In America, there is no caste system or titled nobility that prevents talented individuals from succeeding based on their family background. Unlike other countries, one’s race does not hinder them from accessing top-tier education or securing high-paying jobs. The belief has always been that success is determined by one’s character and contributions. However, recent developments have shown that this notion is being replaced by a new form of aristocracy, one that is determined by where an individual falls in the “intersectional hierarchy” or oppression index.
The case of Asian students who recently won their case at the Supreme Court highlights how ethnic heritage can work against individuals in America’s prestigious Ivy League institutions. The hope of restoring our sacred meritocracy and valuing excellence seemed possible when affirmative action was struck down in higher education. The ability and intellectual capacity of students would once again be prioritized, and metrics such as GPAs and SAT scores might regain their importance.
However, even though affirmative action was deemed unconstitutional in education, racial quotas and discriminatory policies continue to persist in corporate America’s HR departments. Many employees at large companies have firsthand experience with less-qualified individuals being hired and promoted solely based on shallow, skin-deep metrics. Hiring employees from disfavored demographic groups, such as men, Asians, heterosexuals, and whites, does not contribute to a company’s ESG score, so there is little incentive to do so.
Interestingly, the recent Supreme Court ruling may also apply to corporate America. Thirteen state attorneys general have emphasized in a letter to Fortune 100 CEOs that the principles behind the ruling apply to laws restricting race-based discrimination in employment and contracting. This indicates that racial quotas and preferences in these practices are also illegitimate. It is commendable to see these state officials taking their duty to enforce anti-discrimination laws seriously.
These thirteen states could potentially form an alliance based on meritocracy, creating a sanctuary region where skilled individuals of any race can thrive without conforming to woke DEI ideologies. The Trump administration also deserves credit for initiating a pushback against these practices with investigations into companies like Microsoft and Wells Fargo. However, the equity freight train gained significant momentum in 2020, impacting every major company’s boardroom. The long-term consequences of valuing diversity and equity over competence, reputation, and profit remain uncertain.
Making corporate diversity, equity, and inclusion (DEI) practices illegal would not only benefit society but also protect companies from making poor business decisions. These decisions can harm qualified applicants, hinder talented individuals from achieving success, damage valuable brands, and create concerns for consumer safety in industries like aviation. The AG letter strongly advises companies to cease any unlawful race-based quotas or preferences to ensure social mobility and eliminate racial proxies that are inherently tied to class distinctions.
It is now crystal clear that these corporate policies are illegal under federal law. The question remains whether the Biden administration, which has expressed support for the Civil Rights Act, will enforce it. In this landscape, Vivek Ramaswamy emerges as a Republican presidential candidate for 2024, advocating for fairness, meritocracy, and the elimination of discriminatory practices in all aspects of American society.
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