Paul's Policies

The deal with DEI Charlie Kirk has overlooked is that the National Business Roundtable could seek to make equity a priority when investing in a more at-risk younger neurodivergent workforce with Gen Z skills and abilities, capable of using newer programs and technologies, at a risky but worthwhile cost of being paid more overtime without federal taxes to catch up to speed with the programs and technologies that the company is actually using, but adding new programs to increase work creativity and freedom.

I agree with Charlie Kirk, the founder of Turning Point USA that College is a scam in certain ways. Learning about critical race theory and DEI in college is a waste of time in its present context. Critical race theory teaches students to be critical of race before using critical thinking skills to assess what, where, when, how, and why a crime in history or current news took place. In effect, it teaches students to be more racist. And DEI allows employers to discriminate against white employees who merit the position more if a candidate of color has a diverse-sounding name, despite having fewer qualified skills, so the company can hire the desired percentage of people of color. This sort of workplace culture is active discrimination and puts on a self-deprecating facade of inclusion that could become severe and pervasive if the applicant is hired with far fewer skills and abilities than their coworkers, with no accommodations of additional training time after being hired to catch up.

Growing up, before I was familiar with the Department of Equity and Inclusion, I would have assumed the acronym stood for Debt, Equity, and Insurance; relevant expenses to a business that could predict the measure of talent that younger Generation Z employees may offer in marketing and finance roles. Going into debt to buy a new marketing stack that unites a team over company data on a single website to get additional perspectives could be useful. Using equity to buy stock in a competitor of complementary goods and services suggested by a new employee’s burgeoning perspective could elucidate weak points to resist the company’s hate group of customers, and insurance benefits for values-based therapy could keep their employees less consumed by perceived threats and more engrossed in developing the company’s values in themselves.

While I can appreciate the intent to diversify lived experiences in the workforce, DEI isn’t doing that either, because all it does is submit to hiring quotas based on an applicant’s race. I’m happy that Utah banned DEI, but I am also hopeful that companies continue to keep their eyes fixed on Generation Z and the lessons they can learn with them to increase revenue and use debt, equity, and insurance to their advantage instead.