OPINION:
Hopeful signs abound for the year ahead. Large corporations are abandoning thinly veiled racism disguised as diversity, equity and inclusion.
Disney, the once family-friendly entertainment company, has been one of the worst offenders. Its recent films have been filled with subversive messages targeted at children. In a positive sign, the studio reversed course in the upcoming animated Disney-Pixar series “Win or Lose” and canceled plans for a transgender storyline.
A cartoon about a middle school softball team shouldn’t have topics designed to promote confusion on sexual topics.
“When it comes to animated content for a younger audience, we recognize that many parents would prefer to discuss certain subjects with their children on their own terms and timeline,” the company acknowledged in a statement to Variety. The streaming show is scheduled to air next month.
In the past, the Mouse House has taken “Star Wars” and Marvel superhero properties, swapped male characters for female ones, changed their race for no reason and generally ensured the scripts served as vehicles for dispensing left-wing bromides.
These preachy flicks flopped at the box office, and shareholders became increasingly upset by the mounting losses. Investors demanded a return to the wise course of founder Walt Disney, who built his timeless stories on a foundation of traditional moral values. We’ll see in the new year if Disney’s retreat is temporary or if the company has reformed its ways.
The course correction in the aviation industry is more solid. Following a series of well-founded complaints from America First Legal, American Airlines, Southwest and United have all agreed to cease discriminating against White men under the pretense of enhancing “diversity.”
Earlier this month, the Department of Labor confirmed that the companies had pledged to end race-based quotas in hiring and promotion. They had little choice because these carriers accept millions in federal contracts to transport government employees. The quotas violated the equal opportunity clause in these agreements.
“American Airlines will assess its employment practices and take appropriate measures to address problem areas and remedy any unlawful discrimination,” a Labor Department official wrote in closing the legal complaint.
Instead of hiring arbitrary numbers of certain demographic groups, the airlines promised to “broaden recruitment and outreach” to increase the number of qualified applicants from minority groups rather than simply giving one racial group an unfair advantage.
The DEI purge is also being implemented at the University of Texas. After reviewing school websites, administrators found 13,000 instances of “DEI-related terms” that have since been erased, according to the Daily Texan student newspaper.
Likewise, DEI’s days are numbered at the federal level. The new administration’s informal Department of Government Efficiency has identified discriminatory programs that are on the chopping block in the days ahead.
The Department of Education, for example, devotes $500 million to supporting race-based hiring, $343 million for DEI programming and $170 million to DEI mental health initiatives. Dismantling the race-hustler infrastructure yields savings of $1 billion.
The old guard won’t go easily. In the days since his party lost the election, President Biden scrambled to hire 1,200 employees in DEI-related government roles, according to a review of jobs data by The Daily Wire.
But the last to be hired in these jobs will be the first to go. They’re an easy target for a new administration seeking to fulfill the New Year’s resolution to slim down a bloated federal workforce.
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