To the editor:
Through Brett Stephens (column, January 29), “Dai will not be remembered.”
Mr Stephens’s column has identified the decision to open all combat roles to women – which was ordered in 2015 by my late husband, Secretary of Defense Ash Carter – from which all DEI efforts were underway. The attempt to label the DEI strategy is easy. Instead, let’s look back again with the intellect that is indicating it.
It was very important for Ash, who was also a physicist, the root of this decision is connected to the logic – speculation that opening all positions, and helping to build and maintain the power of the world’s best fighting. Will get According to Ash, it meant filling each position with the most qualified person. They recognized the irrational except half of the population from the available talent pool.
The occasional accounting of the occasional abuse in the execution of this policy has to acknowledge that our services also have important time -consuming standards for male service members. With the challenges and lack of global crisis, our emphasis should be to fix these issues with the skull – no suspicion.
Let’s remember that in the United States, we have a complete powerful force. Our army – like any organization – competes for high capabilities in competitive environment. People are unlikely to pursue a job where their advance progress is unnaturally limited – even if it is unlikely that they will never reach the upper part of the ladder. Labits that reject these challenges require proportional thinking. Ash’s decision was not raised – it was just work.
Stephanie Carter
Boston
To the editor:
Brett Stephens column about banning DI, because partially, “a young female soldier will have to be able to complete just 10 push -ups” shortlite and behind the front lines of thousands of people Humiliation that helps guns operating. Brutter strength may be one, but without mental power there is no army.
Consider communication teams, rehabilitation staff, supply teams, food manufacturers and servers, doctors, nurses, medical technicians and all field hospitals. Military infrastructure depends on technologies that require significant skills that have nothing to do with muscle strength, gender, gender or race.
Have some respect for those who run our army. And please abandon the soldiers’ removision and plan to kill the machines. One -handed push -ups can never keep us safe, and they have never done so.
Caroline Goldish
New York
To the editor:
I respect Brett Stephens, but like most national observers, he fails to capture the voices of real soldiers. He does not disclose the views of the junior or officers. Neither the company’s commander nor a platoon sergeant. They are “standards” and enforcement.
The army is in the units of 30 to 200 soldiers, where people are still managed about people. This is not in reports in political agendas and media.
I talk to experience when I say: The army is not perfect, but this is not a social experience in DI. It is one of the last real merit Christians in this country.
If you cannot meet the standards of the military, you will be told that you are failing and faces the results. If you meet them, congratulations! You will be rewarded and promoted according to more responsibility and standards (ideally).
No one talks about DEI in military ranks. If they do, it is a big, bureaucratic outfit to joke or thumbs the nose.
We are doing the jobs we are paid to pay. Looks like America, haha?
Cole o yeni
Albani, New York
The author is the National Guard Reserve and the former Army Sergeant.
To the editor:
Again “Trump’s attack on DI creates fear in corporations” (Business, January 24):
A reference to the executive order about President Trump’s “illegal DEI” policies can be used to describe the qualifications for his own cabinet nominees. The order states that policies “illegal, corrosion and dangerous identity -based bad systems in favor of hard work, virtue and individual success, deny, defame and destroy them.”
Sosi Mackay
Wazaa, Man.
To the editor:
“Trump’s DI attack creates fear in corporations” is enlightened. Indeed, the same thing is true for the federal government – even more because employees are asked to report about each other if a symbol of DEI is shown. What is clear is that it will be very difficult – or even impossible – for federal agencies hiring black or Spanish employees at any level for fear of being in DII charges
This is regrettable in view of President Trump The opening addressIn which he describes: “For black and Spanish communities, I want to thank you for the tremendous spread of love and trust showed me with my vote. We set the record, and I will not forget it.
Philpa Messter
Atlanta
To the editor:
Research shows that many black professionals already know: When the name looks black, the same works are found to be strict reviews. Ask a black doctor or lawyer’s credentials, and suddenly every black professional is dismissed as “diversity services”.
Excel at school, nail each interview, get every certificate and still face doubts about the room. Why? Because critics surrender test scores and GPA as weapons as neutral measures, and ignore that the measurement often reflects more access to qualifications.
The merit is only in the level of playground. When the “cultural fit” mask reflects pre -resources more than prejudice and test score talent, we are not measuring qualifications – we are benefiting. Real ability is demanding that we remove these deterioration. When we decide the skills, the real merit emerges.
Familiar sound? It should be. About the “low quality”, today’s coded language echoes echoing the echo of “incompetent” black voters and government officials. Different centuries, the same playbox: the use of merit myths to maintain power.
A. Lindsia
Broccilin
