[tpi][Please send any additional material to [email protected] - many thanks][/tpi]

Related links:
• Diversity: the unpalatable reality, https://controlc.com/c4fa8aba
• So-called "pay gap" propaganda, https://controlc.com/75511dfe
• Immigration realities, https://controlc.com/8a8fe841
• Criminal justice in the West – context and causes, https://controlc.com/f22ea85d
• Woke - a definition, https://controlc.com/3ad450fb
• UK prognosis / the economic unsustainability of the welfare state: https://bit.ly/UK_collapse

Contents:

- Overview
- The data
- Further commentary
- New information to process

*** Overview

DEI is bigotry. If you give educational or employment advantages to some people because of immutable biological characteristics, you disadvantage people who don’t possess those characteristics. This is the definition of discrimination. DEI proponents are indistinguishable from bigots throughout history who wrapped their hatred and tribalism in supposed virtue.

The "pro-diversity/quotas/affirmative action/anti-white/anti-male" arguments are from people such as Kimberlé Crenshaw, Ta-Nehisi Coates, Nikole Hannah-Jones, Robin DiAngelo, and Ibram X. Kendi. Their "critical race theory" and derivative arguments place racial conflict at the centre of every issue at the expense of race-neutral considerations like objective truth and human individuality. This includes asserting that hard work, delayed gratification, maths, and the written word are "aspects of whiteness" and don't apply to black/Black/colored people/People of Color/[insert latest term invented for self-aggrandisement].

Opposing them are people such as Amy Chua, Andrew Sullivan, Ayaan Hirsi Ali, Coleman Hughes, Glenn Loury, Heather MacDonald (City Journal), Jason Reilly, John McWhorter, Larry Elder, Megan Kelly, Shelby Steele (e.g. "The Content of Our Character"), Thomas Chatterton Williams (e.g. "Self-Portrait in Black and White"), Walter Williams, and Wilfred Reilly. 

The latter argue that different racial outcomes primarily reflect different cultures and behaviour, and that immigrants of every colour are successful when they: (i) obtain at least a high school education, (ii) secure a full-time job, and (iii) marry before having children (the ‘success sequence’), as well as (iv) avoiding crime. See the black US economist Thomas Sowell’s extensive body of work on this (e.g. “The Economics and Politics of Race”), as a primary example of this genre. 

For a period of time from the Obama administration, ‘diversity’ and ‘equity’ were replacing ‘merit and equal opportunities at point of entry’. ‘Diversity/equity’ never means representation of, e.g. the working class, or conservatives, or Asians, it is a weapon used to advance carefully selected, politically-favoured ‘tribes’. There is no difference between (i) diversity; (ii) targets; (iii) quotas; (iv) affirmative action; and (v) anti-white/anti-Asian/anti-male discrimination. They are substantially identical except for the level of euphemism. Diversity should be irrelevant: all that should matter is merit. 

Bluntly précised, the diversity bandwagon grifters’ schtick is simply: “We can’t impose our left-wing social engineering via objective measures of merit and competence, so we’re now deploying blackmail, quotas, and affirmative action - and creating jobs for ourselves as the moral arbiters of wrongthink”.

“Evidence-based” policymaking means that decisions ought to be based on objective analysis of the best available evidence. Honest engagement with peer-reviewed evidence however reveals that demands for so-called diversity began in far left political groups and metastasized into corporate America without any objective evidence. The key driver for diversity has simply been ideologically-motivated blackmail by special interest groups. This unpalatable reality is rarely communicated by journalists in left-leaning media, who would rather credulously indulge their own ideological biases, wishful thinking and ingroup social signaling. In mitigation to such people, the toxicity of left-wing groupthink means that any WrongThink leads to their excommunication, e.g. Bari Weiss, Nellie Bowles and James Bennet at the New York Times, Uri Berliner at NPR, or Suzanne Moore and Hadley Freeman at The Guardian.

There is no reason other than unprincipled charlatanism and cynical power politics to assert that men, particularly white heterosexual men, and their concerns, are less important or of less value than others. In fact, there is hardly an activity, a facility or a convenience that has not been built by, maintained by and or created by them. As you conduct your day, thank those who enabled: electricity, gas, oil, sewers, nuclear power, wind power, solar power, telephones, mobile phones, the internet and even Tampax. Not to mention the internal combustion engine, electric motors, batteries, satelites, GPS, washing machines, dishwashers, cookers, hobs, hoovers, nylon, elastic, textiles, microwaves, hair dryers, cosmetics, deodorants, vaccines, penicillin, x rays, MRIs, radiotherapy etc.

Bill Clinton correctly diagnosed the poison in May 2024: "Any time you spend all your time trying to settle past grievances or trying to focus on our differences instead of figuring out how to make common calls for a shared future we all want, I think you’re in trouble. We have been through a period when, for any number of reasons, the political rewards of grievance-based politics and [...] have been so immense that nobody could give them up. Knowing all along - including members of the mainstream media, not just the right-wing media - knowing all along that if you didn’t give them up, that you put our system and our country and our kid's and our grandchildren’s future in peril." Source: Former President Clinton at Milken Institute Conference, 8 May 2024, https://www.c-span.org/video/?535466-1/president-clinton-milken-institute-conference, at 4 minutes, 50 seconds.

