If our government had a theme song, I imagine it would echo the sentiments of Billy Swan’s 1970s song, “I Can Help.”
I hear the Congress Choir singing, “If you have a problem, don’t care what it is. I can assure you that I can help you. I can help, I have two strong arms, I can help. It would do me good to do you good. Let me help. “
There is no better example of a government trying to fix a problem for a group of citizens that those citizens can take care of on their own than in the area of workplace equity. It started with the passage of the Civil Rights Act of 1964 which made it illegal for companies with more than 15 employees to discriminate on the basis of race, color, religion, sex or national origin. . The intention was to end segregation in the workplace.
When this legislation did not achieve its objective, a second government application was instituted: affirmative action. Any entity doing business with the federal government had to implement policies aimed at expanding opportunities for minorities. This initiative also failed, especially in the higher education system because the quota system discriminated against a particular minority group in order to benefit other ethnic groups.
The ugliness of affirmative action became evident when Asian students who could meet higher education admission standards on their own merit lost an opportunity to less qualified students who benefited from quotas imposed by the government. government. Providing unequal allocations for certain minorities has fundamentally condemned the affirmative action policy.
But the government has not stopped trying to work things out. He instituted a new ideology, diversity. Diversity is a notion that institutions should include people from different social and ethnic backgrounds. In other words, break the law and populate based on race, color, religion, and gender. We are still in the diversity phase.
Training for the inclusion of cultural diversity has been around for almost half a century. It has been defined by the federal government as “a set of behaviors that promote collaboration within a diverse group”.
American companies spend nearly $ 10 billion a year on such training so that employees learn to respect differences. An ability that every candidate must have before being hired.
Like sport, on paper or power point, cultural diversity looks great. And like sport, cultural diversity in the workplace doesn’t happen on paper. They are real people who must work as a cohesive unit to achieve a common goal, especially financial gain.
While many US companies subscribe to the CDIT ideology, it is not a universal business asset like information technology, keyboarding, reading, and various communication skills. CDIT is a reactionary function used to thwart a brand devaluation.
It is usually precipitated by a workplace incident that resulted in the offense of an individual or group with government protected status.
Like affirmative action, the diversity agenda has not produced the desired results. If we are to be honest, what we call cultural diversity inclusion training is nothing more than parenting adults who should know better.
If there is something an adult doesn’t know, he or she won’t learn in an hour-long presentation. The expected government assistance did not materialize.
On the contrary, government intervention took the merit system out of the equation. Affirmative action failed because it rewarded other minority groups at the expense of Asians. Diversity has been a failure as it attempts to reward or enhance the opportunities of minority groups at the expense of white Americans.
The government must withdraw from the integration enterprise and allow merit to naturally bring the cream to the top. As long as a program or policy excludes a group, there can be no inclusion.
Our government needs our help to figure this out.