Tuesday, August 15, 2017


On hearing that another smug holier-than-thou know-it-all - Kevin Plank of Under Armour - left President Trump's American Manufacturing Council over the President's perceived weak message re the Charlottesville riots, I decided to check out WHO exactly is on that council and WHO has thus far demonstrated the most mature reaction to said riots.

It did not take me long to decide it was Michael Dell, founder, Chairman and CEO of Dell Technologies Inc.:

Via Business Insider, here's Dell Technologies statement:

Michael Dell, Dell Technologies, will remain on the council. "While we wouldn't comment on any member's personal decision, there's no change in Dell engaging with the Trump administration and governments around the world to share our perspective on policy issues that affect our company, customers, and employees," a spokeswoman said.

This is exactly how a responsible CEO should react. Reading down BI's list, I came across far too many CEO's who gave the impression that they drank too much of the multiculti diversity Kool Aid. Multiculturalism is another word for Orchestrated Western Demise. Only in the West is this vile ideology celebrated. Streets in Beijing and in Madras and in Harare look recognizably Chinese, Indian and African, and will continue to do so. Only the West is asked that it radically changes its appearance and character. CEO's representing powerful companies from a civilization that invented 99 per cent of the world's technologies, defined DNA, and put men on the Moon, should NOT subscribe to a hateful concoction of insane Frankfurter School witch doctors.

Diversity is, or should be, a state that is the result of an osmosis of the most competent ones in a company's 'fabric', NOT of a deliberate policy to meet minority quotas. The strength of companies (and by extension nations) should solely rely on merits. If a company or a society hires the most able applicants and it turns out the roster is overwhelmingly white, well, tough luck for Africans, Asians or Middle Easterners. They should go home and study hard to try again later. If that company turns out majority Black, so be it. If 90% is of Asian stock, ditto. It follows that diversity on the workfloor should be a condition, a state, that is uniquely the outcome of the competencies of the individuals vying for a job at that company. And if some groups are overrepresented, or if some would think that this or that group is underrepresented, then this must be accepted, and those who disagree should only resort on demonstrations of competency to alter the respective representation of their group.


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