Grand Summary (Racial Diversity in the Workplace)

 

Grand Summary

Racial Diversity in the workplace

Below are the list of the my 6 previous blog posts on the topic of Diversity in the Workplace and the overall DEI (Diversity, Equity and Inclusion) agenda across both public and private institutional landscape.

In the First blog, I cited a Reuters article announcing how U.S. Supreme Court recently (2023, June 29) rejected Affirmative Action in university admissions citing that this is unconstitutional to discriminate against Asian and white students in order to fill racial quota. This is a warning for the ideologically driven DEI initiative which has its foundation in precedents like Affirmative Action. While the official goal of diversity, equity, and Inclusion might seem benign, it is an infringement on constitutional right whose ultimate outcome is a general dumbing down intended to solely benefit corporate and governmental elites.

In order to show how this DEI trend is ethically dubious and is ultimately pushed by corporate entities, I cited a MarketWatch article in my 2nd blog post listing major companies involved in pursuing the DEI agenda in recent years. The article highlights the lack of transparency and accountability associated with the spending on DEI by corporations.

To provide example for context, I cited Canadian government statistics on immigration population census in 2021 in my third blog post, so you can have a glimpse at the actual racial diversity context. Notable takeaways include the fact that immigrants mostly concentrate in major urban centers in British Columbia, Alberta, Ontario and Quebec. In 2021, about 50% of newcomers are people from South Asia, East Asia and Southeast Asia.  Immigrants from Europe and other American countries also account for more than a third of the immigrants. In term of racial diversity, it can be inferred that Asians and South Asians made up the major bulk of immigrants coming into Canada in recent years. This is precisely the demographics that is being discriminated against the most by Affirmative Action and the DEI agenda.   

In order to further demonstrate how this is a systematic problem, in my 4th blog post, I cited Philosophy Professor Mark Mercer at Saint Mary University in Halifax in his objection against the DEI initiative. His claim is that racial and diversity quota are "anti-academic" is contrary to principles of meritocracy. He is not the only one. Mr. Mercer is the President of the Society for Academic Freedom and Scholarship, and there is a growing number of accomplished Canadian scholars who are against the DEI initiative. 

Finally, in my last blog post, I cited Forbes' Best Employer for Diversity 2022 to show how Forbes is artificially creating pressures on both private and public sectors to force and induce compliance to the DEI initiative. While this might seems like an innocent harmless initiative on the surface, any competent accountant can tell that DEI agenda is detrimental to the bottom line to companies across the board. Clear examples of the downfall of the DEI initiative can be seen just this year (2023), from retailers like Target, Beer brewer like Bud light, to iconic entertainment establishment like Disney. 

Overall, incorporating the DEI agenda into a business is, in my opinion, the fastest way to destroy the bottom line and bankrupt that business. If I were the kind of CEO and executives who cares more about my own personal paycheck and year-end bonus than the long-term interest of my company and the society, I would totally be on the DEI bandwagon. After all, paying lip services to the DEI agenda might get me a corporate job for a few years, but sooner or later, I will just end up like Harvard graduate, Alissa Heinerscheid of Bud Light.

To sum up, I think Racial Diversity in the workplace is irrelevant at best because it should be merit and competency, not race, that decide outcome and employability. At its worst, DEI and Racial Diversity can be counter-productive to the operation of the business and detrimental to the bottom line of the company such as the cases of Disney, Bud Light, and Target.