D.E.I. looks like legalized discrimination

There were moments in my life when I seriously thought the whole world had lost its mind. Every day, we see instances where people acted irresponsibly and refused to take responsibility for their actions that harm others.

One of the most irresponsible things I’ve dealt with in recent years involves an ongoing push for this nation to accept something known as Diversity, Equity and Inclusion, or DEI for short. Depending on who you speak to, it seems this mandate has two opposing perspectives.

On one side, you have those who feel that DEI helps recognize and value differences among people. From their vantage point, they think it ensures fair opportunities for everyone while fostering a work environment where all people feel welcomed and respected.

Then there’s the other perspective in which DEI is nothing more than legalized discrimination. It essentially forces companies, corporations, government agencies and other organizations to hire or promote people based solely on their race, gender and other genetic traits versus those best qualified to do those jobs.

In short, DEI would no longer give justification to hire or promote people who could provide these organizations with the skills needed to help improve what these businesses and companies offer to their customers and others they serve. Instead, these agencies would end up getting forced to have someone pull out a clipboard, take a pen and mark off another item of the checklist that shows they now have selected the first “fill-in-the-blank” for their organization.

During my Air Force career, I distinctly remember two moments that showed how DEI can affect someone. The first came during my time at Minot Air Force Base, N.D., when word reached my office regarding the name of the next person to command the 91st Space Wing there.

We found out Col. Kimber L. McKenzie would lead the wing, which continues to maintain three squadrons of Minuteman III intercontinental ballistic missiles scattered across parts of the state. At the time, the wing maintained 150 missile silos, each one capable of carrying nuclear payloads.

After McKenzie took command of the missile wing, I had the opportunity to meet with her as I started work on a story we planned to publish in our base’s newspaper. These “meet the new commander” stories allowed these officers a chance to introduce themselves to those stationed at each base. It also gave them the opportunity to highlight their goals they planned to set and hope to achieve during their time as a commander at the base.

During our conversation, McKenzie made one small request. She asked me to not include one piece of information in that story – the fact she was the first woman in the Air Force to command a missile wing.

The tone in her voice said what I suspected. She felt it was demeaning if people looked at her thinking senior Air Force leaders chose her strictly because of her gender versus her proven record of serving as a leader for the hundreds of airmen and officers under her command throughout her career.

Simply put, she didn’t want people thinking the only reason why she was selected to command the wing was because of her gender.

The next experience I dealt with involving the potential risks associated with DEI happened during my time at another Air Force base. Note: I chose to withhold the person’s name and the base in question to avoid the possibility of humiliating that individual.

As many veterans in the Mountain Home community know, the Air Force provides selected airmen in the enlisted ranks a chance to earn an on-the-spot promotion. Known as Stripes for Exceptional Performers, or STEP for short, these junior airmen earn an immediate promotion to staff sergeant based on their ability to stand out as an exceptional leader compared to others of the same rank.

In most cases, the chances of an airman receiving that promotion at a given base are slim at best. Those who earn those stripes need to stand out as someone with the potential to serve as a supervisor and, more important, a mentor to others.

However, in the case of this airman, the squadron’s leadership ended up having to take a different course of action. Out of all the people under consideration, this airman was the only junior enlisted female eligible for this new stripe.

Having spoken with members of the squadron regarding this female airman, I heard something that really bothered them. Despite the fact the squadron had several airmen, all of them men, clearly more qualified to earn that new stripe, the unit’s commander was essentially given a direct order to promote that woman solely because of her gender.

But instead of helping transform that airman into a leader everyone looked up to, it seemed that instant promotion did the opposite. It became the fuel that caused her ego to swell up to the point where she felt she could do no wrong.

After all, she “earned” that promotion, right?

However, that sense of self esteem and self importance seemed to overpower her consciousness. Those in the squadron I spoke to indicated that she ended up doing more harm than good.

For example, her ability to maintain Air Force standards started to tank. This included the need to meet minimum fitness standards outlined in Air Force regulations – something everyone in uniform needed to meet, regardless of their rank, gender or race.

In short, the squadron leadership ended up having to discharge her from the Air Force due to her inability to follow those written regulations. Simply put, the squadron wasted its time promoting someone unqualified to perform the duties they needed to follow, all in the name of “political correctness.”

Looking back, I wonder if any of the airmen in that squadron denied the chance to earn that promotion could’ve filed a complaint through the wing’s inspector general office. I’m betting they could’ve recommended reprimanding or removing the senior commanders who ordered the squadron’s leadership to essentially discriminate against them.

It’s this same type of political correctness that is taking a toll on other elements of today’s society. For example, instead of focusing on what those running for political office could provide this nation in terms of strengthening the U.S. economy, making our cities much safer and standing up to the rogue powers threatening our nation’s security, we have way too many people out there focusing too much on wanting to vote for someone based solely on that candidate’s race and gender.

When it comes time for the upcoming presidential election and others in the future, I really wish there was something we could do to keep voters focused on what’s really important – strengthening our nation – versus focusing all of their attention on wanting to vote for someone because they will be the “first ” or the “first .”

Unless we stop this type of discrimination and allow DEI to DIE, the repercussions this nation would face could become very dangerous.

– Brian S. Orban