The issues and consternation we face with diversity, equity, inclusion and accessibility aren’t new. Humanity is predisposed to tribalism and discrimination. We like to be around those who are like us — whether race, gender, creed, hobby, or sports team. This country has had an issue with DEIA from its start. The idea that someone gets something to fill a quota rather than being the most qualified just isn’t American.

We stand on a merit-based system. As a country, we have struggled with DEIA laws thrust upon us since post-Civil War reconstruction and especially since the Civil Rights Act of 1964. We reject the concept of merit and privilege being replaced with legislation trying to eliminate discrimination because the result is systematic alienation and reverse discrimination.

Diversity is not just a preference. It’s a necessity in business, sports, education, social interaction, and life. The ideas, experiences, prowess, and insights of other nationalities, races, genders, and creeds enrich our lives and country. It’s a vibrant aspect of our nation — a nation of immigrants.

Equity is not equality. It’s about ensuring everyone is on an equal footing. The privileged should not be treated any better or worse than the impoverished, and the rich should not have any more access to political officials than the hoi polloi. The challenge is: How can you ensure equity when the playing field has never been level? None of us start with the same privileges or handicaps. Treating everyone equally only perpetuates and extends inequities. And if you believe the education system and medical care in this country is equal for all, you’ll struggle to understand any of this.

We stand on a merit-based system. We reject the idea of nepotism and “pay to play” influence. Right? Yet, we all know some person who got a job because their parent knew someone, had money, or owned the company. Do we really stand on merit?

I understand the frustration with DEI. I was once told I would hire a specific person for an open, publicly posted position. The job description was unambiguous. Looking at the resume, the new hire didn’t appear to be a good match, but that didn’t matter. Quickly checking my DEI card, I recognized there was, in fact, justification for the hire — regardless of qualification. The new employee was part of an exclusive minority.

With a little extra time, patience, and training, the company finally had a good employee. The child of a sitting U.S. Senator allowed us to check a box and have an amazingly unique perspective at break time. Merit didn’t matter then. To some, it doesn’t matter now. Of course, the good-ole-boy, nepotistic system was always so much better in so many ways, right?

Remember that “DEI” never intended to mean “Don’t Ever Integrate.” It was meant to be a way to give opportunities to all people, not just those with connections. Is the current direction and directives about merit or returning to our country’s quasi-legal racial segregation state? As cop killers and killing cops are pardoned, the answer may already be self-evident.

Editor’s Note

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