NO ONE - but Trump would have done this.
I lived my entire career with seeing the consequences to our Navy of 'the envelope' in selection boards. Generations of 'leaders' silently going along to get along with it.
He may have faults but, for this, God bless President Trump.
I can remember working the Selection Boards when I was a Detailer in DC during Clinton’s tenure. The racial and gender quotas were alive and well. I seem to recall the Board members had to have a darn good reason for not meeting their quotas. Lack of available candidates was not a viable excuse.
I was an assistant recorder and saw firsthand how a female captain browbeat the president of the board into promoting an undistinguished woman to captain.
Strikes me the Army's recently-met recruitment goals have feet of clay. I understand this goal was met most recently by one of the two genders: females. But the word is getting around amongst them: they are initially sent to infantry - a person who knows continually updates me - with a promise that they can promptly, after basic, transfer to a specialty of their choice. That is an administrative lie - a holdover from Milley-mess. The recruits' "Tissy-Mae" is on that line and the smarmy's got 'em now, so let-em howl. Likely, after the big-butts are winnowed in basic, all this will be revealed as a phantom circus anyway. And, with all this lowering of IQ concurrent with a rise in aviordupois around the middle - regardless of gender - and lowering of testosterone, robot AI storm troopers probably won't fill the gap timely. All that run-off of unaborbed birth control pills over decades - pissed off into the water table - donediddit. Fiddle-de-dee.
Word smithing for the win. You have to wonder how many of our Congress critters and DEI types even know the word aviordupois. Pound for pound, I'd bet very few.
I'll take the W and bask in it, but won't take a victory lap until the corpse of DEI does that "ashes to ashes, dust to dust" thing and is fully composted in its shallow grave and the stink is gone. Keep that garlic, Holy Water, wolfsbane and those sharpened wooden stakes at the ready. The only lap I'd take would be to both bridge wings and the fantail with some black coffee and a pep talk for the lookouts. Eternal vigilance.
It’s been 3 days. Where’s the ALNAV? Anything from the CJCS? Or will the Service Chiefs orchestrate some sort of formal “study” to adapt DEI under the guise of EO? In my old-school book, orders are orders. The President said very clearly “Sink DEI”. When Churchill said “Sink the Bismarck”, the Fleet immediately set to sea and got it done. So what’s the hold up, Big Navy?
Senior Leadership that fails to obey the President's order immediately must be fired. Rinse & Repeat as often as needed. Problem solved and lessons taught, hopefully lessons taken to heart.
Sal...I have been anxiously awaiting your post on this subject the past two days. There is so much goodness and details in this executive memo that it's almost as if the front porch drafted it. In bright letters, effective November 5, RIF not reassign (remove not treat the cancer), and get rid of the contractors too. And a memo to direct employees to identify the rats that have already tried and will try in the future to get around this to save their useless careers. This is so good!!!
I look forward to the day when no one will ever have to hear these words as I once did:
“The last thing this Navy needs is another balding white middle-aged male officer.. ~Career discussion with an unnamed senior officer from the LDO/CWO OCM, early 1990s.
“You were ranked against your peers based on my diversity agenda for my Wardroom. Your performance has nothing to do with this!” ~ Fitrep discussion with a former unnamed CO, USS (redacted), late 1990s.
“Wow, you really are a large and imposing male. You need to check your white privilege at the door!” ~ Quote from the Director of HR as I entered her (his) office at a large defense corporation based in New England, 2009.
First you root it out, by hook or by crook. The sheer disruption to the praxis folks is, by itself, well worth the effort, and as you're destroying them, you'll be building a constituency for meritocracy and a legion of "clean" hires who will be loath to allow the return of DEI in any way, shape, or form.
The point is to get what you can when and while you can. Pinning future action on the willingness of your (political) enemies to indulge and allow you is foolish and never works to your advantage. Strike first, strike hard, keep striking.
What is sad is these midshipmen are denied the opportunity to read great nautical books by Melville Conrad Dana Wouk etc. The PC staff is shortchanging the students.
