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DEI: Communism on Steroids

The most harmful and harmful hazard to our society, our kids, our religion, our economy, and our civilization is the DEI.

There are numerous manifestations of this ideology, all of which include silencing, invalidating, and eliminating those who oppose it. It can be seen as an extreme version of communism, and those who support it needs to be prevented and removed. Those who have been affected by this ideology requirement to undergo a process of rehab. If you rearrange the acronym, it spells “DIE” instead of “DEI.”

Those who have been poisoned by it must be restored. Reverse the acronym and it Spells not DEI however DIE.

The main hazardous threat to our society, our children, our faith, our economy, and our civilization is DEI. It manifests in different ways, all of which necessitate silencing, canceling, or removing opponents. DEI can be likened to a heightened variation of communism, and those who support it should be halted and gotten rid of. Those who have been influenced by it require to be reformed. Remarkably, when the acronym DEI is reversed, it spells out DIE.

Getting rid of the deep-rooted presence of inefficient DEI programs in education will be a lengthy job. In the meantime, prevent supporting these institutions, even if they handle to win a National Football Championship. Above all, guarantee that your own children are avoided this Marxist indoctrination, as it can have hazardous repercussions for them.

The University of Michigan now has more than 500 tasks dedicated to DEI, payroll expenses surpassing $30 million. The University of Michigan presently uses over 500 people who concentrate on variety, equity, and inclusion. The quantity spent on their salaries goes beyond $30 million.

QUOTE: The University of Michigan continues to greatly grow the number of staffers committed to advancing diversity, equity, and addition, with at least 241 paid staff members now concentrated on DEI and payroll costs going beyond $30 million yearly, according to an analysis carried out for The College Fix. According to an analysis performed for The College Fix, the University of Michigan is substantially increasing the number of employees dedicated to promoting diversity, equity, and inclusion. Presently, there are at least 241 paid team member focused on DEI, and the annual payroll expenses for these workers go beyond $30 million.

The variety of positions at Michigan’s flagship university advancing DEI surpasses more than 500 when including those who work full-time or part-time on DEI and factoring in open and unfilled positions, in addition to employees who function as “DEI Unit Leads” and others who serve on dozens of DEI committees, said economist Mark Perry, a paid specialist for The Fix who used public income and website information for the analysis. According to financial expert Mark Perry, who evaluated public salary and site data, the overall count of positions devoted to DEI at Michigan’s primary university is over 500. This consists of both full-time and part-time staff members working directly on DEI, as well as open and unfilled positions. Additionally, it takes into account staff members who hold the function of “DEI Unit Leads” and those who serve on different DEI committees.

The chief diversity administrator at the university, Tabbye Chavous Sellers, makes an income of as much as $402,800, which is almost two times as much as the average full-time teacher. The university’s brand-new DEI 2.0 strategy has actually been introduced following the failure of the previous DEI 1.0 strategy, which got $85 million in financing from 2016 to 2021. The criticisms detailed in the Michigan Review’s post titled “The Good, the Bad, and the Ugly of DEI 1.0” have actually prompted the development of this upgraded effort.

Based on the findings of campus environment surveys carried out in 2016 and 2021, the trainee paper reported that UM trainees have actually experienced a decline in joy throughout several indicators considering that the introduction of DEI 1.0. These studies, which evaluated the campus atmosphere, indicated a reduction in overall trainee contentment at UM following the execution of DEI 1.0, as reported by the student-run paper.

The survey results program “DEI 1.0 has been a failure, and it is not because of a lack of resources. If the largest variety of diversicrats in the country can not enhance life on school, there is something wrong at the heart of the effort,” argued then-student Charles Hilu.

According to him, as I had actually previously specified, nearly all steps of trainee wellness decreased after DEI 1.0, and students became less inclined to communicate with peers from different backgrounds. The very first endeavor certainly did not experience a lack of resources. I hope that the University of Michigan has genuinely taken a look at why DEI 1.0 produced unsatisfactory outcomes, given the substantial quantity of cash and personnel they are now committing to their diversity programs.

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