Posts tagged with "dei"

Trump’s Policies: Reshaping American Culture, Society and Tribal Nations

Tracking Trump’s Second Term Executive Orders

President Donald Trump’s second term has begun with a wave of executive orders, signaling a significant shift in policy direction. This post breaks down the key orders, their implications, and what they mean for the future.

Need to Know: Trump’s Executive Orders

  • Volume: As of Feb. 20, President Trump has signed over 70 executive orders, marking the most within the first 100 days of a presidential term in over 40 years.
  • Scope: These orders span various sectors, including culture, immigration, energy, crime, and government operations, indicating a broad effort to reshape American policy and culture.
  • Controversy: Many of these orders have sparked debate, with critics questioning their constitutionality and potential impact on various groups within society.

Key Takeaways: A Summary of Major Executive Orders

  • Culture:
    • Several orders address gender identity, with policies defining “sex,” restricting gender-affirming care, and affecting sports participation.
    • Initiatives to investigate and eliminate perceived “anti-Christian bias” and “anti-Semitism.”
    • Changes to national symbols and names.
  • Immigration:
    • Orders focused on border security, including building a wall, increased detention and removal, and ending certain immigration programs.
    • Changes to asylum policies and refugee resettlement.
    • Task forces to address immigration issues at both the northern and southern borders.
  • Energy:
    • Emphasis on maximizing energy production, including in Alaska, and deregulation of the energy sector.
    • Reversal of some environmental regulations.
  • Government:shame of trump
    • Orders aimed at increasing government efficiency, reforming the hiring process, and ensuring accountability.
    • Creation of new government bodies and the elimination of others.
    • Investigations into past government actions and potential censorship.
  • Foreign Affairs:
    • Withdrawal from international agreements and organizations, including the Paris Agreement and the World Health Organization.
    • Changes to foreign aid distribution.
    • Sanctions on the International Criminal Court.
  • Defense:
    • Reversal of policies regarding transgender individuals serving in the military.
    • Emphasis on military readiness and the development of new defense systems.
  • Trade:
    • Imposition of tariffs on goods from Canada, China, and Mexico, though some of these were later paused.
  • Education:
    • Focus on school choice and “patriotic education.”
    • Efforts to eliminate federal funds from certain educational programs.

Implications for American Culture and Society

These executive orders have the potential to significantly reshape American culture and society. Here are some key implications:

  • Divisiveness: Several orders, particularly those related to culture and immigration, could exacerbate existing social divisions.
  • Legal Challenges: Many of these orders are likely to face legal challenges, which could lead to lengthy court battles and uncertainty.
  • International Relations: Changes to foreign policy and withdrawal from international agreements could strain relationships with other countries.
  • Economic Impact: Trade policies and changes to energy regulations could have significant economic consequences.
  • Social Change: Policies related to gender identity, abortion, and education could lead to substantial social change and impact the lives of many Americans.

Trump Order to Designate English as Official Language: A Shift in U.S. Policy

President Trump is expected to sign an executive order designating English as the official language of the United States. The order would allow government agencies and organizations that receive federal funding to choose whether to offer documents and services in languages other than English, and it would rescind a mandate from former President Bill Clinton that required such agencies to provide language assistance to non-English speakers. More than 30 states have already passed laws designating English as their official language, and lawmakers in Congress have introduced similar legislation for decades, though without success. Within hours of Trump’s inauguration last month, the new administration took down the Spanish language version of the official White House website, which has not been restored. The Trump administration also shut down the Spanish version of the website during his first term, and it was restored when President Joe Biden was inaugurated.

Implications for American Culture:

  • Debate over National Identity: The move reignites the ongoing debate about American identity and what it means to be an American. It emphasizes assimilation and a singular national language, potentially marginalizing other linguistic and cultural identities.
  • Impact on Immigrant Communities: This could create challenges for immigrant communities who may not yet be proficient in English, affecting their access to government services and resources. It might also affect the acceptance and inclusion of these communities in broader American society.
  • Changes in Government Services: The executive order would potentially reduce the availability of multilingual government services, impacting access for non-English speakers. This could create disparities in areas like healthcare, education, and social services.
  • Reinforcement of Cultural Divides: This policy could deepen existing cultural and political divides, with some viewing it as essential for national unity and others seeing it as discriminatory and exclusionary.

Symbolic Message: Designating English as the official language sends a symbolic message about the value placed on different languages and cultures within the U.S., potentially affecting how different linguistic groups are perceived and treated, especially Indian Nations that speak many different languages.

Trump’s Policies and Their Impact on Tribal Entities

Trump’s policies have had a mixed impact on tribal entities. Proposed rules clarifying the tax status of tribal corporations and the Tribal General Welfare Exclusion Act could be rejected by the Trump administration due to its opposition to preferential treatment based on race or ethnicity. However, Trump’s support for states’ rights and local sovereignty, and his advocacy for the official recognition of the Lumbee Tribe, suggest that his administration may be supportive of these rules.

