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While reading this, I want everyone to create a vivid visual image in their mind of the nearest fire station, the one that would respond if you had to make a 911 call for a house fire or a medical emergency involving a loved one.

Imagine a scenario where your local municipality implemented a DEI diversity program for hiring firefighters and EMTs. This initiative arose from the observation that the fire department predominantly consisted of white individuals, prompting a desire to create a more diverse workforce that better mirrors the community's demographics.

In the upcoming hiring round for the fire department, the municipality aims to recruit 10 individuals, with 7 positions designated for people of color and 3 for white candidates. In the course of the hiring process, a total of 20 individuals were interviewed for the position, comprising 15 individuals identified as white and 5 individuals identified as people of color. Throughout the interview process, the candidate pool was narrowed to 18 individuals, with one white candidate disqualified and one candidate of color also removed. Subsequently, in the physical fitness test, two additional individuals were disqualified, one white individual and one person of color, resulting in 16 qualified recruits at this point in the recruitment process, 13 white recruits and 3 individuals of color.

With the recruitment process concluded, the Fire Chief, several Captains, and human resources will convene to discuss which qualified recruits will be selected to fill the urgently needed 10 open positions in the department. However, there is a significant issue, due to the DEI program implemented by the local municipality's council, those responsible for hiring recruits are restricted to a ratio of 7 people of color to 3 white individuals. It is clear from the beginning that due to DEI hiring restrictions, even if they bring on 3 individuals of color, they are limited to hiring only 3 out of the 13 qualified white candidates, as the DEI policy prevents the board from hiring beyond the established racial framework. This means that only 6 recruits can be hired in this round, and they will need to try again in 6 months to fill the vacant positions.

In the scenario I just described, what are some of the issues that emerge from having an understaffed fire department? Due to the fact that 4 positions remain unfilled, veteran firefighters will still require overtime, as the fire department will not be operating at full capacity. The morale within the fire department is diminished as it is clear to everyone that the staffing levels could have been adequate. All 10 positions were available for filling, yet the department will face challenges for at least another six months due to the demographic makeup of the qualified candidates, which predominantly featured white individuals.

The discriminatory circumstances I just described are occurring nationwide, impacting individuals careers and their family lives. I still believe that we lost the election due to two primary factors: the border and DEI.

Who can provide evidence DEI isn't racist?

Can you provide an in real life example of this issue happening?

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If the information presented in this article is accurate, could someone clarify how the situation involving this individual does not constitute racism?

I Have Questions wrote: ↑

Sat Feb 01, 2025 1:06 pm

Can you provide an in real life example of this issue happening?

Why is diversity and inclusion important inside a fire department?

That's not an in real life example, that's a story about one man suing because he didn't get a job.

He jumps on the back of Trump's unsubstantiated claim that the Washington plane crash happened because of DEI initiatives for air traffic controllers. To show that's the case you need to show that a. the crash was caused by air traffic control error, and b. that the error was brought about because a specific air traffic controller or controllers, weren't qualified to do the job effectively.

As yet the cause of the collision has not been identified.

What are your thoughts on DEI policies? Do you think the NBA should adopt DEI policies?

The NBA represents a substantial enterprise valued at 11.34 billion dollars. The majority of the owners of the 30 NBA teams are white, while 70% of the players are black.

In your view, how might DEI policies contribute to enhancing diversity, equity, and inclusion within the NBA? Should the NBA consider transferring ownership of certain teams to individuals from diverse racial backgrounds?

It would be beneficial for more white and Asian players to participate on the court, particularly in televised games, so that viewers of all backgrounds can feel represented while enjoying the sport. If DEI policies are implemented in the NBA, does that imply that among the ten players on the court, half should be white?

Should the NBA then prioritize recruiting white men and Asians over black men?

Hound of Heaven wrote: ↑

Sat Feb 01, 2025 12:58 pm

Who can provide evidence DEI isn't racist?

Before that can be answered, you need to answer the more important question of 'Who can prove that it is?'

I Have Questions wrote: ↑

Sat Feb 01, 2025 1:18 pm

That's not an in real life example, that's a story about one man suing because he didn't get a job.

IHQ's question goes unanswered and bears repeating. Where's your 'real life' example, Heaven?

Hound of Heaven wrote: ↑

Sat Feb 01, 2025 2:16 pm

What are your thoughts on DEI policies? Do you think the NBA should adopt DEI policies?

What does the NBA have to do with any of this? You ask questions without making a case yourself, one way or the other. Why do you think that a non-governmental entity like the NBA should adopt DEI hiring practices? How is this comparable to a municipal fire department?

DEI programs may also involve giving people with intellectual or psychological challenges a chance to be employed.

This explains many of the current cabinet and staffing picks of the new Administration. We have a DEI presidency.

I personally prefer a diverse workforce, but with job vacancies, you don’t always get a pool of candidates who fit within the criteria as listed in the OP.

Hound of Heaven wrote: ↑

Sat Feb 01, 2025 1:15 pm

Why is diversity and inclusion important inside a fire department?

It's basically like this. If you have a fire department staffed only by white males (i.e. no women, no hispanics, no asians, nobody from the Indian subcontinent), then, not unexpectedly, they will continue to recruit other white males, who will in their turn recruit other white males. And seeing that, people who are not white males may well not even bother to apply.

BUT - as I am sure that HoH will agree, people who objectively possess the necessary mental, moral and physical qualities to become good fire fighters are not necessarily found only in the group labelled 'white males'. As a result, the fire department will recruit from a limited part of the potential fire fighter talent pool, which is clearly likely to mean that the fire department will, on the whole, be likely to be of a lower talent level than it might have been had it recruited more widely.

Now of course this fact is so obvious that you might think that when you explain it to fire fighting recruiters they would simply say 'Goshdarnit! We gotta do something about this!" and the recruitment pool would widen. But it doesn't happen. It seems that the only way you can escape from the fatal "white guys recruit white guy,s who recruit white guys" trap is to disturb the system by saying "OK, next year you have to recruit at least some people who are not white males". This is not a perfect solution, and in an ideal world it would not be necessary. But if you can think of a solution to the rather obvious "white guys recruit white guys for ever" trap that doesn't involve something like that, do let the board know