As former presidential candidate Vivek Ramaswamy, whose parents were Indian immigrants to the US, argues: "It's time to replace ‘Diversity, Equity & Inclusion’ with ‘Excellence, Opportunity & Civility’", Source: "Stop Discriminating Based On Race With Vivek Ramaswamy", https://www.youtube.com/watch?v=FgZ6CJMMKes

*** THE DATA

In reality, many meta-analyses have found null, mixed and negative effects for diversity of sex, race and ethnicity:

•       In a series of very influential studies (2015; 2018; 2020; 2023) McKinsey reported statistically significant positive relations between DEI and company performance. Indeed, McKinsey is frequently credited for having led the wave of diversity initiatives in the West. However, they appear to have fabricated their data. A paper published in March 2024 in Econ Journal Watch found that McKinsey's results could not be replicated: ''Our inability to [replicate] their results suggests that ... they should not be relied on to support the view that US publicly traded firms can expect to deliver improved financial performance if they increase the racial/ethnic diversity of their executives.'' https://econjwatch.org/articles/mckinsey-s-diversity-matters-delivers-wins-results-revisited / Matt Walsh's commentary: "What This DEI Consulting Firm Lied About Is Actually Evil", https://www.youtube.com/watch?v=imLMG7C6oF4

•       Does diversity make teams work better? Apparently not! A new, comprehensive preregistered meta-analysis found that, whether the diversity was demographic, cognitive, or occupational, its relationship with performance was near-zero. The paper paints an unsupportive picture of the idea that diversity increases teams performance. Wallrich, Lukas, Victoria Opara, Miki Wesołowska, Ditte Barnoth, and Sayeh Yousefi. "The relationship between team diversity and team performance: reconciling promise and reality through a comprehensive meta-analysis registered report." (2024). https://doi.org/10.31234/osf.io/nscd4

•       "Diversity is simply a political theory favored by advocates of identity politics. Its origins still define it. "Science" has ever since been playing catch-up-trying to supply a scientific foundation for what is a political objective. The primary function of the business case is to lend a veneer of scientific respectability to the political program of affirmative action for women and non-whites. The scientific evidence does not support the claims made by advocates of diversity in the workplace." Source: Maitland, I. (2018). Why the business case for diversity is wrong. Geo. JL & Pub. Pol'y, 16, 731, https://www.law.georgetown.edu/public-policy-journal/in-print/volume-16-special-issue-2018/why-the-business-case-for-diversity-is-wrong/

•       "The DEI view of justice turns out to be fundamentally incorrect.[…] Long story short: In the First World, the primary cause of unequal success is not unfair treatment, but unequal performance — and the main exception to this rule is mandatory discrimination driven by the ideology of DEI itself. This is all pretty obvious, but DEI uses severe intimidation to make unbelievers feign assent. Which is, by the way, highly unjust.” https://www.betonit.ai/p/gmus-orwellian-just-societies-requirement

•       "Complex Systems Won’t Survive the Competence Crisis. [...] By the 1960s, the systematic selection for competence came into direct conflict with the political imperatives of the civil rights movement. During the period from 1961 to 1972, a series of Supreme Court rulings, executive orders, and laws—most critically, the Civil Rights Act of 1964—put meritocracy and the new political imperative of protected-group diversity on a collision course. Administrative law judges have accepted statistically observable disparities in outcomes between groups as prima facie evidence of illegal discrimination. The result has been clear: any time meritocracy and diversity come into direct conflict, diversity must take priority. [...]"
https://www.palladiummag.com/2023/06/01/complex-systems-wont-survive-the-competence-crisis / Matt Walsh's commentary: "This Is How Pilots Are Being Chosen To Fly. You Should Be Concerned", https://www.youtube.com/watch?v=qlSbvmJt928

•       "Diversity either has a very weak relationship with performance or no relationship at all. Arguments for diversity are merely 'politics by other means'." Source: Klein, K. (2017). Does gender diversity on boards really boost company performance. Knowledge@ Wharton. https://knowledge.wharton.upenn.edu/article/will-gender-diversity-boards-really-boost-company-performance

•       "…greater diversity along the intersection of gender and race/ethnicity significantly reduced performance" Source: Calder-Wang, S., Gompers, P. A., & Huang, K. (2021). Diversity and performance in entrepreneurial teams (No. w28684). National Bureau of Economic Research, https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3829382

•       [Reviewing 20 peer-reviewed studies on 3097 companies:] “The mere representation of females on corporate boards is not related to firm financial performance if other factors are not considered.” Source: Pletzer, J. L., Nikolova, R., Kedzior, K. K., & Voelpel, S. C. (2015). Does gender matter? Female representation on corporate boards and firm financial performance-a meta-analysis. PloS one, 10(6), e0130005, https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0130005

•       “Quotas for women on corporate boards have mainly decreased company performance.” Yu, J. J., & Madison, G. (2021). Gender quotas and company financial performance: A systematic review. Economic Affairs, 41(3), 377-390, https://onlinelibrary.wiley.com/doi/full/10.1111/ecaf.12487

•       “When examining long-term performance using the risk-adjusted performance of listed companies [pro-diversity companies] have performance that is either indistinguishable or inferior to a matched sample.” Source: Filbeck, G., Foster, B., Preece, D., & Zhao, X. (2017). Does diversity improve profits and shareholder returns? Evidence from top rated companies for diversity by DiversityInc. Advances in accounting, 37, 94-102, https://www.sciencedirect.com/science/article/abs/pii/S088261101630044X?via%3Dihub

