It was recently revealed that Washington State will no longer require lawyers to pass the bar exam in order to be admitted to the state bar. This is purportedly because “racism” infects the legal system making it difficult for minority law students to pass the exam. Which leads me to ask: if you wanted to prejudice people against minorities, what would you be doing differently from what those pushing DEI are currently doing?
Knowing that there’s a good chance that a minority doctor might have graduated medical school not because they passed their classes but because of their identity, would you choose a minority doctor? Knowing that there’s a good chance that a lawyer joined the bar not because they could show their knowledge by passing the bar exam but because of their identity, would you choose a minority lawyer? Knowing that there’s a good chance that a CPA got their certification not because they understood tax law but because of their identity, would you choose a minority CPA to handle your finances? This applies across the board–if you need a professional of any sort, and you know that minority professionals might not be competent, would you risk choosing one?
When I was in the Army, well before all this DEI nonsense had taken root, I had an oddly split experience. The most amazing and the most useless NCOs I served with were both Black. One was a no-nonsense guy who drove the troops hard but who was fair and worked just as hard himself. He had a sense of humor and was very approachable. The other was a useless drone, who played favorites and was more likely to be sitting in way the rear than anywhere near where the actual hard stuff was happening. Because of this, I had an open mind when I encountered a “new” Black NCO. I knew he might turn out to be Audie Murphy, or Gomer Pile, or something in between–just like any other NCO in the Army.
These days, I have a different view, because I work for a very large software company who makes diversity hires. My uniform experience with employees hired based on identity rather than skill has been that they are not competent. One person they hired not only didn’t understand our technology, he didn’t really seem to grasp the basics of how to use a computer. He was a disaster–he interrupted team cohesion, he was a drag on productivity, he created additional work for other team members, and he had to have things explained, repeatedly, at a grade-school level.
Firing these diversity hires is a huge hassle. You have to create a months-long paper trail “proving” they aren’t performing. You have to create a performance improvement plan that provides multiple opportunities for them to do better. You have to document every instance of non-compliance, failure, and incompetence. It can take six months to a year. Even then, I’ve heard from someone in HR that they gave huge severances to some of these folks to keep them from suing over their firing.
So again, what would you be doing different if you wanted people to be skeptical about minority competence? Personally, I now assume that any new minority hire is a diversity hire, chosen for their identity rather than ability. I assume they’re going to fail and plan around that failure. Because my experience has been almost 100% negative, that’s the only reaction that makes sense.
This isn’t just George Bush’s “soft bigotry of low expectations”–it appears to be an active, if unintentional, effort to reinforce all the negative stereotypes and prejudices that the country was well on its way to stamping out. And whether intentional or not, it’s going to have to opposite outcome from the one those pushing it claim to support. It’s funny how the people who claim to be “helping” minorities are actually doing the most harm, isn’t it?
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