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Near Miss on Trump Exposes Flaws in DEI Hiring Practices

The recent near-assassination of former President Donald Trump has opened the door for a thorough examination of the absurdities of DEI (Diversity, Equity, and Inclusion) hiring practices. Critics are raising eyebrows and pointing fingers, especially toward Secret Service Director Kimberly Cheatle, who many suspect fits the bill of a “box-ticking diversity hire.” As scrutiny mounts, the federal government’s DEI circus is not only under the microscope but also facing the harsh light of public accountability.

Following the attack, many noted the conspicuously inadequate presence of Trump’s Secret Service detail, particularly regarding their physical stature and ability to effectively protect the President. With numerous women on the team who appeared more suited for a college cheerleading squad than presidential protection, the Secret Service’s commitment to diversity over competency has been called into question. It’s hard to imagine that a group of pint-sized agents could effectively defend the former President in a moment of crisis—after all, physical presence and reaction time are everything when it comes to personal security.

The DEI mantra, which prioritizes gender and race over merit, was welcomed into the Biden administration with open arms. With executive orders that espoused lofty ideals of equity, meritocracy took a backseat, leading to increasingly absurd hiring decisions. The glaring incompetence of individuals put in crucial roles fed the narrative that this progressive agenda does more harm than good—putting the lives of Americans, including Trump, at risk due to inadequate preparedness.

On the frontlines of this disarray, observers noted examples like Sam Brinton and Rachel Levine, classified as DEI hires despite substantial doubts about their qualifications. Brinton’s dramatic fall from grace after multiple theft incidents exemplifies the pitfalls of hiring individuals based more on their gender identity than on demonstrated professional ability. Meanwhile, Levine continues to champion policies that many view as clinically reckless, particularly concerning minors and gender transition, further reinforcing the fears surrounding the DEI approach. 

 

The fallout from the Secret Service’s blatant prioritization of DEI over practical expertise begs the question: are lives at stake for the sake of progressive virtue-signaling? The recent failures echoed throughout various government agencies, including the FAA and the Department of Defense, where diversity initiatives have jettisoned skills and experience in favor of quotas. The idea that a military branch would employ a drag queen as a recruitment ambassador is not just unconventional; it borders on lunacy in efforts to attract recruits in a time of dwindling numbers.

This growing distrust in DEI-based hiring practices reveals a fundamental flaw in ideology-driven staffing. When people are chosen based on identity markers rather than ability, it results in significant vulnerabilities in critical sectors that should focus solely on performance. It raises a grave reminder that, when security is compromised for the sake of political correctness, the consequences can be deadly, leaving both government officials and ordinary citizens questioning the sanity of current hiring practices.

Written by Staff Reports

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