•       “Fragmented societies are often more prone to poor policy management and pose more politico-economic challenges than homogenous ones […] As for the productivity effects of diversity, the picture is complex.” Source: Alesina, A., & Ferrara, E. L. (2005). Ethnic diversity and economic performance. Journal of economic literature, 43(3), 762-800. DOI: 10.1257/002205105774431243, https://www.aeaweb.org/articles?id=10.1257/002205105774431243

•       Diversity increases workplace conflicts, but “this effect is a function of the type of race-ethnic composition of the group, with groups composed of whites and Asians being more innovative than other groups, including homogeneously white ones.” Source: O'Reilly III, C. A., Williams, K. Y., & Barsade, S. (1998). Group demography and innovation: Does diversity help?, https://psycnet.apa.org/record/1998-06010-010

•       “New evidence from the US suggests that in ethnically diverse neighbourhoods residents of all races tend to ‘hunker down’. Trust (even of one's own race) is lower, altruism and community cooperation rarer, friends fewer.” “In the long run immigration and diversity are likely to have important cultural, economic, fiscal, and developmental benefits. In the short run, however, immigration and ethnic diversity tend to reduce social solidarity and social capital.” Source: Putnam, R. D. (2007). E pluribus unum: Diversity and community in the twenty‐first century the 2006 Johan Skytte Prize Lecture. Scandinavian political studies, 30(2), 137-174, https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1467-9477.2007.00176.x

•       A meta-analysis of 87 studies on the relationship between ethnic diversity and social trust concluded that there is “a statistically significant negative relationship between ethnic diversity and social trust across all studies.” Source: Dinesen, P. T., Schaeffer, M., & Sønderskov, K. M. (2020). Ethnic diversity and social trust: A narrative and meta-analytical review. Annual Review of Political Science, 23(1), 441-465, https://www.annualreviews.org/content/journals/10.1146/annurev-polisci-052918-020708

•       “Ethnic diversity facilitates friction. This friction can increase conflict in some group settings, whether a work team, a community or a region. Conversely, ethnic homogeneity may induce confidence, or instrumental trust, in others’ decisions. Such friction, however, can cause conflict and complicate collective decisions.” Source: Levine, S. S., Apfelbaum, E. P., Bernard, M., Bartelt, V. L., Zajac, E. J., & Stark, D. (2014). Ethnic diversity deflates price bubbles. Proceedings of the National Academy of Sciences, 111(52), 18524-18529, https://pubmed.ncbi.nlm.nih.gov/25404313/

•       “Many organizations offer justifications for why diversity matters, that is, organizational diversity cases. We investigated their content, prevalence, and consequences for underrepresented groups. We identified the business case, an instrumental rhetoric claiming that diversity is valuable for organizational performance, and the fairness case, a noninstrumental rhetoric justifying diversity as the right thing to do. The business case is far more prevalent than the fairness case among the Fortune 500. Despite its seeming positivity, the most prevalent organizational diversity case functions as a cue of social identity threat that paradoxically undermines belonging across LGBTQ+ individuals, STEM women, and African Americans, thus hindering organizations’ diversity goals.” Source: Georgeac, O. A., & Rattan, A. (2022). The business case for diversity backfires: Detrimental effects of organizations’ instrumental diversity rhetoric for underrepresented group members’ sense of belonging. Journal of Personality and Social Psychology, https://pubmed.ncbi.nlm.nih.gov/35679195/

•       “There are potentially important racial differences in the relationship between social status and academic achievement. [The] data are most consistent with a model of ‘acting white’ in which investments in education are taken as a signal of one's opportunity costs of peer-group loyalty.” Source: Fryer Jr, R. G., & Torelli, P. (2010). An empirical analysis of ‘acting white’. Journal of Public Economics, 94(5-6), 380-396, https://econpapers.repec.org/article/eeepubeco/v_3a94_3ay_3a2010_3ai_3a5-6_3ap_3a380-396.htm

•       "[Diversity]  refers to human demographic categories deemed deserving of special attention by social justice-oriented activists. [...] as psychologists and other social scientists embrace and justify embedding full-throated political activism in their scholarship, academia will come to be justifiably viewed as an engine for progressive politics. This is already evoking exercises of political power by those who oppose progressive politics [...] it is a politically inevitable response to academia’s embrace of a progressive monoculture and political activism. Political battles will be fought using political tools, and not exclusively in the pages of peer reviewed journals or DEI committees. It would not be surprising to discover that cuts to government funding of social science are among the next targets in the sights of politicians who oppose the academic far left." Diversity is Diverse - Social Justice Reparations and Science, Lee Jussim, https://journals.sagepub.com/doi/full/10.1177/17456916241236171 / https://archive.is/rmRJY.