Trump’s energy policies have had a limited impact on tribal entities. While his executive orders encourage energy exploration and production on federal lands, tribal lands are unlikely to be considered federal lands for this purpose. Additionally, energy companies have shown little interest in drilling in Alaska, and the administration’s withdrawal from wind energy leasing off America’s Outer Continental Shelf does not appear to have impacted any tribal entities.

The Trump administration’s freeze on certain federal grants and loans has created uncertainty for tribal programs that rely on federal funding. While the freeze has faced legal challenges, its long-term implications remain unclear. Tribal governments and enterprises may need to explore alternative funding sources or contingency plans to sustain essential services. Trump’s reversal of diversity, equity, and inclusion (DEI) initiatives could affect individual members of tribal groups as they apply for employment, as well as tribal businesses that seek federal contracting opportunities. The potential economic effects of this order on tribal corporations engaged in government contracting could be significant.

Trump also rescinded several executive orders from the prior administration relating to strengthening marginalized communities, including tribal nations. The impact of these reversals on tribal communities is unclear.

It is important to stay informed and engaged in these evolving policy changes under Trump 2.0.

ePa spoke with Larry Wright, Jr., Executive Director, National Congress of American Indians (NCAI) on Trump’s impact in Tribal Nations:

Civil Rights Group Issues DEI Spending Guide for Black Americans

The NAACP’s DEI Spending Guide: A New Era of Conscious Consumerism

The NAACP has recently launched a Black Consumer Advisory, a guide designed to encourage Black Americans to direct their spending power towards companies that actively support Diversity, Equity, and Inclusion (DEI) initiatives. This move comes at a critical time, as corporations face increasing pressure to roll back their DEI policies amidst a politically charged environment. This initiative is not a boycott, but rather a call to “buy-in” to companies that align with the values of the Black community and other conscious consumers.

Need to Know

  • The NAACP’s Black Consumer Advisory encourages conscious consumerism, urging Black Americans to support companies committed to DEI.
  • DEI policies are programs that promote fair treatment, impartial hiring, and cooperation between people from diverse backgrounds.
  • The advisory lists companies that have stood by their DEI commitments, such as Costco, Apple, and Delta Airlines, as well as those that have reversed course, including Lowe’s, Target, and Walmart.
  • This initiative is set against a backdrop of political pressure on corporations to roll back DEI policies, particularly from conservative groups and some state governments.

Key Takeaways

  • Economic Empowerment: The NAACP emphasizes the significant economic power of Black consumers, projected to reach nearly $2 trillion in spending by 2030. This advisory seeks to leverage that power to influence corporate behavior.
  • Value Alignment: The guide encourages consumers of all backgrounds to align their spending with their values, supporting companies that prioritize diversity and inclusion.
  • Corporate Accountability: The NAACP is actively engaging with companies, urging them to reaffirm their commitment to DEI. The advisory will be updated as companies’ positions evolve.

Implications for American Culture and Society

This initiative has significant implications for American culture and society:

  • Shifting Consumer Landscape: It could lead to a shift in consumer behavior, with more people making purchasing decisions based on a company’s social and political stances.
  • Corporate Response: Corporations will likely face increased scrutiny of their DEI policies and may need to carefully consider the potential consequences of their actions on their customer base.
  • Political Polarization: The issue of DEI has become highly politicized. This advisory highlights the tension between different political ideologies and their impact on corporate policies and consumer choices.
  • Civil Rights and Social Justice: The NAACP’s initiative underscores the ongoing struggle for civil rights and social justice, and the role that economic power can play in advancing these causes.

Background on DEI

Diversity, Equity, and Inclusion (DEI) are terms that refer to organizational efforts to create a more representative and welcoming environment for people of all backgrounds.

  • Diversity refers to the presence of differences within a given setting. In the context of the workplace, this can refer to differences in race, ethnicity, gender, sexual orientation, religion, age, and disability.
  • Equity refers to fair and just treatment for all, while acknowledging and addressing historical and systemic inequalities. It ensures that everyone has access to the same opportunities and resources.
  • Inclusion refers to creating an environment where everyone feels welcome, respected, and valued, and where they can fully participate and contribute.

DEI policies vary widely but often include anti-discrimination mandates, training on inclusive values, and initiatives to increase diversity in hiring and leadership.

The NAACP’s Black Consumer Advisory is a powerful statement about the importance of DEI and the role that consumers can play in holding corporations accountable. It marks a new era of conscious consumerism, where values and social responsibility are increasingly important factors in purchasing decisions.

Broken Promises: The Illusion of Corporate DEI

As President Trump launches attacks on DEI and other protected civil rights progress, the lack of Black representation in DEI leadership roles becomes a glaring contradiction, highlighting the disconnect between corporate promises and the reality of persistent inequality. This disparity not only undermines the credibility of DEI initiatives but also fuels the false narrative that these programs unfairly benefit certain groups over others. This discrepancy between words and actions erodes public trust in both corporate America and the government, raising serious questions about the sincerity of their commitment to diversity and inclusion.

