The Diversity, Equity, and Inclusion (DEI) initiative is catching a lot of heat, and rightfully so. We’re witnessing corporations and institutions crumble as they hire underqualified employees, all in the name of meeting some twisted “woke” quota.
The future of the USDA, along with all federal departments, is dramatically shifting towards prioritizing skin color, gender fluidity, and sexual preference over actual excellence, skill, or ability. The USDA Forest Service is diving headfirst into the controversial and dangerous DEI agenda in a new “Action Plan” posted on its website that is sparking controversy and concern. It’s got many folks wondering why the US is leaning towards a “charity” approach instead of striving for excellence, especially at a time when countries like China are eating our lunch as we lag behind because we’re hyper-focused on coddling cross-dressing men and women.
Here are some excerpts from the “Action Plan”:
The future of the U.S. Department of Agriculture (USDA), Forest Service is defined by how we drive the agency’s mission and culture. As its leaders, we are committed to carrying out the goals and objectives detailed in this Forest Service DEIA Action Plan. We will hold ourselves and the entire Forest Service workforce responsible for improving the way we approach DEIA within the agency as well as the communities and customers we serve. We aim to make our agency a leader in standing up for—and progressing—DEIA across the Federal Government, through our work in:
- The Office of Civil Rights (OCR): We are committed to developing and maintaining a work environment inclusive of all employees. The OCR encourages DEIA and respect in compliance with all governing statutes, regulations, and directives. The OCR provides training and targeted outreach to the most diverse and qualified talent sources available.
- The Work Environment and Performance Office (WEPO): We are dedicated to ensuring the Forest Service creates and maintains a work environment in which individuals are treated with respect and dignity, have equitable access to opportunities, and enjoy a sense of belonging through promotion of ideas and creation of tools and resources such as the This Is Who We Are (TIWWA) campaign.
- Human Resources Management (HRM): We provide innovative services that attract and sustain a highperforming workforce to meet agency needs. HRM delivers strategic and collaborative human resource solutions using cutting-edge technology and efficient business processes.
While the Forest Service DEIA Action Plan is a partnership between OCR, WEPO, and HRM, advancing DEIA in the Forest Service is the responsibility of all employees, supervisors, and leaders. We must hold ourselves and others accountable for realizing this vision and creating an inclusive workplace that welcomes and values differences, celebrates our uniqueness, learns from our diversity, and invites each other to show up as our authentic selves.
Who’s worried about qualifications for managing our forests? Apparently, as long as someone ticks the boxes for being transgender or having a certain dark skin shade, everything is hunky-dory. Forrest fires, crimes, weather disasters? Don’t worry, the darker the skin or freakier the “sex life,” the more “superpowers” the DEI employee has. The USDA Action Plan goes on:
Diversity, equity, inclusion, and accessibility (DEIA) are foundational to fulfilling the mission of the Forest Service. We must continue to cultivate an organization comprising diverse backgrounds, cultures, experiences, and ways of thinking that reflects our core values, code and commitments, and the public we serve. While this plan is rooted within the U.S. Department of Agriculture Diversity, Equity, Inclusion and Accessibility Strategic Plan, Fiscal Year 2022– 2026, DEIA has been a driving force for the Forest Service for many years.
The USDA DEIA Strategic Plan is aligned with Title VII of the Civil Rights Act of 1964, ensuring compliance with laws that prohibit discrimination based on race, color, national origin, religion, sex, and more. There is also direct alignment with Equal Employment Opportunity (EEO) laws and regulations aimed at creating a diverse, inclusive, equitable, and accessible workplace. This plan guides intentional efforts to attract and retain individuals from diverse backgrounds.
This DEI push is getting so tangled up in bureaucracy and other government schemes that pretty soon we won’t be able to see the forest for the trees—and yeah, pun very much intended. The USDA diversity plan continues:
The Forest Service DEIA Action Plan does not stand alone, it is nested within governmentwide and USDA guidance and priorities (figure 3). The plan builds upon guidance put forth in E.O. 14035, the U.S. Office of Personnel Management (OPM) DEIA Strategic Plan, and subsequently the USDA DEIA Strategic Plan.