•       [Black economist] Roland Fryer on using data not feelings: “One of the most important developments in the study of racial inequality has been the quantification of the importance of pre-market skills in explaining differences in labor market outcomes between black and white workers. [...] Derek Neal, an economist at the University of Chicago, and William Johnson were among the first to make this point in 1996: “While our results do provide some evidence for current labor market discrimination, skills gaps play such a large role that we believe future research should focus on the obstacles black children face in acquiring productive skill.” …the key step that is missing in every DEI initiative I have seen in the past 25 years: a rigorous, data-driven assessment of root causes that drives the search for effective solutions. In other aspects of life, we would not fathom prescribing a treatment without knowing the underlying cause. …Solutions that yield measurable results can be substantiated into company policy, while those that don’t should be discarded.” Source: Fryer, R (2022). It’s time for data-first diversity, equity, and inclusion. Fortune magazine, 20 June 2022, https://fortune.com/2022/06/20/data-first-diversity-equity-inclusion-careers-black-workers-gender-race-bias-dei-roland-fryer

•       “I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.” - Martin Luther King, 28 August 1963, Washington DC, https://www.npr.org/2010/01/18/122701268/i-have-a-dream-speech-in-its-entirety

•       “The way to stop discrimination on the basis of race is to stop discriminating on the basis of race.”- Chief Justice Roberts, "Parents Involved in Community Schools v. Seattle School District No. 1", 551 U.S. 701; 127 S. Ct. 2738; 168 L. Ed. 2d 508; 75 U.S.L.W. 4577; 20 Fla. L. Weekly Fed. S 490. https://www.law.cornell.edu/supct/pdf/05-908P.ZO

•       Justice Thomas noted: “it is not even theoretically possible to ‘help’ a certain racial group without causing harm to members of other racial groups,” defended the idea of a “colour-blind Constitution” and stated that “all racial categories are little more than stereotypes, suggesting that immutable characteristics somehow conclusively determine a person’s ideology, beliefs, and abilities.” Students for Fair Admissions, Inc. (SFFA) v. President & Fellows of Harvard College (Harvard) and SFFA v. University of North Carolina (UNC), Nos. 20-1199 & 21-707, https://www.supremecourt.gov/opinions/22pdf/20-1199_hgdj.pdf

•       Finally, women simply make different - and arguably, better - choices:

"The most high-powered and remunerative professions in the US — law, banking, tech — appear to be awash with narcotics. People turn to them for numerous reasons: to improve focus and performance; to bring excitement to drone-like lives; to cope with the stress of working 100 hours a week. [...]  Peter’s funeral [after his suicide] drew a large contingent from his law firm. As one of them delivered a eulogy that “canonised” their former colleague, Zimmerman scanned the room. Most of the lawyers were staring at their phones. “They are reading texts and emails, perhaps even reviewing documents on those tiny screens; some of them are actually thumb-typing.” In this one scene is perhaps the most eloquent answer to the question of why Peter met the fate he did." (Source: Smacked by Eilene Zimmerman — executive drug addiction, William Skidelsky, FT, 6 March 2020. https://archive.is/20220325181423/https://www.ft.com/content/73f46de0-4f31-11ea-95a0-43d18ec715f5)

See also, regarding another high profile male lawyer's death, "Biglaw Widow Blames Firm For Husband’s Suicide", Above The Law, 12 November 2018. https://abovethelaw.com/2018/11/biglaw-widow-blames-firm-for-husbands-suicide/)

By contrast, many women evince a far more sensible approach to work-life balance: 

“84% of working women told ForbesWoman that staying home to raise children is a financial luxury they aspire to...more than 1 in 3 resent their partner for not earning enough to make that dream a reality.” Source: Is 'Opting Out' The New American Dream For Working Women?, Meghan Casserly, Forbes Magazine, 12 September 2012. https://www.forbes.com/sites/meghancasserly/2012/09/12/is-opting-out-the-new-american-dream-for-working-women/)


•       "Preference falsification has been central to the trajectory of DEI. People who abhor DEI principles and methods came to favor these publicly through a preference cascade. Every instance of preference falsification induced others to pretend they consider DEI just, efficient, beneficial to marginalized groups, etc. In time, a false consensus effectively displaced the search for truth as the university’s core mission, replacing it with DEI. Most professors watched in concealed horror the transfer of enormous powers from themselves to rapidly growing DEI bureaucracies. In countless contexts, they endorsed policies they considered harmful, participated in the defamation of scholars they admired, and sheepishly submitted to DEI training—all to be left alone, to avoid being called racist, to advance their careers. But the resulting equilibrium was self-undermining. In emboldening DEI officials, it increased privately felt anger and resentment. The stage was set for a preference cascade in reverse. The shock that unleashed the ongoing cascade in reverse was the Hamas massacres of October 7. The chain of events that they triggered in the U.S.—anti-Jewish demonstrations, the Congressional hearings, the plagiarism revelations—brought to the surface outrage that had been building up quietly for years. As public criticism of DEI grew, and as it became clear that broad segments of the left share the outrage, the DEI-favoring false consensus disintegrated. The process is by no means over. As preference falsification on DEI continues to diminish, more scholars and administrators will find in themselves the courage to stand up for values that they truly believe in. Though the DEI complex will fight back, it won’t be easy to quash the honest discourse finally under way. Public critics of DEI know they aren’t alone."
Professor Timur Kuran, Duke University, 3 January 2024, https://x.com/timurkuran/status/1742439137372762427