Need to Know:

  • Following the 2020 protests after George Floyd’s murder, many companies pledged to increase Diversity, Equity, and Inclusion (DEI) efforts.
  • Despite these promises, a 2023 report found that only 4% of Chief Diversity Officer positions were held by Black people.
  • Experts suggest these DEI initiatives were performative, lacking genuine commitment and follow-through.
  • DEI roles often lack support and resources, and are sometimes filled by unqualified individuals.

The Harvard Business Review’s 2016 study found that diversity programs often fail due to companies’ neglect of data. The impact of bias or sensitivity training is often short-lived and can even trigger negative reactions. Mandatory diversity training for managers resulted in a decrease in Black, Latina, and women managers, while voluntary training led to better outcomes, particularly for Black men. The study also identified effective strategies for increasing diversity, including diversity task forces, diversity managers, self-managed teams, and targeted college recruiting.

Takeaways:

  • Performative Activism: The lack of Black representation in DEI leadership roles suggests many companies’ commitments were more about public image than actual change.
  • Unfulfilled Promises:  The disparity between companies’ pledges and the reality of DEI outcomes highlights a lack of accountability.
  • Structural Issues:  The challenges faced by DEI professionals, including lack of support and resources, reveal deeper structural issues within organizations.

Impact on DEIA, American Culture, and Society:

  • Erosion of Trust: The failure of companies to follow through on their DEI commitments erodes trust and fails on the promises of social responsibility.
  • Missed Opportunities:  The lack of genuine DEI efforts perpetuates existing inequalities and misses opportunities to create a more equitable and just society.
  • Continued Disadvantage:  Underrepresented groups, particularly Black Americans, continue to face systemic barriers and discrimination in the workplace.

The Way Forward:

  • Accountability and Transparency: Companies must be held accountable for their DEI promises and transparent about their progress.
  • Meaningful Change: DEI initiatives need to be more than just symbolic gestures; they must lead to meaningful changes in organizational culture and practices.
  • Investment in DEI: Companies need to invest in DEI roles, provide adequate support and resources, and ensure that these positions are filled by qualified individuals.

The lack of progress in DEI, despite public commitments, is a stark reminder that words alone are not enough.  Real change requires sustained effort, investment, and a genuine commitment to creating a more equitable and inclusive society.

Recent DEI Changes and Events

The Trump Administration’s Legacy on Racial Justice:

  • The Trump administration pursued an agenda to roll back racial justice, as exemplified by the “1776 Report,” which demonized efforts to achieve racial equality.
  • They ordered federal agencies to cease trainings on systemic racism and banned trainings on race and gender discrimination for federal employees and contractors.
  • Trump’s rhetoric and policies vilified and neglected communities of color, including his handling of white supremacist groups.

The 2024 Trump Campaign and the Backlash Against Racial Justice:

  • The 2024 Trump campaign fulfilled its promise to eradicate DEI policies, furthering the backlash against racial justice efforts.
  • The anti-DEI backlash aims to dismantle civil rights gains and is supported by right-wing foundations, think tanks, and political operatives.

Three Strategies Trump Will Deploy to Reverse Course on Racial Equality:

  • Censoring Academic Discussions of Race and Human Rights: This includes cutting federal funding for schools with “divisive” curricula and eliminating DEI positions.
  • Abandoning Civil Rights Enforcement: This involves ceasing enforcement of civil rights laws and weakening protections against discrimination.
  • Marshalling Federal Power to Ramp Up Right-Wing Attacks on Equal Opportunity Initiatives: This includes targeting affirmative action policies and DEI programs.
  • Trump also blamed DEI initiatives after the recent Potomac River crash involving a military helicopter and a United Airlines plane with 67 passengers on board. This accusation followed Trump’s firing of the FAA administrator without naming a replacement, implementing a federal hiring freeze that reduced FAA staff including air traffic controllers, disbanded the aviation security advisory committee and firing the TSA director. Read Trump’s DEI Executive Order HERE

 “The Defense Intelligence Agency is working with the Department of Defense to fully implement all Executive Orders and Administrative guidance in a timely manner,” said Lt. Cmdr. Seth Clarke. 

The Push Back:

  • Civil rights organizations and democratic members of Congress are fighting back with litigation, legislative advocacy, and policy advocacy to resist a second Trump administration’s attacks on racial justice.
  • They will challenge unconstitutional classroom censorship, defend access to educational opportunities, and challenge rollbacks of federal anti-discrimination protections.
  • The groups say they will work to insulate state and local DEI policies from rolling back civil rights protections.

TargetFast: A Lenten Call for Corporate Accountability

In a move reminiscent of the Montgomery Bus Boycott, a grassroots movement is calling for a 40-day fast from Target stores. This Lenten season protest is in response to Target’s alleged backpedaling on its $2 billion pledge to Black-owned businesses and a perceived retreat from Diversity, Equity, and Inclusion (DEI) initiatives.