The cases involving DEI as a criterion for admission in the service academies must be allowed to go forward to get a firm Supreme Court ruling on this issue.
https://harvardlawreview.org/blog/2025/01/anchors-astray-why-the-service-academy-exception-is-wrong/
No, it does not have to continue. The ruling allows it if leadership thinks it is.
USNA among the others should be crushed if they fight this.
Of everything we insist on privatizing, I'd privatize the service academies first.
I completely agree with the need for writing and passing laws in this regard. I hope that the White House will strike while the iron is still hot, while the momentum is still headed that way.
Good riddance to bad rubbish.
DEI taken to tea on day one!
We have EEOC for a reason, yet it has become the fashion to discriminate specifically against 2 groups. White persons, and men.
This cannot be how we man up. We need qualified people, and I believe we are at a point in history where we CAN find entry level candidates in many groups. I still believe we can also develop the talent we have through mentoring. The government can remain a model for diversity in action without sacrificing merit. We must ensure, however, that we never exclude people because of race or other protected status. Discrimination is against the law. Unfair bias toward a candidate on the basis of protected status is also discrimination.
We need to focus on THE MISSION and the work. May the best candidates be selected by objective criteria…not “vibes”.
That also works two ways. My son was told by a USN Canvasser that accession as an
O-2 was possible not because of his degree, but because he is black. He was not impressed by that. Now at 27 he's looking at a direct commission into the USAF(R) as a O-4, possibly O-5. And that's not because of color, but the degree.
Merit is the mark, under-represented groups is just a bonus. But the message must be all welcome, meet the requirements and performance must dictate advancement, not immutable characteristics.
I was a female ET3 in the Navy. I came with a 2 year degree on my way to finishing my bachelor’s. I blew the lid off the ASVAB, my recruiter was accused of helping me cheat. So I re-exam’d and repeated the feat on a harder version. A perfect score on an exam with one elimination question, to max out at 99. I was a unicorn. Exceptionally well qualified, and WANTED to electronics training the Navy was trying to recruit women into…because they were expanding women’s billets at sea.
I graduated at the top of my original class, but had a setback for medical, and had to take second by a few 100ths of a point in average. It was the highest ETA score for a female at that time. I got to the fleet after C school, also a top grad there.
I got to the fleet and I spent the rest of my Navy career being viewed with suspicion because I was a female ET. Everyone assumed I was incompetent until proven otherwise…why? Because the Navy LOWERED STANDARDS AND PASSED WOMEN WITH LOWER SCORES THAN MEN. Women who should have washed out were given more support and protection to reach the minimum passing standard.
Every day, I had to prove myself. It got old. It was discouraging and disappointing. The real opportunities never came. I was written off before I really got started. So, I focused on my personal life, married, started my family and LEFT. I got tired of the “baby wasn’t issued on your seabag” comments. No, that is true. But you need to go tell that 19 year old first enlistment no education, lower ranked guy that. Guess its ok for him to have a wife and kids while on shore duty, but not me? I got my crow in 18 months…and I was 26. Sooooo….
I have seen this “diversity” thing before. The sword cuts both ways. The MCPON was not thrilled to hear that the Navy paid a MALE ET3 $28K to leave the AD Navy and go to inactive reserve. I was denied that same opportunity…because I was female! He had an extra C school and owed more time to the Navy than I did.
I stood up in a Commanders Call when he visited and asked how that was fair? The Navy was manning up on discriminatory basis based on berthing billets, not skills or training, due to sex/gender.