•       Will increasing the number of minority and women police officers make law enforcement more effective by drawing on abilities that have gone untapped and creating better contact with communities and victims? Or will standards have to be lowered too far before large numbers of minorities and women can be hired? Using cross-sectional time-series data for U.S. cities for 1987, 1990, and 1993, I find that more black and minority police officers increase crime rates. This arises because lower hiring standards involved in recruiting more minority officers reduces the quality of both new minority and new nonminority officers. The most adverse effects of these hiring policies have occurred in the most heavily black populated areas. The annual victim costs for all categories of crimes was at least $5.4 billion. Other issues addressed are: the impact that this changing composition of police departments has on their organization as well as the murder of and assaults against police officers. Further, far from “de-escalating force” through their supposedly superior listening skills, female law enforcement officers vastly are more likely to shoot civilians than their male counterparts. Unable to use intermediate force, like a bop on the nose, female officers quickly go to fatal force. Each 1 percent increase in the number of white female officers in a police force increases the number of shootings of civilians by 2.7 percent. 
John R. Lott Jr., “Does a Helping Hand Put Others at Risk? Affirmative Action, Police Departments and Crime,” Economic Inquiry, April 1, 2000.
https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1465-7295.2000.tb00016.x

•       The article The "Downsides of DEI: A Compendium of Resources", dated 30 March 2025, argues that Diversity, Equity, and Inclusion (DEI) initiatives, despite their good intentions, often produce harmful unintended consequences. It claims that DEI can lower standards by prioritizing identity over merit, particularly in critical fields like medicine and science, potentially compromising competence. Additionally, DEI programs are criticized for fostering bureaucratic bloat, enforcing ideological conformity rather than true inclusivity, and exacerbating division by emphasizing group identity over shared humanity, which can fuel resentment and tribalism. The author also contends that DEI frameworks suppress free speech, labeling dissenters as bigots and stifling open debate, while failing to deliver meaningful equity—instead promoting superficial compliance. Ultimately, the article suggests that DEI may harm the very groups it aims to help and proposes alternatives like merit-based fairness and viewpoint diversity as more effective solutions. https://unsafescience.substack.com/p/the-downsides-of-dei  /  https://archive.is/H3bTR


*** FURTHER COMMENTARY:

For those who enjoy the following games:

1. Diversity Top Trumps (© The Left);
2. The Victimhood Olympics (® Democrat/Labour politicians); and
3. The Politics of Grievance (™ the black Lies Mob riot community)

I recommend that they widen their reading material beyond such intellectual heavyweights as "Dr" Kendi, Robin DiAngelo, and Dr. Seuss, and replace them with:

Thomas Sowell
Coleman Hughes
Ayaan Hirsi Ali
Glenn Loury
Jason Reilly
John McWhorter
Shelby Steele
Thomas Chatterton Williams
Walter Williams
Wilfred Reilly
Larry Elder
Douglas Murray
Heather MacDonald

On the other hand, the cold dose of reality the latter provide would deprive them of the ability to howl plaintively about how they are so pitifully determined to be a victim. 

The following is a helpful guide to contemporary grievance studies, politics of blame, Victimhood olympics (note: you need to open the first link to be able to see the pictures in Twitter - each link has four newspaper headlines in which deluded woke activists seek to profit from contriving racial division - it's simultaneously both hilarious and contemptible):

"Everything is racist" - a compilation of ‘social justice woke lunacy’ helpfully compiled by Titania McGrath (aka Andrew Doyle): 
https://twitter.com/TitaniaMcGrath/status/1281023987242487808

THINGS THAT ARE RACIST (@TitaniaMcGrath)
Brave social justice activists such as myself are working tirelessly to expose *all* the racist elements within our society. Sometimes it is difficult to keep up, so I thought it would be helpful to curate a comprehensive list...
https://twitter.com/TitaniaMcGrath/status/1281023987242487808

• Golf
• Bedrooms 
• Jesus 
• Chess
https://twitter.com/TitaniaMcGrath/status/1281024006792060929

• Mahatma Gandhi
• Cartoon characters 
• Milk
• Roads
https://twitter.com/TitaniaMcGrath/status/1281024017311432705

• Band-Aids 
• Coronavirus
• Orcs
• Rice
https://twitter.com/TitaniaMcGrath/status/1281024027209928704

• Skincare products 
• Nurses 
• Butter 
• Applause
https://twitter.com/TitaniaMcGrath/status/1281024037196574720

• Mathematics 
• Front lawns 
• Breakfast cereals 
• Finding Asian men attractive
https://twitter.com/TitaniaMcGrath/status/1281024046478614529

• Soap 
• Toothpaste 
• White people speaking 
• White people not speaking
https://twitter.com/TitaniaMcGrath/status/1281024056318480385

• Hiking
• Climate change 
• Ice cream snacks 
• The Golden Girls
https://twitter.com/TitaniaMcGrath/status/1281024066338656258

• Biological sex 
• Asking “how are you?”
• The Oscars 
• Knitting
https://twitter.com/TitaniaMcGrath/status/1281024076342067202

• Cycling 
• Breweries 
• Air pollution 
• Abolishing slavery
https://twitter.com/TitaniaMcGrath/status/1281024097103872004

• The countryside 
• The suffragette movement 
• The medal for the Most Distinguished Order of Saint Michael and Saint George
• Fish
https://twitter.com/TitaniaMcGrath/status/1281024142989541378

• Pancake syrup
• Salt
• Traffic signals 
• Earthquakes
https://twitter.com/TitaniaMcGrath/status/1281029681614118924

• Classical music 
• Horse racing 
• Trying not to be racist 
• Being nice
https://twitter.com/TitaniaMcGrath/status/1281038798021853185

• Anglo-Saxons
• Toy Story 4
• Mary Poppins 
• Jogging
https://twitter.com/TitaniaMcGrath/status/1281038807618465800