As we actively work to advance DEIA internally in the Forest Service as well as to those we serve, we are also working several plans and strategies in parallel across the agency, including this Forest Service DEIA Action Plan, Strengthening Tribal Consultations and Nation-to-Nation Relationships: A USDA Forest Service Action Plan (referred to as the Tribal Action Plan in this document), and the Forest Service Equity Action Plan, 2023–2024. Together, the plans provide a holistic approach to advancing DEIA within the Forest Service and establishing impactful and enduring progress—yet each serves different and distinct purposes:
- The Equity Action Plan focuses on equitably delivering the Forest Service’s mission to Tribes, partners, and the public. It represents a broad set of high-leverage actions with potential for improving community outcomes and providing enduring systemic change. The plan outlines our commitment to assessing barriers and identifying equity outcomes for underserved communities by focusing on nine key actions organized under three themes: Community Service to All, Economic Stability, and Health and Resilience.
- The Tribal Action Plan recognizes the role Tribal governments play in decision making about Forest Service-managed lands and waters through costewardship, consultation, capacity-building, and by other means. The plan also emphasizes the agency’s unique, shared responsibility to ensure decisions related to Federal stewardship of lands, waters, and wildlife include considerations to safeguard the treaty rights and spiritual, subsistence, and cultural interests of any Federallyrecognized Tribe.
- The Forest Service DEIA Action Plan focuses on actions and strategies that will positively impact the agency’s internal systems, processes, and culture. Leadership recognizes the role of a healthy and inclusive organizational culture and the need to build an organization that reflects the diversity of the communities and customers we serve. This plan will provide structure and cohesion to all DEIA programming and give a singular voice, vision, and mission for DEIA within the Forest Service.
This warped mentality ought to send shivers down the spine of every American. Do you really want some unqualified bozo flying your plane simply because he wears pantyhose and a bra to work every day?
This is an actual United Airlines pilot:
Speaking of cross-dressing, this is the United Airlines CEO:
United’s CEO is also laser-focused on DEI, at the cost of safety.
— Libs of TikTok (@libsoftiktok) January 15, 2024
The airline industry is taking DEI hires to new and dangerous heights, and Revolver has been there, talking about it every step of the way.
The question now is: as technology advances, why is our airline industry regressing and falling behind the times? The answer seems obvious.
The recent accident in Houston is just the latest noteworthy instance in what a major New York Times investigation this summer determined to be “an alarming pattern of safety lapses and near misses in the skies and on the runways in the USA.” According to internal records of the Federal Aviation Agency, the Times reported that these safety lapses and near misses occurred as a “result of human error.” The Times report further revealed that “runway incursions” of the sort described above have nearly doubled, from 987 to 1732, despite the widespread proliferation of advanced technologies.
We no longer focus on excellence; instead, we focus on wokeness.
The aggressive substitution of merit in favor of diversity has led to a so-called competency crisis, jeopardizing not only our ability to generate innovative technology but, in a more dire sense, our ability to simply maintain the proper functioning of various complex systems vital to our existence as a first-world civilization. Despite the superficiality of “diversity” as a matter of rhetoric, the reality of diversity as an ideological, cultural, and legal imperative is not merely cosmetic—far from it.
While a full treatment of this topic would run far outside the scope of this article, we have discussed elsewhere the manner and extent to which the affirmative action regime is embedded deeply into the law, economy, and every major institution in the country.
We highly recommend reading the entire Revolver article. It’s quite an eye-opener, shedding a bright light on the actual forces that are tearing apart our aviation industry. Read it here:
So, how is all that DEI working out for them? Well, not so good, actually. They’re accidentally burning down forests.
What happened: Female firefighters taking part in a Women-in-Fire Training Exchange program—intended to promote “mental health and gender diversity and inclusion”—accidentally caused an “out of control” forest fire in Banff National Park.
Residents in the surrounding areas were evacuated and several buildings were damaged on May 3 after the female firefighters initiated a prescribed burn that quickly escalated into an uncontrolled blaze.
Context: Banff National Park is in Canada, where South American migrants have been fleeing to escape the lawless squalor of America’s big cities.
What they’re saying: Days before the conference, local news outlets were celebrating the women’s fire conference for its efforts to “break down barriers in [a] male-dominated industry.” The 12-day training program was described as “an opportunity to engage participants of all different genders, ethnic, and racial backgrounds to explore the growing role of women in fire management.”
Jane Park, the female “fire management specialist” who helped organize the conference, described the group of women who accidentally started the forest fire as the “cream of the crop.” A former grad-school ski bum, Park said the training program was an opportunity for female firefighters to showcase the “value” of “diversity” in order to “build allies” among “men and people who are in the majority.”
It looks as if the USDA Forest Service is joining the ranks of United and other organizations that are determined to implement this unfair and dangerous practice of hiring based on “charity,” not excellence. Our forests will be wastelands in no time.