I agreed with him that we need more women in the fleet to balance sea/shore rotations, but we don’t shove our best out the door to accomplish that or pay them to leave. ET3 was overmanned, by males, undermanned by females. Advancement for all was hindered by no room to advance to ET2 or ET1, unless command capped, regardless of gender. We needed to find a way to fill billets without constantly butting up against berthing capacity…that we were losing talent and training needlessly, but if you are paying to slim the ranks, let that be done genders neutral. I will take that option if you pay me to leave, because I am not wanted here, not allowed to do my job, yet I am needed, but only because I am female and I check a box for a detailer. I wanted to leave the Navy because the sea shore manning issue had created an untenable situation for my family. We followed the rules yet were left with no options but to leave…you see the Navy’s plan doesn’t just eliminate unfairness to male sailors for sea shore rotation. It created a new problem! “ Master Chief, the sword swings both ways and it catches everything and everyone in its path. Let me explain…”
My husband was on medical orders, but his detailer needed a male HT3 for some destroyer in Pensacola, due to deploy. She wouldn’t acknowledge his med hold at Jacksonville. i had orders to got to a sub tender in Norfolk. But, my detailer TOLD ME, the USS EISENHOWER was detailing for ET’s and 432 female billets. He expected my orders would CHANGE in the last 30 days. He told me to EXPECT to go to the carrier and prepare to deploy ASAP. He was honest with me.
OMG. Heads rolled! The Captain, the Command Career Counselor, the base and group commanders got ears bent when he was done. I got peppered with lots of questions. And all they could see was that I was a highly qualified ET, a 4.0 sailor, with a family to care for…I had done everything I was asked to be co-located with my AD spouse, and his detailer was determined to send him to a sea billet, break his shore rotation, and send me to sea also…to leave our children without parents in PEACETIME. The Navy doing it’s damndest to torpedo everything I had worked so hard for.
How the story ended:
The Navy was forced to abandon his orders to sea.
The NAS JAX med board concluded my husband could not remain in service due to failed surgery on one knee and onset of problems with the other. Out-30 percent permanent disability. BUT, they slow rolled his board.
I would have had to deploy, leaving two very young children with him, while he was son crutches, pending another surgery. Hey…we DID NOT have family to fall back on to help us. We had been “the helpers”.
So after numerous requests to be allowed to remain on shore, transfer to active reserves as a trainer( I was qualified) were denied…my last hope was the MCPON at Commander’s Call.
I was left with informing the Navy the I could not deploy ( despite wanting to) at this time, and that we had no alternative options for the care of our children unless I could be stationed on shore for atleast 18 months, because my husband was not going to be able to do that alone and we couldn’t afford a nanny either. The answer was no, so my request to be released from service followed.
That was 1994. I can see that we still are re-learning these lessons. We still need to find a way to address berthing issues and billeting and have flexibility. The rack I sleep in and the head I use shouldn’t dictate my career.
The situation is even worse at MSC where there are few shore billets. I know that’s not much consolation. Anyway thank you and your husband for your service.
You are welcome. Federal service continues…for now.
Regrettably the issues you discussed haven't changed and even couples where just one person is the service member many leave the service after the first term due to some fatal combination of PRD and the detailers.
As far as your experiences as a woman, I also saw it and treated the women sailors in my workcenters as even handedly as possible.
On a personal note, I married at the 10 year mark and we decided to hold off on kids until my last tour before retirement. Thus we are literally almost old enough to be their grandparents.
And that is a great choice for men to be able to make. An almost impossible one for women who are looking at exiting the military Age 38 plus. I cannot tell you how many woman I saw struggle with infertility after age 32. My own peers at 26 were starting to have issues with getting pregnant and staying pregnant after so many years on birth control…and it was female spouses too.
Here is where some women need to acknowledge that our best childbearing opportunities are in mid 20’s. Career military may have problems with having a family. My own ETC had 3 children immediately after each other on shore in a race against time. Her husband was also an ETSC and she was amazing…but wow 3 in 3 .5 years and 2 c-sections. Wow…ouch. They were financially established, career stable, and had the means to hire help and family to back them up. God bless them!
I hope all goes well for you in your late start family and congratulations on making it to retirement. That seems to be quite feat anymore with all the political landmines laid.
The best way to focus on the mission and the work is to eliminate diversity metrics entirely as these metrics inherently sacrifice merit by consuming resources best used elsewhere..
