by J. Robert Smith, American Thinker:
How safe are you nowadays on commercial airliners? How safe will you be tomorrow? Are airlines sacrificing safety at the altar of “Diversity, Equity, and Inclusion (DEI)?” Who do you want piloting the jetliner you’re on, the best, most experienced pilots or box-check hires?
Flipping the page, medical schools will graduate bevvies of DEI doctors as the decade unwinds. What if you need open-heart surgery? Cancer treatment? Won’t you need a sound diagnosis for starters? Will the most capable physicians attend you? Or will you have to settle for the right color, right gender, right sexual orientation, pick-your-pronouns person in a white lab coat?
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The nation is being plagued by incompetence. Plenty of that is from lax parenting, subpar education, trophies for just showing up, and a debauched culture that discounts hard work and competence. Forget excellence.
While that’s bad enough, DEI adds another corrosive layer. People are receiving degrees and certifications for superficialities. Merit is shunned. Standards re being dropped in too many instances and exceptions made. Victimhood is ginned up and fobbed off as part of progressive social reform.
Incompetence resulting from DEI policies may sour your shopping experience at Lululemon, but it won’t cost you your life.
Not so in other ways.
Fox News reported on January 14 that the Federal Aviation Administration (FAA) believes that passenger safety is best served by hiring from “special emphasis” categories. “They include hearing, vision, missing extremities, partial paralysis, complete paralysis, epilepsy, severe intellectual disability, psychiatric disability and dwarfism.”
United Airlines is a DEI leader in the airlines industry. A hard landing incident in Houston last July may have resulted from pilot error. Significant damage was done to the United 767’s fuselage. No passenger injuries were reported. Suspicions abound.
As BPR reported on January 7:
Was it the airplane acting up, or was the pilot at fault? According to conservative activist Ashley St. Clair, it may well be the second one.
In a tweet posted Friday [link added], she claimed the pilot was a DEI hire who’d “failed multiple trainings” but been hired anyway because he or she had checked the right identity boxes.
“Was the co-pilot a former flight attendant who was FIRED and then rehired through United’s DEI program despite being on a list to not return to United?” St. Clair wrote in her tweets.
“Am I correct that this individual failed multiple trainings including simulator training? Am I also correct that United has covered up this DEI disaster and many others?” she added.
United devotes a full webpage to its efforts at being “purpose driven and action oriented in building a culture of greater inclusion and belonging to better reflect the diversity of the communities we serve.” Nowhere on the page is merit mentioned.
Peachy Keenan, a journalist and author, posted at X on January 9:
Getting DMs from pilot world confirming that things are bad, but this one is really scary. The Boomers really are our thin veneer of civilization. As they peel off, so will the veneer.
Keenan reports that airlines have informal programs teaming “unfireable DEI problem children” with seasoned pilots. As those pilots retire, “every flight will be a roll of the dice.”
Writing for the Jerusalem Post last December, Shelia Nazarian, a plastic surgeon, reported that “44% of medical schools boast tenure and promotion policies that ‘specifically reward’ faculty scholarship on DEI.” Seventy-nine percent of schools use “equity advisers.” Ninety-six percent actively seek to “integrate DEI ‘within the curriculum as a key learning outcome.’” Nazarian’s information comes from a 2022 Association of American Medical Colleges report.
At the Free Press on January 12, Stanley Goldfarb, MD, wrote of his recent experience with DEI as “associate dean of curriculum at the University of Pennsylvania’s Perelman School of Medicine” and previously, “codirector of its highly regarded kidney division.”
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