• The Lake District
• Wives 
• Fawlty Towers
• Reaction GIFs
https://twitter.com/TitaniaMcGrath/status/1281146775118766080

• Botany 
• Sandwiches 
• Environmental activism 
• Women
https://twitter.com/TitaniaMcGrath/status/1281146782735622147

• Science 
• Western philosophy 
• Libraries 
• Dogs
https://twitter.com/TitaniaMcGrath/status/1281146791195553792

• Dieting
• Yoga
• Country music 
• Scrabble
https://twitter.com/TitaniaMcGrath/status/1281152183086522369

• Wine
• Shoes
• Having sex with black people
• Not having sex with black people
https://twitter.com/TitaniaMcGrath/status/1281159767998836736

• Rock music 
• Tipping 
• Veganism 
• Dr Seuss
https://twitter.com/TitaniaMcGrath/status/1281379443353714689

• Robots 
• Charles Dickens
• The White Cliffs of Dover 
• Thomas the Tank Engine
https://twitter.com/TitaniaMcGrath/status/1281562538094862346

• Jingle Bells
• Interior Design 
• Arithmetic 
• Avoiding eye contact
https://twitter.com/TitaniaMcGrath/status/1284022281463828480

• Dead dogs
• Baseball
• College admissions tests
• All white artists
https://twitter.com/TitaniaMcGrath/status/1284131110256095232

• Morris dancing 
• Enid Blyton 
• The Smurfs 
• Falling asleep
https://twitter.com/TitaniaMcGrath/status/1285331569692020737

• Church choirs
• Orchestras 
• The royal family 
• Surfing
https://twitter.com/TitaniaMcGrath/status/1287885764261535746

• Grammar 
• Landscape architecture  
• Paw Patrol 
• Birds
https://twitter.com/TitaniaMcGrath/status/1290582334366978048

• Artificial intelligence
• Punctuality 
• Hockey 
• Worms
https://twitter.com/TitaniaMcGrath/status/1291382880502009858

• Mermaids 
• Tomboys 
• Cosmic objects 
• Bras
Titania McGrath
https://twitter.com/TitaniaMcGrath/status/1296037165214969857

• National parks 
• Smiling 
• Aliens
• Beer
https://twitter.com/TitaniaMcGrath/status/1308811952592957440

• Italian fashion 
• Image-cropping algorithms 
• Free speech 
• Uncles
https://twitter.com/TitaniaMcGrath/status/1308812172542259202

• Fried chicken 
• School uniforms 
• Hawaiian pizza 
• Mozart
https://twitter.com/TitaniaMcGrath/status/1322766426495721474

• Gardening 
• Seatbelts
• Covid 
• Rocks

https://x.com/TitaniaMcGrath/status/1337839965183553536

• Self-driving cars
• Coffee 
• Dinosaurs 
• Jigsaw puzzles

https://x.com/TitaniaMcGrath/status/1346157782463094785

• Cannabis 
• Monkeys
• Fake tan 
• Acronyms

https://x.com/TitaniaMcGrath/status/1356601952092770304

• Dating apps 
• Dungeons & Dragons 
• Muppets
• Mittens

https://x.com/TitaniaMcGrath/status/1363897168650768387

• Fonts
• Swimming 
• Babies 
• Smart casual

https://x.com/TitaniaMcGrath/status/1380569989757988865

• Soap dispensers 
• Sweet potatoes 
• Jane Austen
• Cheese

https://x.com/TitaniaMcGrath/status/1386313839428386821

• French food
• The Queen
• Meritocracy 
• Air

https://x.com/TitaniaMcGrath/status/1409852818756816896

• Table manners 
• Fireworks 
• Mountain bikes 
• Crosswords

https://x.com/TitaniaMcGrath/status/1420735405322874882

• Professionalism 
• Capital letters 
• Wearing second-hand clothes
• Moths

https://x.com/TitaniaMcGrath/status/1508089250935365640

• Halloween 
• Steam trains 
• Thumbs-up emojis
• Curry

https://x.com/TitaniaMcGrath/status/1508089258485194759

• Crufts
• Thomas Jefferson
• London suburbs 
• Carrying babies

https://x.com/TitaniaMcGrath/status/1508089270921142274

• Exercise
• Avatar 2
• Groceries 
• Christianity

https://x.com/TitaniaMcGrath/status/1609675646707372037

• Waking up early 
• Working from home 
• Music lessons 
• Coffee

https://x.com/TitaniaMcGrath/status/1661337839252938752

• Cars
• Sleep
• Swans
• Geology

https://x.com/TitaniaMcGrath/status/1857826699997557046 (Part 44, 16 November 2024, and the most recent as at time of writing)






*** NEW INFORMATION TO PROCESS:

https://archive.is/20200718072320/https://www.theatlantic.com/magazine/archive/2005/02/why-feminist-careerists-neutered-larry-summers/303795/

https://christopherrufo.com/p/dei-cash-cow


https://andrewdoyle.substack.com/p/is-this-the-end-for-dei

https://arnoldkling.substack.com/p/steve-teles-on-academia

https://archive.is/2024.06.25-195538/https://www.ft.com/content/9497a658-9306-45ee-8adb-c5ccdf7a4f4b

https://www.meritocracy.com/

https://www.wsj.com/finance/investing/diversity-was-supposed-to-make-us-rich-not-so-much-39da6a23

https://www.culturcidal.com/p/diversity-is-not-a-strength

https://www.dailysignal.com/2024/07/03/bogus-study-heart-corporate-dei/

https://www.dailysignal.com/2024/07/04/university-study-vast-dei-bureaucracy-negatively-impacting-us-armed-forces/

https://freeblackthought.substack.com/p/dei-the-arrogance-of-social-engineering

Bob Boeing, the founder of Boeing, explains how the number 1 priority for the airline manufacturer is diversity: https://youtu.be/bkj5A7B52Bk