The only diversity we need to really acknowledge is true biological differences between men and women. And we need to dispense with women in sailor whites and bring back the fitted poly whites
CDR SALAMANDER to your point about codifying the end of DEI into Law, getting after our Federal Reps and members of the 100 Club aka US Senate seems key. The Civil Rights Act of 1964 certainly was clear at the time and is for sure a good place to start or finish in terms of making sure DIE goes the way of the quail sooner than later. It ought to go further, in the sense that all the flag officers of every branch of our military that supported this nonsense (and there is ample evidence in the guise of senior officer written promulgation of these practices) need to be retired. If you supported General/Admiral so and so, you are part of the problem. Go find a nice warm chair at a university of your choice and practice DIE, but we have no room for it in our military. Period. I can get you the three primary colors in extra big Crayola Crayon and a clean sheet of copy paper to explain it to you further if I am clear. Something that strong needs to happen to flush this crap out of the DOD system.
A SCOTUS ruling repealing Griggs/Duke Power could be even more effective.
"Recruitment, admissions, and selections where race is used as a factor or where arbitrary 'goals' must be met need to be discontinued." <---I didn't see "promotions" specifically mentioned anywhere. That needs to be fixed.
bravo cdr, proud of your nation
And, to be clear, no one - NO ONE - but Trump would have done this.
I lived my entire career with seeing the consequences to our Navy of 'the envelope' in selection boards. Generations of 'leaders' silently going along to get along with it.
He may have faults but, for this, God bless President Trump.
I can remember working the Selection Boards when I was a Detailer in DC during Clinton’s tenure. The racial and gender quotas were alive and well. I seem to recall the Board members had to have a darn good reason for not meeting their quotas. Lack of available candidates was not a viable excuse.
I was an assistant recorder and saw firsthand how a female captain browbeat the president of the board into promoting an undistinguished woman to captain.
Well said!
Strikes me the Army's recently-met recruitment goals have feet of clay. I understand this goal was met most recently by one of the two genders: females. But the word is getting around amongst them: they are initially sent to infantry - a person who knows continually updates me - with a promise that they can promptly, after basic, transfer to a specialty of their choice. That is an administrative lie - a holdover from Milley-mess. The recruits' "Tissy-Mae" is on that line and the smarmy's got 'em now, so let-em howl. Likely, after the big-butts are winnowed in basic, all this will be revealed as a phantom circus anyway. And, with all this lowering of IQ concurrent with a rise in aviordupois around the middle - regardless of gender - and lowering of testosterone, robot AI storm troopers probably won't fill the gap timely. All that run-off of unaborbed birth control pills over decades - pissed off into the water table - donediddit. Fiddle-de-dee.
Word smithing for the win. You have to wonder how many of our Congress critters and DEI types even know the word aviordupois. Pound for pound, I'd bet very few.
LOL I agree. His comment was a joy to read.
I'll take the W and bask in it, but won't take a victory lap until the corpse of DEI does that "ashes to ashes, dust to dust" thing and is fully composted in its shallow grave and the stink is gone. Keep that garlic, Holy Water, wolfsbane and those sharpened wooden stakes at the ready. The only lap I'd take would be to both bridge wings and the fantail with some black coffee and a pep talk for the lookouts. Eternal vigilance.
It’s been 3 days. Where’s the ALNAV? Anything from the CJCS? Or will the Service Chiefs orchestrate some sort of formal “study” to adapt DEI under the guise of EO? In my old-school book, orders are orders. The President said very clearly “Sink DEI”. When Churchill said “Sink the Bismarck”, the Fleet immediately set to sea and got it done. So what’s the hold up, Big Navy?
I believe I heard something brewing at the Coast Guard...
That’s a pretty clear message President Trump means business!
https://www.cnn.com/2025/01/21/politics/trump-admin-removes-coast-guard-leader/index.html
Senior Leadership that fails to obey the President's order immediately must be fired. Rinse & Repeat as often as needed. Problem solved and lessons taught, hopefully lessons taken to heart.
