A piece on the BBC, Combative Trump blames diversity policies after air tragedy. An extract:
“We do not know what led to this crash, but we have some very strong opinions and ideas,” he [Donald Trump] said.
He then speculated that lowered standards of hiring for air traffic controllers in the Federal Aviation Administration during the Joe Biden and Barack Obama presidencies may have been a factor in the disaster…
Asked by a reporter how he could blame diversity programmes for the crash when the investigation had only just begun, the president responded: “Because I have common sense.”
At other moments, he acknowledged there was no confirmed cause, saying “it’s all under investigation”.
Trump said the hiring guidance for the FAA’s diversity and inclusion programme included preference for those with disabilities involving “hearing, vision, missing extremities, partial paralysis, complete paralysis, epilepsy, severe intellectual disability, psychiatric disability and dwarfism”. [J4MB emphasis.]
[End of extract.]
What a great time to be seeking employment if you’re a deaf, blind, paralysed, armless, legless, epileptic black dwarf with intellectual disability and psychiatric disability. (I’m just surprised being mute didn’t make it onto the list.)
We look forward to the official report, but I’m strongly inclined to agree with Trump’s theory. All the mainstream media stories have reported on the longstanding problem of understaffing in Air Traffic Control (ATC). DEI initiatives at the Federal Aviation Authority go back at least 12 years.
Now, what might cause understaffing, obviously a major risk issue? Well, the DEI initiatives would have discriminated against whites (the majority of the American population) and men (half the population). White men would have been particularly discriminated against. Women (especially non-white women) would have been favoured but few women are prepared to work the unsocial hours that are an integral part of most ATC roles. It seems fairly obvious to me that discrimination against white people (and white men in particular) would have resulted in understaffing, the likely cause of the collision.
In ATC, as in other areas, DEI kills people. Maybe this awful accident will wake up more people to that obvious fact, and help them understand why DEI programmes have to be scrapped.
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Justice for Men & Boys 
In the UK the Equality Act 2010 is the main legislation sanctioning DEI. In the early years it was assumed to allow Quotas and other preferencing of underrepresented groups. However this is in fact within quite strict limits, which have become clear in case law over the years. Put simply you can do things to encourage what you want and if you have two equally qualified candidates you can decide to choose the one from an underrepresented group. This gave a lot of leeway to “equally qualified” so for instance an “in house” seminar “women into management ” course given equal weight to a generic College validated management qualification, but case law has gradually closed off such chicanery.
One result has, in recent years, been exposed by cases and whistleblowing in Police, Army, Naval and the RAF. For in occupations that typically have long and exhaustive recruitment processes which are objectively scored the opportunity for subjective criteria to be used is limited. And because these processes are quite intensive for recruiting agency they are usually done in cohorts or batches. Now of course all these organisations have DEI “targets” (currently only political parties are alowed to have quotas or directly discriminate) to increase the DEI intake and thereby increase the DEI of the workforce. What this means is that there is huge pressure to get each cohort to have a high % of DEI candidates (not least because there is much higher “attrition” in DEI groups so few actually get through to the workforce. Now of course, despite the “woke” advertising, what generally happens is there are a lot of white males who apply, far too many for the DEI targets to ever be reached. And you can’t just ditch them! So what happens is that the cohort is halted (with some excuse) and repeated in the hope (bolstered by messaging) that many of the DEI will re apply but the boring white males may go and find another job as this is elongating the whole process. As in the case of the RAF if you keep on doing this you do lose a lot of candidates and you end up considerably slowing the process of recruitment in general, adding to the shortages the armed services already experience. Which gets me to my point, such a process could be a part of the ATC staff shortages, as it is a cause of the dismal record of recruitment in our armed service. Certainly the example of the RAF showed they could have had far more candidates and personnel had they simply recruited whom ever wanted to apply and completed their process!
I should add the RAF also applied similar processes to advancement for pilots and other key trades. And ended up having to desist and pay out a lot of compensation. Both shameful and to the detriment of our safety.
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