“DEI is the drop you put in the bucket, and the whole bucket changes.”
Rufo: If they have lost the love of building airplanes, what is the love, if any, that they bring to the job?
Insider: Status games rule every boardroom in the country. The DEI narrative is a very real thing, and, at Boeing, DEI got tied to the status game. It is the thing you embrace if you want to get ahead. It became a means to power.
DEI is the drop you put in the bucket, and the whole bucket changes. It is anti-excellence, because it is ill-defined, but it became part of the culture and was tied to compensation. Every HR email is: “Inclusion makes us better.” This kind of politicization of HR is a real problem in all companies.
If you look at the bumper stickers at the factories in Renton or Everett, it’s a lot of conservative people who like building things—and conservative people do not like politics at work.
The radicalization of HR doesn’t hurt tech businesses like it hurts manufacturing businesses. At Google, they’re making a large profit margin and pursuing very progressive hiring policies. Because they are paying 30 percent or 40 percent more than the competition in salary, they are able to get the top 5 percent of whatever racial group they want. They can afford, in a sense, to pay the “DEI tax” and still find top people.
But this can be catastrophic in lower-margin or legacy companies. You are playing musical chairs, and if you do the same things that Google is doing, you are going to end up with the bottom 20 percent of the preferred population.
Used to be a time one could speak freely about the company they work for without fear of retribution…John Barnett changed all that.
Because at one time, a successful company had the folks who worked, the folks who managed, and the Execs who made all the big decisions.
Now….they have to have a “victim class” to make sure everyone stays quiet and does what they are told or be cancelled. Very useful to corrupt politicians and governments.
I saw one comment on a youtube video:
Didn’t
Earn
It!
I am enjoying this new game: putting my feet up, relaxing, cashing the paycheck, paying off debt and making sure I spend EVERYTHING when I get it, and eliminate debt. Screw saving. Seriously, that is for suckers. Buy THINGS. Useful things that will last a long time. Land. A good truck, CASH, guns, tools, and level up all your hard skills.
In other words, the sort of thing it is impossible to use TD and RBC to seize from you, simply because they don’t like your opinion!
Kill your RRSP, 401(k) whatever. Kill it dead. Only stuff that is IN YOUR POSSESSION and occupied by you, is actually yours. Everything else is something someone else OWES you. And, well, when the bank owes YOU your RRSP, it is YOU who has the problem. Not the bank.
Life is a thousand times better once I happily took the paycut, sit quietly at the back of the room, shut my mouth, don’t make waves, collect the paycheck, and level up my hardcore competencies on the company dime and time, in order to “add value”, and “stay current”.
One day, a few years from now, I will cash out any winnings (in a lump sum, remember, you do NOT want them owing you). At that point, they will hire me back … as a “consultant”. At MY rate, not theirs. Because all the low-IQ DEI f+++nuggets will have wrecked things but good by then, and they’ll be panicking.
I have been doing pretty much the same thing since I wasn’t allowed to go into my office builidng or meet with customers due to a medical condition I was born with.
What you have in the airplane is camping equipment
What you have on you is survival equipment.
Assets in a bank are the equivalent of camping equipment.
What you have in your possession is survial equipment
All OK, except for cash, which is a piece of paper. You need valuable things. Gold, silver are the most common but diamonds, art, and others come to mind.
The other one is;
Don’t
Expect
Intelligence
Loyalty and passion for your work are demerit points today.
I must say that I was pleasantly pleased when the pilot of my cheap-ass Spirit Airlines flight announced to the cabin that he was proudly piloting a brand new Airbus A320 from Oakland to John Wayne this past Easter weekend.
I could literally hear sighs of relief from the passengers that it wasn’t a Boeing DIE airliner we were flying … despite the plane being filled to capacity with mostly DEI POC. I guess they don’t want to DIE either.
And yes, the flight was smooth and true … even coming out of the edge of a weather frontal system
Since when does your pilot announce the mfr. and model of the airliner you’re flying? Since people have lost all faith in politically-correct jet manufacturers … I guess
you can find out in advance what plane is on that flight using a multitude of online tools.
I can also pretty well tell the make and model when it pulls up to the gate … including how old and beat it looks
“Strength of character is more important than muscle strength”.
Nope, that tight water valve is still closed, not sure what we are going to do now……Is the fire still burning?……
It’s an apt metaphor. If you put a teaspoon of fine wine in a barrel of sewage, you end up with a barrel of sewage. And if you put a teaspoon of sewage in a barrel of fine wine…you end up with a barrel of sewage.
DEI – “Didn’t Earn It” – and the whole toxic mess of post-modern, neo-Marxist identity politics – is the sewage. These ideologies are a virus that is lethal to the host. Only businesses – and societies – that can resist the virus, or throw it off, will survive.
One bad apple DOES spoil the whole bunch … baby.
The only love that these people have is the love of themselves in the spotlight.
The first solution would be to fire everyone in HR, because HR doesn’t serve useful functions in most companies.
Payroll can be done by ADP, or your preferred provider, for a reasonable fee.
Hiring can be done by managers.
Orientation can be done by team members.
Benefits can be done by whatever company that specializes in it (Manulife?)
And if you need an investigation, hire a specialist company to do it.
I’ve worked for a couple of major multinationals that were captured by their own HR departments, and the CEO ultimately solved the problem by doing exactly that. Automated/outsourcing benefits administration and payroll and then laying off the entire HR department.
Please don’t forget the people in Wichita who work for Spirit Systems. They make the fuselages for several types of Boeing aircraft. They may be more conservative, and a lot of them worked for the old Boeing company that was the best in the world. Some I know are holding on and will not be taking an annuity. Not ever. They have seen DEI and they don’t want to DIE.
The problem stemmed mostly from and started at, the merger between Boeing and Mc Donnell Douglas, as the saying goes: “The managers got the gold mine, the workers got the shaft..”
It’s the unsurprising result of hiring Gender Studies graduates for the HR department.
In a way.. DEI excuses people from the responsibility of picking the right people.. Kind of like OBUMMER getting the Nobel Prize for touching a door knob.. Pernicious stuff in cahoots with impostures..
Lack of leadership.. People will create the job they would rather do than the job they were hired to do.. PAT THEMSELVES ON THE BACK ALL DAY FOR DOING IT.. The cancer of Marxism :)..
Bombardier did this for years. There job was getting government grants not building good airplanes. Look what Viking is doing with there airplanes.
A teaspoon of raw sewage in a huge vat of the finest wine results in a huge vat of raw sewage.