The Need-to-Knows

  • The TargetFast is a 40-day boycott of Target stores, beginning March 3rd and ending April 17th.
  • The organizers are calling for 100,000 conscientious citizens to participate.
  • The fast is a response to Target’s alleged betrayal of the Black community and a broader corporate rollback on DEI efforts.
  • The movement is demanding that Target honor its $2 billion pledge, invest in Black banks, restore its commitment to DEI, and create community centers at HBCUs to teach retail business.

Key Takeaways

  • This boycott highlights the power of consumer activism and the growing demand for corporate accountability.
  • It underscores the importance of DEI initiatives and the consequences of corporate retreat from these commitments.
  • The movement is leveraging the economic power of the Black community to effect change.
  • The use of a Lenten fast adds a spiritual dimension to the protest, emphasizing the moral and ethical implications of corporate actions.

Impact on American Culture and Society

The TargetFast has the potential to significantly impact American culture and society. It could:

  • Force corporations to reconsider their commitment to DEI and social responsibility.
  • Empower marginalized communities to use their economic power to hold corporations accountable.
  • Spark a broader conversation about the role of corporations in social justice issues.
  • Lead to increased support for Black-owned businesses.

Historical Connection to the Montgomery Bus Boycott

The TargetFast draws a clear parallel to the Montgomery Bus Boycott of 1955-1956. Both movements leverage economic boycotts to protest injustice and demand change. The Montgomery Bus Boycott, sparked by Rosa Parks’ refusal to give up her seat, led to the desegregation of buses and was a pivotal moment in the Civil Rights Movement. Similarly, the TargetFast aims to leverage economic power to challenge corporate policies and promote racial equity.

The Urgency of Now

The organizers of the TargetFast emphasize the urgency of their cause, stating that “Black America is the world’s 12th wealthiest nation in spending power.” By harnessing this economic power, they aim to send a clear message to Target and other corporations: social responsibility is not optional, and the Black community will not tolerate betrayal. The TargetFast is a powerful reminder that consumers have a voice and can use their wallets to vote for change.

Lessons from the Montgomery Bus Boycott applicable to the TargetFast movement:

  • Unified Front: The Montgomery Bus Boycott was successful due to widespread community participation. TargetFast organizers similarly aim to mobilize 100,000 citizens, emphasizing the power of collective action.
  • Non-Violence: The Montgomery Bus Boycott adhered to non-violent protest, maintaining the moral high ground and garnering public support. TargetFast, as a Lenten fast rooted in spiritual principles, also aligns with peaceful resistance.
  • Clear Demands: The Montgomery Bus Boycott had clear, achievable goals – desegregation of buses. TargetFast also presents specific demands to Target Corporation, providing a roadmap for resolution.
  • Perseverance: The Montgomery Bus Boycott lasted over a year, demonstrating the need for sustained effort. TargetFast’s 40-day duration and potential for a “Phase 2” show commitment to long-term change.
  • Economic Impact: The boycott significantly impacted the bus company’s revenue, forcing them to negotiate. TargetFast aims to leverage Black America’s spending power to similarly pressure Target.

By applying these lessons, the TargetFast movement can enhance its effectiveness and potential for achieving its goals.

The TargetFast movement aligns with the spiritual principles of Lent in multiple ways:

  • Sacrifice and Fasting: Lent is a time of sacrifice, and the TargetFast calls for a 40-day fast from spending at Target, mirroring the traditional Lenten practice of fasting from food or other indulgences.
  • Reflection and Repentance: Lent is a season of reflection and repentance. The TargetFast encourages participants to reflect on the importance of economic justice and corporate responsibility, and to repent from supporting companies that neglect these principles.
  • Spiritual Resistance: The TargetFast frames the boycott as a form of spiritual resistance, drawing parallels to Jesus’ actions in the temple. This highlights the moral and ethical dimensions of the protest.
  • Renewal and Transformation: Lent is a time of renewal and transformation. The TargetFast aims to bring about change in corporate practices and promote a more just and equitable society.

By connecting the boycott to the spiritual practices of Lent, the TargetFast movement adds a deeper layer of meaning and purpose to the protest, inviting participants to engage in a holistic act of resistance that encompasses both personal and societal transformation.

The TargetFast movement leverages the economic power of the Black community by:

  • Direct Boycott: Calling for a 40-day fast from spending at Target, directly impacting the company’s revenue.
  • Stock Divestment: Encouraging individuals to sell any Target stock they own, potentially affecting the company’s market value.
  • Circulation of Black Dollars: Partnering with the Black Chamber of Commerce to provide a directory of Black-owned businesses, promoting economic support within the community.
  • Highlighting Spending Power: Emphasizing that Black America has significant spending power ($12 million/day) that can be redirected to support businesses aligned with their values.

