This is one of those DivThu that could be a, in a word, tome.
As such, I am only going to pull a small portion of the things I normally would. You will have to do some reading yourself.
Trust me on this, depending on your areas of concern, you will find many items worse than I will pull out on today’s post.
Poison wrapped in a few nice marshmallows…but poison nonetheless.
The focus of this week’s DivThu is what is going on at the US Naval Academy. I’ve had all sorts of people, from active duty to retired USNA alumni (and others…ahem) reach out to me – a NROTC guy – because they want to get the word out concerning what is going on.
Not only do they love their school, they know how important USNA is to the Navy writ large. What starts, or stops there, is brought in to the fleet. Good or bad, it comes in.
As we have covered over the years, the diversity industry, their fellow travelers and useful idiots, have had USNA in their sights for a long time. As it is military, you have a high degree of control over the student body.
As it is – wrongly – trying so hard to compete with other universities, it has brought on faculty who are true believers – or want to be seen as true believers – in all the latest fads in academia.
No one has stood in the way of their push to bring to Annapolis what they find in Oberlin.
The quasi-woke religion as promoted by the CNO provided all the supporting fires they needed and the commissariat decided to make hay while the sun shines.
You know the drill.
Do you want Political Officers, USNA’s own Zampolit? You’ll get them.
Want blue and gold Red Guards? You’re going to have them.
You want red in tooth and claw racism, quotas, and different standards based on self-identified racial groups? You’re going to have more of it.
1. Purpose. To provide guidance and designate responsibilities for implementation of the Diversity Peer Educator (DPE) Program.
b. DPEs support moral development at USNA by facilitating small group conversations that educate and inform midshipmen, faculty, and staff and foster a culture of inclusion across the Yard, resulting in cohesive teams ready to exert maximal performance and win the Naval service’s battles.
I’m not sure you could get more Orwellian … but they’re going to try;
a. USNA Chief Diversity Officer. The Chief Diversity Officer is the final approving authority for all matters pertaining to the DPE Program and will ensure the program is in line with Department of the Navy and Superintendent’s guidance in reference (a).
a. DPE Program Manager. The program manager for DPE is an active-duty officer appointed by the Chief Diversity Officer. Faculty/staff from the Stockdale Center for Ethical Leadership, the Naval Academy Athletic Association (NAAA), or other cost-centers on the Yard will aid the program manager.
Yes, the football booster organization will “help” the Zampolits. Huh. You see that, yes? Pull that thread…
c. Brigade Dignity and Respect Officer. Reference ( c) delineates the roles and responsibilities of the Brigade Dignity and Respect Officer (BDRO) who is accountable for the training, development, and qualification of the DPEs. However, the DPEs are organized and managed by the Midshipman DPE Lead.
d. Midshipmen DPE Lead. A midshipman selected annually by the DPE Program Manager and confirmed by the USNA Chief Diversity Officer. The Midshipmen DPE Lead is typically a First Class Midshipman. Responsibilities include:
(1) Work with the DPE Program Manager to ensure the mission of the program is met.
(2) Provide feedback and keep the DPE Program Manager informed regarding anything that may impact the DPE program.
(3) Serve as the senior DPE, and as the program representative to the BDRO.
(4) Lead and provide guidance to the DPE Midshipmen.
(5) Appoint and manage DPE leads in each battalion, company, varsity athletic team and club sport team.
I’ll let you do the math on how many bodies “each” means. That is a lot of Zampolits. I guess MIDN have a lot of extra time.
Again, I want you to ponder the opportunity cost of this across USNA and how it relates to professional development.
g. DPE. Midshipmen who have attended DPE Education, completed all DPE qualification requirements including Personnel Qualification Standards (PQS) and who are designated in writing by the DPE Program Manager. Responsibilities include:
(1) Conduct a minimum of two small group discussions within their company each semester. These sessions should include fewer than 15 participants per session when possible. A session will consist of an open conversation about leading a diverse group of people, ensuring that everyone is treated with dignity and respect and feels a sense of belonging in the group.
(2) Conduct a minimum of one small group discussion per varsity/club sports team per semester.
(3) DPEs have the ability to hold additional sessions or events at the discretion of their Company Officer, Senior Enlisted Leader, or Coach.
(4) Participate in at least one Diversity and Inclusion Program event per semester. These include, but are not limited to: Cultural Affinity Group/Extra Curricular Activity events, Midshipmen Diversity Team events, etc.
(5) Attend the USNA Diversity and Inclusion Conference.
(6) Participate in any continuing education as prescribed by the DPE Program Manager.
(7) Assist with the planning and execution of Office of Diversity Equity and Inclusion (ODEI) led events at USNA.
As all Zampolits must do … one must have a record of events and who is at them;
6. Records Management
a. Records created as a result of this instruction, regardless of format or media, must be maintained and dispositioned for the standard subject identification codes (SSIC) 1000 through 13000 series per the records disposition schedules located on the Department of theNavy/ Assistant for Administration (DON/ AA), Directives and Records Management Division(DRMD) portal page at httpsl://portal.secnav.navy.mil/orgs/DUSNM/DONAA/DRM/Recordsand-Information-Management/ Approved%20Record%20Schedules/Forms/Allltems.aspx.
If you just need an explainer as the full document is just too much, the Salamander Underground helped you out. Just click here.
I know you are dying to see the training material – or at least some of it.
Sal’s spies have not failed you. Here you have the “Diversity Peer Educator Study Guide” to help the blue and gold version of the Red Guard.
Review the whole thing at the link above, but here’s a few of slides to make you proud to be an American. I’m not sure how our Navy survived without this until now, TBQH.
I can’t wait until this structure is implemented Fleet wide:
Like I said, Zampolit. Everywhere.
…and no, going to the fleet is not hyperbole … no one is hiding the ball here. (NAAA pun not intended)
Who will be the first person to have, “…a walking safe space…” as a FITREP bullet?
One positive thing here is that they are no longer denying that this is all political. They are daring you to say there is anything wrong.
You’ll be put on a list.
This would not be complete without the official Diversity and Inclusion Plan of March of 2021. Go ahead click the link and read page four.
This is full of problems, but here is where they let the mask slip for those still holding out for something benign and worthy of our republic;
Action 3d. Bring equity to the leadership and training opportunities for all populations.
Step 3d1. Intentionally develop selection panels with representation from different populations. Intentionally use different panel members from underrepresented populations to include multiple perspectives in the selection process.
That is a quota system. We know what the Navy’s definition of “equity” is – it is not equality or equal opportunity; it is equal outcomes.
This whole effort isn’t just about bureaucratic growth or supporting more paid positions for otherwise unemployable “diversity and inclusion” nomenklatura, no … it is much worse.
This is about developing a system of indoctrination normalizing a system of incentives and disincentives to provide advantages and disadvantages to individuals based upon their membership in self-identified sectarian blocks – and inculcating and then enforcing ideological support for enforced sectarianism.
Recall, they are doing this starting with a cohort of young men and women most of whom were in 1st and 2nd Grade when Obama was sworn in as President.
This is about identifying people who are opposed to racial discrimination and encouraging their disfavor or better, elimination from the Navy.
There you are.