When Is Diversity an Absurdity?

Dr. Walter E. Williams asks, “Are people better off the less they have in common with one another?

It’s nearly impossible to have even a short conversation with a college administrator, politician, or chief executive without the words diversity and inclusion dropping from their lips.

The Daily Signal 1/2/2020 | Diversity Isn’t Always the Answer

Around 30 years ago while my business was getting off the ground, I was invited to engineer an electronic training system for Sheppard Air Force Base training department.

The head trainer described the results he wanted and I developed a solution that would yield the desired results. Then it was time to fulfill all the bureaucratic requirements.

I remember the entire contract was one page. The government requirements was a stack of pages one-half inch thick.

After satisfying the technical aspects of the project with a team of government people, the contracting officer brought up her singular most important question: “What are you plans to diversify your staff?”

After considering the objective of her question, I answered: “My company is a family business. At the moment, it’s just my wife and me. We have four children and don’t plan to have any more.” (All labor was subcontracted out.)

The scope of work and the technical documentation were covered in about five minutes. But, the meeting went on more than one hour to satisfy the governments requirements of racial and gender requirements.

Dr. Walter E. Williams

Dr. Williams observes, “Their solution to increase the number of women’s involvement in STEM is to standardize grading curves, in order to grade less “harshly.” The insanity of this approach is to not only weaken standards for women but to weaken standards across the board.”

Inc Magazine and other publications, including the ASHRAE Journal and technical trade magazines I read announce the achievements of women in engineering fields as though it is miraculous women can count and calculate.

I have male and female doctors, and not a small number of them. My female cardiologist wasn’t my choice due to her gender; she is my choice due to her professional reputation. My female digestive health doctor was added to my team on the recommendation of a friend, a career nurse practitioner who knew the best at Big Baylor. I choose all my doctors on the merits of peer and patient ratings, not their skin color or gender.

Diversity of opinions, diversity of education, diversity of experiences all contribute to healthy outcomes whether an engineering project or a first-class flower bed for the front yard.

John White
Rockwall, Texas

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