Amerika

Back in 1995 or so, I experienced a California earthquake. Problem: I did not notice it at the time. I was busy keeping my beers from spilling and thought I was simply intoxicated and this was why the floor was moving.

Spoiler: the floor was, actually, in motion by means out of my control.

An earthquake, like a hurricane or flood, is a humbling experience. It is like dying: suddenly what you were thinking, intending, and doing becomes totally irrelevant because some force to which you are a speck on a microbe on a bug is in charge of things.

Earth shifts. Seas rise. Forests burn. Buildings collapse. And you — if you survive — are simply an observer with no influence, relevance, power, or importance.

In that moment, you experience nihilism, which is total and convincing. You realize that the universe is entirely independent of human desires, and that humans project onto it, but that it has its own logic which is in the end supreme where our human concerns are manipulative.

Just a couple days ago, a massive sea change visited us, and we are just flotsam adrift on its currents:

The Office of Legal Counsel found that EEOC’s guidelines pressured employers to engage in racial discrimination. Under those guidelines, employers could be held liable for unequal hiring and promotion outcomes among different groups, without regard to the employer’s likely intent.

The Justice Department’s opinion for EEOC helps to implement Executive Order 14281, which rejected disparate-impact liability insofar as “it creates a near insurmountable presumption [that] unlawful discrimination exists where there are any differences in outcomes in certain circumstances among different races, sexes, or similar groups.”

“Despite trying to promote equality, EEOC’s disparate impact liability interpretation under Title VII actually fosters the very discrimination its guidelines seek to address,” said Acting Attorney General Todd Blanche. “This opinion will now allow businesses to hire based on performance, restoring equal opportunities in the American workplace.”

Did you want everything to cost half as much as be twice as good?

Fully half of the people in American jobs are there because of JFK’s “affirmative action,” to which the mentally disabled Court added “disparate impact,” which is under assault here. Disparate impact holds that if you do not have enough minorities the only legally permissible reason we can infer is that you are a bedsheet-wearing “racist.”

In fact, there are lots of reasons not to hire DEI hires, namely that most of them are incompetent. They are selected for race/ethnicity/gender/sexuality, not ability. This is how all political representation schemes work.

Many if not most of the people in most offices are Affirmative Action / Disparate Impact (AADI) hires. The cost of their salaries is passed on directly to you. Your products cost much more, up to half, because of these un-utilized hires.

What the Trump administration has said is this: you have to prove “racism,” not just point out that that there are not enough minorities to make a racial quota.

This will revitalize American industry. Instead of having to hire one useless person for every useful one, industry can simply hire the people that it needs. Costs will go down. Quality will go up. The people who lose the cushy jobs will find something else to do.

When the Iran debacle ends, the Trump economy will surge, beating past the burdens of the COVID-19 years and all of the costs associated with that. It will do so by dropping the many burdens imposed on industry by regulations, ideology, and taxes.

At that point, the productive — of all races and ethnes — will be rewarded, and the less useful will go on to lesser roles. They will survive, but no longer have easy jobs that they do not need to attend which are highly paid.

SCOTUS killed AADI in academia; most likely, it will do the same in industry. If eighty years of this stuff did not produce the results desired, it is an illogical program which will never produce those results, so it needs a headshot.

The world is moving past ideological quotas and toward function. We are leaving the Age of Symbolism and moving to the Era of Functionalism. We want realistic solutions, not warm fuzzy symbols, empty words, and pervasive incremental failure.

When AADI dies, companies will no longer have to pay the danegeld of hiring people with no known function. Fewer people will have highly-paid jobs, but they will contribute massive amounts, and everyone will benefit.

As part of our journey out of the years of diversity and human rights, this will show us a clear principle: reality matters more than self-pity and the group form of that, egalitarianism. We will heal by leaving these illusions behind.

Tags: AADI, affirmative action, disparate impact, EEOC