Douglas Murray on diversity in the Secret Service, following the Trump assassination attempt: https://youtu.be/8XpdVLT8QQA



Comments to process:

Wokeism, identity politics, or so-called 'social justice', is the contrivance, fetishization and weaponization of victimhood to gain status, seize resources and destroy political enemies. It is an evil, societally-destructive power-grab by professional victims determined to start a race war, because it is profitable for them to do so. It is a de facto religion, and cultists are brainwashed by it. You cannot reason people out of a position which they were not reasoned in to. They must be eliminated at the ballot box.

Martin Luther King, Jr. would now be cancelled for his famous speech in which he asserted:

"...one hundred years later, the Negro still is not free. One hundred years later, the life of the Negro is still sadly crippled by the manacles of segregation and the chains of discrimination. One hundred years later, the Negro lives on a lonely island of poverty..."

The N word he used would now be used by the Authoritarian Left as an excuse to have him sacked from his job, and denied any platform. Other terms which have gone in and out of favour since then are Coloured People, People of Colour, and black. Of course, BAME was also used in the UK for ages, until recently it has lost popularity. The purported distinction between Coloured People and People of Colour is particularly puerile: they're substantively identical, and only a shyster could argue otherwise. The term du jour is Black, with a capital 'B'. This, apparently, is because all such people are a politically-homogenous blob and must be treated (and deferred to) as such. Of course, conservatives of similar skin hue who disagree with this intellectually-barren nonsense are cast out as heretics (usually with epithets such as 'coconut' or 'Uncle Tom', etc. - the Left isn't great on consistency). I'm thinking of people like Thomas Sowell (e.g. "The Economics and Politics of Race"), Coleman Hughes, John McWhorter, Glenn Loury, Ayaan Hirsi Ali, Jason Reilly, Shelby Steele (e.g. "The Content of Our Character"), Larry Elder, Thomas Chatterton Williams (e.g. "Self-Portrait in Black and White"), Walter Williams and Wilfred Reilly.

Despite the favoured term of the Left being Black with a capital, anyone who uses White with a capital letter will be accused of being the latter day incarnation of Former Alabama Governor, George Wallace. Surely, you ask, that makes no sense? Well, again the point re. the Left's consistency. But also, it's not meant to make sense. It's just weaponised, tribalistic power politics, designed to attack the successful by creating a Salem Witch Trial/McCarthyite environment, in which language is warped to create career-ending traps for anyone who dares question the New Religion of quotas, affirmative action and blackmail. Sorry, Freudian slip; I meant, 'Diversity, Equity and Inclusion'. The same thing, but the latter sounds better as the knives are stabbed repeatedly in to enemies' careers. 

Perhaps the best summary of the Authoritarian Left's approach can be found in Billy Connolly's famous clip, The Demands Will All Be Changed:

'We want this! And that! We demand a share in that, and most of that, some of this, and f**king all of that! Less of that, and more of this, and f**king plenty of this! And another thing, we want it now! I want it yesterday, I want f**king more tomorrow, and the demands will all be changed then so f**king stay awake!' https://youtu.be/WFGDPwsTX34

Welcome to the New West. Putin and the CCP must be ecstatic at their success in mobilising the less intelligent elements of Western populations: of course, they funded much of this rabble, why wouldn't they, it's an incredibly effective information operations success for Moscow and Beijing.

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The genius of the civil-rights movement was its advocacy for colorblind policies and a universal standard of conduct. By contrast, today’s diversity experts want all of us, white and nonwhite, to fixate on our ethnic identities, to obsess over accidents of race and gender and sexual orientation morning, noon and night. For them, human relations boil down to nothing more than group power structures—you are either an oppressor or a victim. They argue, as Ibram X. Kendi has, that the “only remedy to past discrimination is present discrimination” and the “only remedy to present discrimination is future discrimination. But if your main focus isn’t ending racial bias but merely changing the color of the person on the receiving end, you aren’t seeking justice. You’re seeking payback. You’re prolonging racial tensions. And as Mr. Walsh’s timely documentary makes clear, you’re part of the problem. https://www.wsj.com/opinion/a-hilarious-new-film-asks-am-i-racist-matt-walsh-dei-05ecba00


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As politically unpalatable as this may be to the Woke Taliban (including many non-financial FT journalists), the reality is that given freedom of choice, women make different choices to men:

"Peter’s funeral [after his suicide] drew a large contingent from his law firm. As one of them delivered a eulogy that “canonised” their former colleague, Zimmerman scanned the room. Most of the lawyers were staring at their phones. “They are reading texts and emails, perhaps even reviewing documents on those tiny screens; some of them are actually thumb-typing.” In this one scene is perhaps the most eloquent answer to the question of why Peter met the fate he did." (Source: Smacked by Eilene Zimmerman — executive drug addiction, William Skidelsky, FT, 6 March 2020. https://www.ft.com/content/73f46de0-4f31-11ea-95a0-43d18ec715f5)

