Toolkit

Perform

Be technically excellent. Do great work. Treat people fairly and fight bias. Produce great results. You won’t have a voice unless you have moral power and a history of excellent work.

Part of this is getting educated. Understand the roots DEI as a means to transfer power from those who drive business value to administrators in HR, Legal, Ethics or Compliance.

Ask

Stop the one-way conversation. Ask what the bigger goal is. Expose the muddy thinking and business risks of DEI.

When you hear “shouldn’t this group be represented by the people in our country”, ask “should that representation be as complex as America’s people or should it be shallowly and 1-dimensionally superficial?”
Get the direction in writing to take action on DEI.

When you hear “Why are so many of the low performers in this list people of color?” or “Why aren’t there more women on this panel?” Ask, are we focused on finding the best people or do we have some other standard?

Act

1. Company Human Resources (HR)

Ask what form or process is required to delete your personal information from the company system that specifies race/ethnicity, sex, or other immutable characteristic identifying personal information that you don’t wish the company to have. If they refuse, lodge a formal complaint with HR and your leadership chain.

If you are recommended or pressured or incentivized to join an Employee Immutable Characteristic Centric Group, inform HR those types of groups separating employees into categories not essential to company mission is counter productive and immoral.

If you are assigned DEI training and required to accomplish, don’t, and elevate visibility of this practice as counter productive and immoral.

2. Coworkers

Socialize your concerns strategically with fellow coworkers. Find like-minded people to work with and through to achieve common goals.

Consider forming or joining organizations with very specific goals to protect workers from company leadership over-reach.

3. Company leadership

Implore leadership to renounce diversity based on personal traits, and embrace color blind, sex blind, lifestyle blind mentality based in meritocracy.

Implore leadership to renounce Equity, replace it with Equality. Equality of Opportunity should replace Equity of Outcome to maintain capability.

4. Congress and other National level organizations

Contact your Congressman and voice your concern about current DEI practices as a destructive ideology.

Read through the immoral and now potentially illegal practices of the executive branch pressuring your company through direct contract manipulation and affirmative action audits: Chapter 5 Functional Affirmative Action Program Compliance Evaluations | U.S. Department of Labor

Although union creation can be extreme, there is potential to contact the National Labor Relations Board (NLRB) about voting amongst workers to unionize with the specific goal and charter of protecting against unwanted social programs over-reach.