By organizing a collective boycott and encouraging alternative spending within the Black community, the TargetFast movement aims to demonstrate the economic influence of Black consumers and hold Target accountable for its actions.

New Birth Missionary Baptist Church Pastor Dr. Jamal Bryant:

Assault on Diversity: Air Force Strips Tuskegee Airmen from Training Curriculum, Then Backtracks on DEI Decision

In a controversial move following President Trump’s executive order against Diversity, Equity, and Inclusion (DEI) initiatives, the Air Force has removed a video about the Tuskegee Airmen from its basic training curriculum. The video, which highlighted the achievements of these pioneering African American pilots during World War II, was seen as a crucial part of Air Force history and culture.

Need-to-Know and Takeaways

  • President Trump’s executive order aims to dismantle federal DEI programs, impacting various government institutions, including the military.
  • The Air Force has responded by removing DEI-related content from its curriculum, including the Tuskegee Airmen video and others highlighting women’s contributions.
  • This decision has sparked outrage among many, including veterans, politicians, and advocacy groups, who see it as an erasure of important history and a betrayal of American values.

FILE – Tuskegee Airmen, from left, Audley Coulthurst of New York, William Johnson of Glen Cove, N.Y., Wilfred R. DeFour of New York, and Herbert C. Thorpe of Rome, N.Y., are honored by members of the New York Assembly upon their 75th Anniversary of the 332nd Fighter Group of the U.S. Army Air Corps during a recognition ceremony in the Assembly Chamber at the state Capitol, June 16, 2016, in Albany, N.Y. (AP Photo/Hans Pennink, File)

Impact on American Culture and Society

The removal of the Tuskegee Airmen video and other DEI-related content from the Air Force curriculum raises concerns about the preservation of American history and the recognition of diverse contributions to society. The Tuskegee Airmen’s story is one of overcoming racial segregation and prejudice to serve their country with distinction, a narrative that resonates with the American ideals of equality and opportunity. Erasing their story from the curriculum sends a message that these values are no longer a priority.

Moreover, this decision could have a chilling effect on DEI efforts in other institutions, potentially leading to a broader rollback of progress in promoting diversity and inclusion across American society.

Lessons Still to Learn

The controversy surrounding the removal of the Tuskegee Airmen video underscores the importance of ongoing education and dialogue about diversity, equity, and inclusion. While there may be differing views on how to best achieve these goals, it is crucial to remember that America’s strength lies in its diversity. The Tuskegee Airmen’s story, and the stories of countless others who have overcome adversity to contribute to American society, should be celebrated and remembered, not erased.

As a nation, we must continue to learn from our past, both the triumphs and the failures, to create a more just and equitable future for all.

UPDATE:

Air Force Reverses Decision to Remove Tuskegee Airmen Video Amidst DEI Backlash

The U.S. Air Force has reversed its decision to remove a video about the Tuskegee Airmen from its curriculum. The video was initially removed due to a ban on diversity, equity, and inclusion (DEI) initiatives by the Trump administration.

Key Points:

  • The Air Force’s decision to remove the video was met with backlash from both sides of the political spectrum.
  • The Tuskegee Airmen are a group of Black pilots who served with distinction during World War II.
  • The Air Force’s initial decision to remove the video was seen as disrespectful to the Tuskegee Airmen’s legacy.
  • The Air Force’s reversal of its decision is a victory for those who believe that the Tuskegee Airmen’s story should be taught to all service members.

Takeaways:

  • The Tuskegee Airmen’s story is an important part of American history.
  • The Air Force’s initial decision to remove the video was a mistake.
  • The Air Force’s reversal of its decision is a welcome development.

Additional Thoughts:

The Tuskegee Airmen’s story is one of courage, determination, and patriotism. These men overcame discrimination and prejudice to serve their country with honor. Their story is an inspiration to all Americans, and it should be taught to all service members.

Spotlight:

Herbert C. Thorpe was one of the last surviving Tuskegee Airmen. His journey to become one of the few Tuskegee Airmen started in 1939, after President Franklin D. Roosevelt, as part of his New Deal economic initiative, opened the Civilian Pilot Training Program to African Americans.  Listen to his story HERE

 

Pepsi’s DEI Strategy: A Blueprint for American Progress

In the 1940s, amidst a segregated America, Pepsi made a bold move that would forever change the landscape of corporate America and American consumer culture. While Coca-Cola focused on the white middle class, Pepsi saw an untapped market: Black Americans. This wasn’t just about selling soda; it was a challenge to the status quo.

Need-to-Know:

  • Pepsi recognized and actively pursued the Black American market in the 1940s, a time of racial segregation.
  • They hired Black sales representatives, used Black models in their advertising, and featured their product in Black publications.
  • Coca-Cola, by contrast, largely ignored the Black American market.
  • Pepsi’s “special markets” team faced the challenges of Jim Crow segregation while traveling the country.
  • This team was instrumental in creating some of the first advertisements portraying Black Americans as middle-class citizens.