See also, regarding another high profile male lawyer's death, "Biglaw Widow Blames Firm For Husband’s Suicide", Above The Law, 12 November 2018. https://abovethelaw.com/2018/11/biglaw-widow-blames-firm-for-husbands-suicide/)

By contrast, many women evince a far more sensible approach to work-life balance:

“84% of working women told ForbesWoman that staying home to raise children is a financial luxury they aspire to...more than 1 in 3 resent their partner for not earning enough to make that dream a reality.” Source: Is 'Opting Out' The New American Dream For Working Women?, Meghan Casserly, Forbes Magazine, 12 September 2012. https://www.forbes.com/sites/meghancasserly/2012/09/12/is-opting-out-the-new-american-dream-for-working-women/)

Left-wing ideologues dishonestly assert that "wage gaps" (a) exist; and (b) are a social problem that needs government legislation and social pressure to change.

Evidence and common sense show simply that men and women are just different and therefore prefer different life paths.

Analysis of pay gap propaganda: https://controlc.com/75511dfe
Re. Diversity, Exclusion and Intimidation (DEI), see: https://controlc.com/c4fa8aba


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"In light of the underlying assumptions of the prevailing vision [of left-wingers], it may be easier to see why the particular vocabulary used by the anointed is what it is. The swirl of their buzzwords—“access,” “stigma,” “progressive,” “diversity,” “crisis,” etc.—shows a discernible pattern. What these innumerable buzzwords have in common is that they (1) preempt issues rather than debate them; (2) set the anointed and the benighted on different moral and intellectual planes; or (3) evade the issue of personal responsibility."
Thomas Sowell, The Vision of the Anointed


@@@@@@@@@@@@

Aborigines were in Australia for over 60,000 years and didn't advance at all, indeed there is some evidence they regressed. Scholars believe that in the centuries before colonisation the native population halved due to inter tribal warfare and cannibalism. Yet whites who created an advanced, prosperous, civilised society in less than 250 years must abase themselves. Westerners really are weird people.

NZ is even funnier. There were few more martial, aggressive, acquisitive people on the planet than the Māoris. They wiped out the original inhabitants and given one chance to live side by side with a weaker people in the mid-19th Century - the Moriori - enthusiastically indulged in a spot of genocide. There were also many recorded acts of cannibalism as late as the mid 19th Century.

Needless to say they have contributed zero to the world. Yet, their culture is venerated in NZ, whilst the culture that contributed EVERYTHING that makes NZ one of the freest most prosperous places on the planet is demonised.

Many places in the world, particularly Africa would still be poor as dirt living subsistence existence with millions dying from famine and disease. Those countries would still be indulging in slavery (which was endemic in middle east and Africa long before white people ever turned up). Liberals should recognise that, left to their own devices, the melanin-rich people of the world would not have progressed at all, and the diversity picking / positive discrimination so beloved of liberals is merely dragging the advanced melanin-poor countries down to third world standards. Virtue signalling is much more of a threat to the planet than so-called climate change will ever be.

@@@@@@@

Stone Age peoples were hunter-gatherers, always on the move (because they had to). ‘Their land’ was where they stood now, not last year, which is why early colonists had trouble negotiating treaties or trying to buy land. The view of most primitive cultures (including our own, if you go back far enough) is that humans are - at best - just a ‘special animal’ set to roam around with all the others and not trying to change nature (a Greenie wet dream). Such a lifestyle precludes any social developments of course, which is why after. 40,000 years of isolation in a resource-rich area and no competition, the Aborigines invented the diggery-doo and we went to the Moon… I think that trying to rub people’s noses in all this tosh will always create a backlash, as under the good old ‘perfect’ Soviet system. Hidden at first, but as the cracks widen humour is the weapon which so-called progressives fear most, with widespread ridicule removing the only thing the other side has to offer - fear.

@@@

https://frompovertytoprogress.substack.com/p/understanding-diversity-equity-and

https://www.betonit.ai/p/peak-woke-at-gmu-a-belated-critique


"“We Can’t Hire a White Guy”—a Professor on Life at Princeton
President Christopher Eisgruber has created a system of widespread racial discrimination.
Christopher F. Rufo
Apr 29, 2025
In 2020, Princeton president Christopher Eisgruber made headlines for declaring the university guilty of “systemic racism.” He meant systemic racism against racial minorities, but in truth, Eisgruber’s institution has practiced the opposite: systematically discriminated against supposed “oppressors,” like whites and males.
Though most Princeton faculty support Eisgruber’s “anti-racism” policy, a faction of dissenters—a few dozen in number—has grown bolder in recent months. In these professors’ telling, Princeton’s president is a vengeful administrator who punishes anyone who questions DEI orthodoxy. They have worked behind the scenes to assemble evidence of his discriminatory policies and hope the Trump administration will restore the principle of colorblind equality on campus.
I sat down with one of these professors for a wide-ranging discussion about anti-Semitism, radical ideologies, and DEI at Princeton. This conversation has been edited for length and clarity." 
https://christopherrufo.com/p/we-cant-hire-a-white-guya-professor


Bryan Caplan Speaks to the GMU Board of Visitors on DEI, Bryan Caplan, professor of economics at George Mason University for the past 28 years, lays out his case for DEI abolition: https://www.youtube.com/watch?v=jmPQPx_x9hU