In 2024, as corporations such as Molson Coors, Ford, John Deere, and Harley-Davidson scaled back their Diversity, Equity, and Inclusion (DEI) initiatives, the question looming over the business world was not one of mere policy adjustment. It was a question of fundamental philosophy: Does an individual rise by his/her merits, or by the whim of identity politics?
These corporations—no longer able to placate the growing public backlash—found themselves at a crossroads. Their retreat from DEI is no mere footnote in a corporate agenda; it is a reflection of a cultural battle that seeks to protect the very essence of meritocracy, a battle that has spilled into every critical sector of our society.
In a world where competence is paramount, the adoption of quotas disguised as “diversity” is nothing less than a declaration that an individual's identity is all that matters, not his/her mind,skills, or merit.
The so-called retreat from DEI programs is not a retreat but a reluctant admission that merit cannot coexist with enforced equality of outcomes. In industries like aviation, healthcare, and nuclear energy, where human lives hang in the balance, the very idea that diversity quotas could replace merit-based hiring is a travesty against reason.
Molson Coors, under pressure, eliminated DEI training and scrapped its supplier diversity goals. Ford, too, chose to separate executive bonuses from diversity targets, shifting their focus back to performance—a long overdue correction.
But make no mistake—these corporations did not make these decisions out of altruism for truth or reason. They were forced to confront the simple reality that DEI’s push for equal outcomes strips away the essence of competition, the essence of greatness.
They backed down not because they wanted to, but because their policies had begun to unravel the very fabric of productivity.
Now let’s take a dive into the impact of DEI on public safety industries.
To understand the full implications of DEI, one must look to the industries where the consequences of incompetence are not measured in dollars, but in human lives. These industries demand an unyielding dedication to merit, yet even here, DEI has threatened to erode the core of excellence.
In healthcare; Doctors and surgeons, whose hands hold the power of life and death, have found themselves under the burden of diversity metrics. Can we afford to lower standards for those who must act with absolute precision? When quotas become the standard for admission to medical schools, or hiring in hospitals, we do not simply risk inefficiency—we gamble with lives.
In aviation; United Airlines, in its proclamation that 50% of new pilots will be women or people of color, has abandoned the principle that skill should guide the hands that control the skies. The margin for error in aviation is thin as air; diversity quotas here are not just absurd - our lives are at stake.
In law enforcement and first responder; To ask a 105lb female firefighter to carry a 225 man out of a burning building is preposterous. And life-threatening. The notion that diversity targets could lead to the hiring of individuals who are not physically or mentally prepared is not just negligent; it is a betrayal of public trust.
In nuclear energy: In an industry where even the slightest error can lead to catastrophic consequences, prioritizing quotas over competence is an abomination. The safety of millions relies on the mind of the individual—nothing less than complete mastery should be acceptable.
And in our military; To defend a nation, one must be the best—no room exists for compromise. And yet, DEI initiatives, in their insistence on equal outcomes, risk promoting individuals who do not meet the rigorous standards necessary for national defense. What is at stake? The security of our nation.
It is important for Americans to know that DEI initiatives are not organic, accidental, or inevitable. They were planned and implemented solely to undermine our economic system. It is about dictating outcomes regardless of effort, skill, or achievement. In critical sectors—where public safety, national security, and the very foundation of progress rely on the best minds and the best abilities—DEI becomes not just a hindrance but a threat.
And let us reject the notion that equality of outcome is the same as justice. For it is only through the recognition of individual merit that we can safeguard our future. Let us return to judging people by the work they produce, not their pronouns.
Bob Rubin is the Founder and President of Rubin Wealth Advisors in Boca Raton, FL. He can be reached at www.rubinwa.com
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