Takeaways:

  • Pepsi’s strategy was not only groundbreaking but also successful, leading to a significant increase in market share within the Black community.
  • This initiative paved the way for future diversity and inclusion efforts in corporate America.
  • It also highlighted the economic power of the Black community.

Impact on American Culture and Society:

Pepsi’s actions had a profound impact on American culture and society. By recognizing and valuing Black consumers, Pepsi challenged the prevailing norms of segregation and discrimination. Their advertising campaigns helped to portray Black Americans in a more positive and empowering light, contributing to the fight for civil rights and equality.

Furthermore, Pepsi’s success in the Black market demonstrated the economic potential of this demographic, encouraging other businesses to follow suit. This shift not only benefited the Black community but also contributed to a more diverse and inclusive marketplace.

Pepsi’s pioneering efforts in diversity and inclusion serve as a reminder that businesses can play a crucial role in social change. By challenging prejudice and embracing diversity, they can create a more equitable and just society for all.

Pepsi’s “special markets” team faced a number of challenges as they traveled the country during Jim Crow segregation. These included:

  • Being forced to sit at the back of buses and travel in separate train cabins.
  • Having to eat behind screens on trains.
  • Finding hotels and restaurants that would serve them.

Pepsi’s efforts in diversity and inclusion contributed to social change in America by challenging the norms of segregation and discrimination. By actively targeting the Black American market and hiring Black employees, Pepsi helped to break down racial barriers in corporate America. Their advertisements portraying Black Americans in a positive light also helped to challenge stereotypes and promote a more inclusive vision of American society.

As Americans bear witness to the fraying of the rule of law and democracy, businesses and especially the newly installed Trump administration wreaking havoc upon entry into the People’s House, can learn several key lessons from Pepsi’s pioneering efforts in diversity and inclusion:

  • Recognize the Economic Power of Untapped Markets: Pepsi identified and successfully tapped into the Black American market at a time when other companies overlooked it. This demonstrates the potential profitability of embracing diversity and inclusion.
  • Challenge the Status Quo: Pepsi’s actions challenged the prevailing norms of segregation and discrimination. Businesses can drive social change by actively opposing discriminatory practices and promoting equality.
  • Authentic Representation Matters: Pepsi used Black models and sales representatives, showing a genuine commitment to the Black community. Authentic representation fosters trust and loyalty among diverse consumer groups.
  • Diversity and Inclusion are Good for Business: Pepsi’s success in the Black market highlighted the economic benefits of diversity and inclusion. A diverse workforce and customer base can lead to increased innovation, creativity, and market share.
  • Long-Term Commitment: Pepsi’s efforts weren’t a one-time campaign but a sustained strategy. Long-term commitment to diversity and inclusion is essential for lasting change and impact.

Overall, Pepsi’s experience shows that diversity and inclusion are not only morally right but also strategically sound. By embracing diversity, businesses can drive social progress and achieve sustainable growth.

Trump’s Purge of DEI Programs: A Setback for American Progress

Donald Trump has wasted no time in dismantling diversity, equity, and inclusion (DEI) initiatives within the federal government. A recent memo from the Office of Personnel Management directs all federal agencies to place DEI employees on paid administrative leave and submit plans for eliminating their positions by the end of January. This action, confirmed by White House press secretary Karoline Leavitt, marks a significant rollback of progress made under previous administrations and raises serious concerns about the future of diversity and inclusion in the federal workforce.

Need to Know:

  • The Purge: The Trump administration is ordering the immediate placement of all federal DEI employees on paid administrative leave with a plan to eliminate their positions entirely.
  • Executive Order: This action stems from Trump’s executive order, “Ending Radical and Wasteful Government DEI Programs and Preferencing,” which aims to overturn executive actions by President Biden that promoted DEI within the federal government.
  • Biden’s DEI Efforts: Former President Biden’s administration implemented Executive Order 13985 to address systemic racism and achieve equity across the federal government. This included establishing diversity officers, employee resource groups, targeted recruitment in underserved communities, internships, fellowships, and mentorships.
  • Disproportionate Impact: While the exact number of affected employees is unknown, it’s clear that Black and Brown individuals will be disproportionately affected due to their federally protected inclusion in federal government roles.

Takeaways:

  • Undoing Progress: This move directly undermines years of effort to create a more diverse and inclusive federal government, reversing positive steps taken under previous administrations.
  • “Loyalty Tests” over Merit: As stated by Everett Kelley, president of the American Federation of Government Employees National, this appears to be a move toward prioritizing loyalty over merit in federal hiring, potentially eroding the strength and competence of the civil service.
  • Targeting Black Employees: The phrasing used during Trump’s campaign, about “ridding the federal government of Black people and filling it with white loyalists,” indicates a deeply troubling motivation behind these actions.
  • Smokescreen for Undoing Merit-Based Workforce: This is a smokescreen for undoing a merit based workforce, thus turning the government into a place where only those who are in line with certain individuals can work there, as opposed to those who are the best people for the job, thus hurting American progress by putting unqualified people in key roles.