I heard NSA was trying to hide their DEI peeps, and saw another group get caught doing so. Fire the leaders immediately. Message will be heard.
Sal...I have been anxiously awaiting your post on this subject the past two days. There is so much goodness and details in this executive memo that it's almost as if the front porch drafted it. In bright letters, effective November 5, RIF not reassign (remove not treat the cancer), and get rid of the contractors too. And a memo to direct employees to identify the rats that have already tried and will try in the future to get around this to save their useless careers. This is so good!!!
Every Marine is a rifleman. Every sailor is a fireman. Those RIF-ed from the Navy needn't learn to code. They can become firemen in California.
Agree especially as long as they are out of the DoD.
Yes, better they will be doing it in the woods instead of on DoD rugs.
And DEI firepeople is just sooo perfect for our friends in Southern California.
Come now; not ALL of them are lesbians.
Good start, but by god, it will take some work.
Good teams don’t need DEI. And bad teams get worse when everyone has to play more CYA games. That’s all this is.
I look forward to the day when no one will ever have to hear these words as I once did:
“The last thing this Navy needs is another balding white middle-aged male officer.. ~Career discussion with an unnamed senior officer from the LDO/CWO OCM, early 1990s.
“You were ranked against your peers based on my diversity agenda for my Wardroom. Your performance has nothing to do with this!” ~ Fitrep discussion with a former unnamed CO, USS (redacted), late 1990s.
“Wow, you really are a large and imposing male. You need to check your white privilege at the door!” ~ Quote from the Director of HR as I entered her (his) office at a large defense corporation based in New England, 2009.
Not DEI related, but the very first question in my very first interview a week after leaving my last command......
"Twenty years in the Navy, you couldn't find a real job?"
It wasn't a job it was an adventure.
She was fired a couple of months later. When I described the interview to a couple of employees, they knew exactly who I had talked to and named her.
You win the Daily Comment Award. (This should be a thing.)
First you root it out, by hook or by crook. The sheer disruption to the praxis folks is, by itself, well worth the effort, and as you're destroying them, you'll be building a constituency for meritocracy and a legion of "clean" hires who will be loath to allow the return of DEI in any way, shape, or form.
The point is to get what you can when and while you can. Pinning future action on the willingness of your (political) enemies to indulge and allow you is foolish and never works to your advantage. Strike first, strike hard, keep striking.
Do we have confirmation that the service academies and individual tycoms have disbanded and complied with the CIC’s orders?
Apparently not:
https://www.navy.com/navy-life/who-we-are/diversity-equity
Perhaps corrected at noon?
This site can’t be reached
www.navy.com’s DNS address could not be found. Diagnosing the problem.
DNS_PROBE_POSSIBLE
A couple months ago I linked the USNA English Department website page here to the porch that listed the research interests of the faculty ...
There were lots of references to "post colonial" and the other usual pablum.
But the word "Nautical" was totally absent on the page...
Does anyone have a doubt that the entire staff are full adherents to,
Words Have Meaning.
Or the absence thereof.
Just tried to pull up the page again, and all the academic interests have been scrubbed.
Huh.
https://www.usna.edu/EnglishDept/Faculty/index.php
So. These people have just gone to ground.
Interesting
What is sad is these midshipmen are denied the opportunity to read great nautical books by Melville Conrad Dana Wouk etc. The PC staff is shortchanging the students.
It might be gone but there were a lot of equity links in the USNA website to be sifted.
https://www.usna.edu/texis/search/?dropXSL=&pr=External+Meta&query=equity
Thanks. Now I have to go to my grave knowing that "Radical Inclusivity in the Mathematics Classroom" was something at my former military school
, Michelle
, Caitlin
, Katrina
, Susan
, John A.
, Monika
Not going through he whole list but five of the first six alphabetically are female (hopefully in truth as well as name, but that's a different issue)