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The dude is soooooooo lost 🤣
https://x.com/MJTruthUltra/status/1814395746994552975?t=JC8NyiB6a1rmIJy…
Speaking from a current point of view: I don't know what anyones financial situation is.....but everyone should check their withholding. The false "bump" in paychecks this year means my wife and I would owe taxes at the end of the year. We had to bump up our withholding by adding an extra amount taken out ON TOP of the taxes.
YMMV
This is what DEI actually is:
https://www.employerscouncil.org/wp-content/uploads/2021/08/EC-Guide-to-DEI.pdf
While not perfect, it's about stripping away these little subconscious bias' so that all we're left with is the merit of the individual, and then hiring people based on that. DEI is the antithesis to something like Affirmative Action, because Affirmative Action is designed to create a result, whereas DEI is simply a process that aims to remove bias and then allow the results to be whatever they are. DEI does not measure ethnicity, gender, etc. which mirrors society and then try to force businesses and colleges to reflect society. DEi is designed to catch talent and it should create workplaces that are just as considerate to white hetero male Christians, as it is to black lesbians in wheelchairs. If that's not happening, then from what DEI actually does measure, it will reveal that someone's doing something wrong.
Should you bother to read it, I think you'll find that DEI out in the world, in colleges, diversity statements, that's all a bunch of nonsense that has nothing to do with DEI. I suspect that if you do read it, you'll wonder how everything got so screwed up. And the reason is simple, because DEI doesn't do what they want. It doesn't make them happy, so they just make up a bunch of stuff and then pretend it's DEI, because DEI was a hip/cool catchword for liberal employers and schools to pretend to be something they're not. It goes back to what borg was talking about, they just wanted the appearance. Even worse, they've given some really good ideas, a bad name, so in the pursuit of merit, schools and businesses abandoned merit, and then people blaming DEI for it, are abandoning merit yet again.
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So your beef is really with CA's AB5. You are NOT comparing preTrump W2 to Trump W2 tax rates. Not at all fair to compare. But at least I understand now.
In the summer of 2021…I was asked to “look in on” a program for friend that I had previously worked with when he was an AF 1 star (2018) and had since become a program director at an aero company on a program that was new to him…but, I’d been a part of in it’s development…in its infancy.
I had to go to L.A. AFB in El Segundo/LAX to get a program badge before proceeding to the program facility miles away.
So…I go to to applicable security office. I’m shown to a major’s office. She introduces herself and proceeds to ask me…how I “identify”…? “Are you fuckimg kidding me? What’s it say on that envelope?” She’s got an envelope in-hand and her mouth is agape…the envelope said,”Mr. Manny…”…and she just did not get it. So, I laid in to it…
“Major, who signed off on my badge? Major, why am I here? I need answers, major.” She stood there…shocked. I held up my hand up as in signaling “stop” and said,”Let’s make a call.” I called the guy who’d asked for my help…”I think I’ve found the problem!”…he was inflight on his way to join me…he had me hand my phone to the major…he lit her up…remember…he’s a -retired- general…but, as a civilian…this was HIS program that he ran…like a general…and he laid into her like a fuckimg drill instructor. I actually felt bad for her.
That day has been recalled at quite a few meetings since. It was the beginning of seeing the real problem. The video of it has been played at a few gatherings along with a splice in of Viper’s “Well, that’ll just about cover the fly bys…” from Top Gun. This program director has a sense of humor and he’s a flier…
On that day I went out to a facility that had more HR types and more DEI-ish program pushers than I could believe. From Pentagon political types to a ridiculous amount of “administrators” with a whacky agenda…it was a clusterfuck. Pure & Simple.
I went and got some “previously retired & unencumbered politically” technical and administrative help and some really good data forensics types…and the house cleaning began.
That program is kicking ass today.
The "E" is claimed to stand for equity.
You're actually integrating bias to create "equity", so go away
Fantastic anecdote and highlights doing it wrong, because that's an annoying and invasive question right out of the gate. DEI is a process, not a bunch of catchphrases that people are supposed to slap you in the face with. Whomever thought that's what she was supposed to be doing, is mistaken. She was using it as a hammer, but DEI is more like a 1mm torx.
This is roughly what DEI is supposed to measure:
• Employee retention
• Employee satisfaction
• Productivity Increases
• Creativity Increases
• External customer feedback
• Awards and/or public recognition
In your case, the in-your-face aspect would have violated the second and, if continued, likely would have impacted the others. That's not fair to you and that's not what it's supposed to do. Think of it like someone going around asking everyone they see, every time they see them, "Do you accept Jesus Christ as your Lord and savior? Do you accept Jesus Christ as your Lord and savior??". Their church would tell them, your heart's in the right place, but you're doing it wrong. And when those questions irritated someone, what would they think? They'd blame religion, incorrectly, and their complaint is actually with a person being annoying. It wouldn't matter if they were asking about grilled cheese sandwiches, it'd be annoying regardless of what the actual question were.
The equity is about recognizing that different people may have different needs and that you shouldn't be lazy and try to fix everything with blanket equal approaches. For example, if you wanted to provide a nursing area for your employees, you'd give Cindy with her nursing-age child a breast pump, and then you'd give Todd the day off on Easter Sunday because he celebrates it with his family. What you don't do, is apply these things equally, giving Todd a breast pump and forcing Cindy to take the day off when she needs those hours. The measured result of employee satisfaction is where you're supposed to see equality, but how you get there can be done equitably. And it doesn't have to be, because there's no anti-equality formula in DEI, so maybe there's a time where a blanket equal approach to something makes sense, so then you do that. None of it comes with an asterisk of having to abandon logic. People do that part on their own.
Again, a total misrepresentation of reality. "Equity" is responsible for hiring people that are not qualified on their own merits. (To create an equal outcome) Thus reducing the quality of the workforce or a college. Unfortunately when it happens at the college level, people who got in not based on merit, have a much higher rate of failure and college debt.
I think I've been upfront about the differences between the DEI itself and the reality or people implementing it. DEI itself is fine, but for some reason these colleges and businesses are doing things that are not DEI and calling it DEI, which causes people to blame DEI for things that are not DEI. Colleges seem to have the worst examples of it with their diversity statements, which have nothing to do with merit, and merit is everything that DEI is about.
It's like the Westboro Church out there protesting at soldier's funerals. Any Christian will tell you, what they do isn't very Christian. They're doing it wrong and the principles behind Christianity aren't lessened just because someone is doing it wrong. I think this is a really important distinction to make with anything, because if we allow the thing to be blamed when someone does it wrong, then all we end up doing is banning things, while people keep getting a free pass for screwing them up.
Take these colleges for example. We get rid of DEI, then DEI was the problem and you still have the same idiots in there doing something else with some other program, and the result will be the same, because the actual problem has not been corrected. What we should be doing is holding their feet to the fire and make them do what they're supposed to be doing. They're not implementing actual DEI because they don't like the result, so they've molested it until it gave them the result they wanted. The problem here is their desire, not the tool they use to accomplish it.
Pit Row
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