Implications for American Progress, Culture, and Society:

  • Setback for Equity: Eliminating DEI programs will hinder efforts to address systemic inequalities within the government, which can have ripple effects across society. The federal government is supposed to be the model that corporations and smaller organizations take after, so this would create a culture of non-diversity, hurting progress and making the American population and economy weaker as a whole.
  • Erosion of Trust: Such actions can erode public trust in the federal government by signaling a lack of commitment to fairness and equal opportunity. When the most powerful institution of the country does not fairly represent its citizens it leads to trust issues amongst the people.
  • Damage to Civil Service: Politicizing federal employment based on loyalty rather than merit will weaken the civil service and potentially lead to decreased efficiency and competence within government agencies. This could cause important services and institutions such as the police force and the army to become less competent and reliable, thus being more of a danger to the American citizens rather than a safeguard.
  • Reinforcing Divisive Rhetoric: This move reinforces divisive rhetoric related to race and identity, which can further polarize American society. This could lead to increases in hate crimes and discrimination based on things such as skin color, religion and cultural background thus dividing the American people and hurting the population as a whole.

Trump’s targeting of DEI initiatives within the federal government represents a significant setback for American progress, undermining efforts to create a more just and equitable society. These actions not only threaten the diversity and competence of the federal workforce but also send a damaging message about the value placed on inclusion and equality in America. It is essential to stay informed and advocate for policies that promote diversity, equity, and inclusion at all levels of government.

Read Trump’s DEIA Executive Order HERE.

On the Virtue of Real Action in Place of `Virtue Signaling’

Credit: TIME

When jogging through my neighborhood at sunrise, I often see backyard signs pledging allegiance to a sacred political principle which my neighbors hold dear. The backyard signs communicate what the neighbors want others to think that they care about. However, these signs do little to promote in practice the cause they highlight. The signs are posted because they represent a popular opinion within the community. They would not be posted in a community with a different set of values, to avoid the risk of controversy. Ironically, it is the other community that needs convincing, and where the sign would serve the purpose of engaging in a dialogue to improve the world.

A 2020 Morning Consult poll found that a quarter of adults without children say climate change is part of the reason they didn’t have children. Given the rest of our industrial activities, their choice has little impact on suppressing climate change, akin to the impact of becoming vegan on saving endangered species. But these decisions make people feel and look better within their like-minded communities.

Later in my day, I see many of my colleagues on the academic campus using popular slogans to express their loyalty to trendy principles. The spectacle reminds me of the uniform we used to wear at elementary school to hide our actual socioeconomic backgrounds. This is all good, except that when it comes to the hard work necessary for fulfilling these same principles by actually helping real people, the same colleagues are nowhere to be found.

What is the virtue inherent in `virtue signaling’? Clearly, it is the pleasure of communicating the beauty of ideas that aim to repair a broken world. But without turning them into action, the beautiful ideas resemble an engine that lacks transmission. A car’s transmission is essential for turning the engine’s power into motion on the road. The engine by itself only makes noise.

Why is it then that action is rare? Obviously, because it requires hard work as well as coming up with an effective implementation strategy on how to make a difference.

Over the past decade I had the privilege of serving simultaneously as director of the Institute for Theory and Computation, chair of the Astronomy department and founding director of the Black Hole Initiative at Harvard University. The reason I agreed to serve on all three leadership roles as once, was to improve my environment. They demanded sacrifice of my precious research time. Those who know me would testify that there is nothing more enjoyable for me than being fully immersed in creative scientific work, of which administrative distractions are the foe. But at some phase in my career, I realized that I cannot rely on others to do what needs to be done, and so I welcomed this opportunity to promote excellence and diversity. Most of my leadership efforts were invested in supporting students, postdocs and junior faculty of all backgrounds. The reason was simple: my own upbringing was unprivileged and I knew how difficult it is to make it up the academic ladder. I felt committed to helping fledgling scientists achieve success irrespective of where they started. Helping real people required hard work, unlike `virtue signaling’.

To protect their privacy, I cannot mention the dozens of individuals I was fortunate to help during my leadership roles over the years, but my home office is filled with “Thank-You” notes from all of them. The backyard signs of my neighbors serve a different purpose. These offer a shortcut to feeling better.

Unfortunately, `virtue signaling’ also appears in scientific research because of peer pressure. For example, astrobiologists will lobby for the search of bio-signatures on the surface of Mars, but will shy away from promoting an unapologetic disruptive approach in looking for them. None of the past NASA missions to Mars employed a microscope or added a drop of water in-situ to Martian soil in order to check for any signs of dormant life that might be awaken. The adopted approaches provided a safer path for avoiding controversy, such as the claim by former NASA engineer Gilbert V. Levine who served as the principal investigator Labeled Release experiment on NASA Viking missions to Mars, and explicitly argued in a Scientific American essay in 2019 that he is convinced we already found life on Mars in the 1970s.

