Diversity Training University International (DTUI) is a company specializing in training diversity officers and workers for organizations. They maintain a blog where they discuss “diversity issues” from the point of view of diversity trainers and managers, and in a recent article discuss the difficulties diversity managers and trainers can have when they meet resistance.
In-house diversity professionals often ask me about how to address resistance to their diversity and inclusion program. These professionals describe managers who give a nod to the diversity program in leadership meetings, while making excuses for not being more actively involved in addressing the issues in their units. Others enthusiastically offer their opinions and suggestions on other topics, but disengage when the diversity goals are covered. A couple of the managers seem to be openly hostile towards the diversity program based on the reasons they give for not supporting it and the aggressive tone of their statements about it. Many managers may not openly show support negative statements about the diversity program, but you can see their faces light up while that “brave” individual speaks her or his mind.
I guess you can count me as one of those speaking his mind. And yes, I’ve seen eyes lighting up when I speak up for people who are a bit reserved but agree with me.
Here is one of the more revealing paragraphs:
Our view of cultural diversity has been ingrained in us since birth. It
is not easy to unlearn the biases and prejudices we are exposed in a
society that gives us the double message of being tolerant in our
attitude and exclusive in our behaviors. Liberals tend to bend over
backwards for people who are different and too many people of color
struggle with their own sense of sense of being treated unfairly. The
diversity professional must be clear about any baggage he or she brings
to the work.
I provided the boldface, to illustrate the inadvertent admission of the article. Diversity is a project of liberals, of the Left. No news here…. but the admission is useful for confirming it in the mind of doubters.
Why does this matter?
Because when organizations embrace diversity, they are embracing the Left. It really is that simple. That might be OK for some organizations, but when Christian universities, churches, other para-church organizations, etc., embrace diversity, they will not be able to avoid the intrusion of aspects of the Left which they may (and certainly should) find objectionable, on a host of social issues and political implications.
It is possible, of course, that a strong diversity movement in an institution is not the cause of a Leftward motion, but is rather a symptom of it. The correlation is clear, however. Whether diversity is itself a contributor to Leftward motion, or whether it is merely the “canary in the coal mine”, or both, a strong diversity emphasis in your institution is something to be concerned about, if you hold to traditional perspectives on matters like abortion, gay marriage, national defense, government taxation and redistribution, etc.
If you’re a diversity professional now, I suggest you encourage your children to seek another career. According to the New York Times:
Ethnic and racial minorities will comprise a majority of the nation’s population in a little more than a generation, according to new Census Bureau projections, a transformation that is occurring faster than anticipated just a few years ago.
Got that? Your job is going to be as obsolete as the buggy whip, and quite soon. Better start planning for early retirment, and encourage your kids to major in something else…. say, engineering or business administration or marketing. Or white studies.