Similarly, astrobiologists plan to invest billions of dollars in the search for primitive life in exoplanet atmosphere over the coming decades, but do not allocate even a percent of these funds to the search for intelligent life. To avoid controversy, they regard techno-signatures as risky relative to bio-signatures even though the one biosphere we know, here on Earth, has both.

The pattern repeats farther down. SETI scientists who searched for radio signals unsuccessfully for seven decades mention peripherally the search for technological objects near Earth as an alternative. However, when it comes to analyzing actual data on the anomalous geometry and non-gravitational acceleration of the first reported interstellar object `Oumuamua or the high material strength of the first two interstellar meteors, they join forces with the conservative mainstream of astrobiology and dismiss upfront a possible technological origin without engaging in any further research. The Galileo Project aims to repair this attitude by following the scientific method and seeking new data on anomalous objects near Earth.

In another context, fundamental physics aims to explain reality, yet the mainstream of theoretical physics was engaged for four decades in developing abstract concepts of string theory and the multiverse with no experimental sanity checks. In this community, `virtue signaling’ is to argue that engaging with real experimental data is an option for a physicist, akin to the proposal that the job description of a plumber could include the option of fixing plumbing issues in the Metaverse for the community of subscribers who put Metaverse goggles on their head.

Scientific `virtue signaling’ admits loyalty to the mainstream while whispering — but not pursuing — disruptive innovation, in order to avoid controversy. It offers an easy path of least resistance for scientists to remain popular within the groupthink. It avoids the hard work required to improve on what we know. Herd mentality sometimes masquerades as `open-mindedness’ when it lacks action to change the world.

Artificial intelligence (AI) systems like GPT-4 are trained to imitate humans. As such, they mirror society and are already showing biases and discrimination against various groups of people. By reflecting our image, AI provides a reality check as to the limited effectiveness of `virtue signaling’. Here’s hoping that AI mirrors will bring awareness to the discrepancy between our wishful thinking and the reality surrounding us, so as to trigger action.

The unfortunate nature of `virtue signaling’ is that it does not represent a sincere attempt to repair the world. On occasion, it can lead to the opposite outcome by pushing back against individuals who are actually engaged in an honest effort to promote a change, because they upset the status-quo and create controversy. These individuals are not as popular as `virtue signaling’ advocates. But they carry the actual virtues that others are signaling.

ABOUT THE AUTHOR

Avi Loeb is the head of the Galileo Project, founding director of Harvard University’s — Black Hole Initiative, director of the Institute for Theory and Computation at the Harvard-Smithsonian Center for Astrophysics, and the former chair of the astronomy department at Harvard University (2011–2020). He chairs the advisory board for the Breakthrough Starshot project, and is a former member of the President’s Council of Advisors on Science and Technology and a former chair of the Board on Physics and Astronomy of the National Academies. He is the bestselling author of “Extraterrestrial: The First Sign of Intelligent Life Beyond Earth” and a co-author of the textbook “Life in the Cosmos”, both published in 2021. His new book, titled “Interstellar”, is scheduled for publication in August 2023.

ePa Sponsors April DEI Virtual Event

As part of the mission of ePluribus: America to help advance diversity, equity, inclusion, accessibility and belonging in every aspect of American culture, we are proud to announce this partnership to teach the core concepts of diversity. This DEI event is structured to help CEO’s, HR officials, Diversity Officers, thought leaders, policy makers and everyone with a stake in DEI initiatives recognize and overcome the barriers of organizational inclusion and belonging. In many cases, we have to unlearn in order to learn better ways of expressing our collective humanity for the sake of a better world for all. And ultimately, that is the purpose and focus of ePa’s DEI initiative and collaboration. And as a thank you, subscribers will get a $20 discount that reduces the ticket to $39.00. The discount code for ePa subscribers is EPLUR.  

Yours Truly,

Jeanette Lenoir

April DEI Virtual Event!

Join these business professionals virtually as they learn and discuss strategies for shaping the work culture with Diversity, Equity, and Inclusion.

Tuesday, April 13, 2021
10:00 am – 12:00 pm EST

Registration and the full itinerary for the event can be found here: www.thestrategiesthatwork.com

“When we open communication up, down, and across our organization, we enhance our ability to recognize and value our differences and similarities. Communicating effectively requires observation and empathetic listening to ensure understanding. As we identify our own listening skills and cognitive biases, we will become better equipped to mindfully acknowledge our barriers and intentionally work to put them aside, cultivating a safe, diverse, and inclusive workplace. Lynda and Kashonna collaborate to provide engaging and informative sessions in Diversity, Equity, and Inclusion with a focus on improving communication. After forty-five minutes of content and engagement with breakout activities, we will entertain questions and share ideas for the remainder of the hour.”

My interview with Larry Wilner, Organizer:

https://vimeo.com/526888868