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Top Canadian university posts job listing that excludes white heterosexual men

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5 minute read

From LifeSiteNews

By Anthony Murdoch

The University of British Columbia says the new job is ‘restricted to members of the following federally designated groups: people with disabilities, indigenous people, racialized people, women, and people from minoritized gender identity groups.’

One of Canadaā€™s most well-known universities has posted a job opening for a new research chair position but has essentially barred non-homosexual white men from applying for the job.Ā 

A recent job posting for the position of ā€œTier 1 Canada Research Chair in Oral Cancer Researchā€ at theĀ University of British Columbia (UBC) Vancouver campus hasĀ explicitly mentionedĀ that those who donā€™t meet its so-called diversity, equity, and inclusion (DEI) requirements need not apply.Ā Ā 

The UBC job posting was published on May 21, and notes that the seven-year contract for the chair role has with it certain ā€œeligibility requirements,ā€ such as candidates having to demonstrate a track record of ā€œsupporting equity, diversity, and inclusion.ā€Ā Ā 

According to UBC, the selection for the role will be ā€œrestricted to members of the following federally designated groups: people with disabilities, indigenous people, racialized people, women, and people from minoritized gender identity groups.ā€Ā 

This rules out straight white men from applying for the role. UBC uses itsĀ Equity, Diversity, and Inclusion Action PlanĀ as well as theĀ B.C. HumanĀ Rights CodeĀ as validation for its job requirements.Ā Ā 

The UBC claims that its current faculty is underrepresented by those who ā€œself-identifyā€ as having a disability, thus it notes that a person from this category is ā€œpreferential.ā€Ā 

To ensure that straight white men do not apply for the job, the UBC is also mandating that anyone who applies for the role must first conduct what it calls anĀ ā€œequity survey.ā€Ā 

ā€œCandidates from these groups must self-identify as belonging to one or more of the designated equity groups to be considered for the position,ā€ notes UBC.Ā 

According to the UBC, ā€œEquity and diversity are essential to academic excellence.ā€Ā 

Musk: Is the even legal?Ā Ā 

As news of the UBC job posting spread on social media, X owner Elon MuskĀ chimed inĀ to comment on the matter, writing on June 3, ā€œIs this legal in Canada?ā€ in reply to aĀ sarcastic postĀ from Quebec-based academic Gad Saad mocking the job posting.Ā Ā 

ā€œYes! Oral cancer research has long been dominated by white heterosexual males. Imagine the progress that can be made if the relevant research were conducted by Trans People of Color. Thank you @UBC for your epistemological courage in fighting against the scourge of White Heterosexual Science,ā€Ā sarcastically wroteĀ Saad on June 3 on X.Ā Ā 

In recent years, there has been a notable increase in the promotion of so-called DEI requirements on employers, because of a push for it from the federal government of Prime Minister Justin Trudeau.Ā 

Indeed, LifeSiteNews recentlyĀ reported onĀ how Trudeauā€™s Liberal government has spent over $30 million DEI affiliated contracts amongst many federal ministries since January 2019.ā€Æā€ÆĀ 

When it comes to DEI, Musk has been a formidable opponent to the discriminatory hiring practices. In Canada, the only main party speaking out against it is the Peopleā€™s Party of Canada, under its leader Maxime Bernier. He has beenā€Æoutspoken againstā€Æradical gender ideologyā€Ærepeatedlyā€Æover the last few years as wellā€Æas theā€ÆCOVID jabs and mandates.Ā 

In April,Ā he announced aā€Ænew party policy officially denouncing the so-called DEI agenda, saying it is nothing more than a ā€œfundamentally racist, sexist, and discriminatory ideologyā€ that ā€œdivides Canadians.ā€Ā 

Bernier told LifeSiteNews recently that the only way to stop the ā€œradical policiesā€ of the Diversity, Equity, and Inclusion (DEI) agenda ā€“ which he calls a combination of ā€œofficial discrimination against white heterosexual malesā€ and the ā€œpromotion of weird mental illnessesā€ ā€“ is for people to fight back against those seeking to undermine ā€œtraditional norms and values.ā€Ā 

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Business

Publicity Kills DEI: A Free Speech Solution to Woke Companies

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For years, major corporations bragged about their wonderful Diversity, Equity, and Inclusion (DEI) programs. Theyā€™re good for business and morally correct, they said. So why are they now cutting those programs?

Robby Starbuck says these programs once got a lot of buy-in, because people wanted to be nice! But DEI came to mean much more than just being nice.

Starbuck says what it looked like in practice was ā€œcrazy trainingsā€ and ā€œovertly racist hiring practices.” Now lots of people agree with him.

Companies actually take notice when Starbuck tells his many followers about their DEI programs. Often the programs get dropped.

Thatā€™s the power of free speech.

After 40+ years of reporting, I now understand the importance of limited government and personal freedom.

——————————————

Libertarian journalist John Stossel created Stossel TV to explain liberty and free markets to young people.

Prior to Stossel TV he hosted a show on Fox Business and co-anchored ABCā€™s primetime newsmagazine show, 20/20. Stosselā€™s economic programs have been adapted into teaching kits by a non-profit organization, “Stossel in the Classroom.” High school teachers in American public schools now use the videos to help educate their students on economics and economic freedom. They are seen by more than 12 million students every year.

Stossel has received 19 Emmy Awards and has been honored five times for excellence in consumer reporting by the National Press Club. Other honors include the George Polk Award for Outstanding Local Reporting and the George Foster Peabody Award.

_ _ _ _ _ _ _ _

To get our new weekly video from Stossel TV, sign up here: https://www.johnstossel.com/#subscribe

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Catherine Herridge

How ‘Woke’ Broke The FBI

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Ā Author Ā Catherine Herridge

We Obtain Internal FBI DEI Guide On Managing Unconscious Bias

TOP LINE Ā 
An internal FBI inclusivity ā€œGuide,ā€ obtained by our investigative team, counseled agents on ā€œWays to Manage Your Unconscious Bias,ā€ ā€œMicro-Inequitiesā€ and ā€œHow to Improve Your Inclusive Intelligence.ā€
ā€œThe New IQ: Your Guide to Sustaining Inclusive Habits in the Workplaceā€ was widely shared in mid-2020 and includes nine ā€œtipsā€ to counter unconscious bias.
Separately, as part of our investigation, recently retired FBI agents said they saw, firsthand, how law enforcement capabilities were compromised because merit took a backseat to DEI priorities.
They dubbed the legendary FBI Quantico Training Academy the ā€œParticipation Academyā€ because of headquarterā€™s pressure to ā€œpush throughā€ poorly performing candidates to meet their DEI objectives.
The retired agents said FBI Director Patel inherits a workforce where standards dropped impacting physical fitness of agents, their firearms skills as well as professional qualifications, putting the FBI mission and safety at risk.
DEEP DIVE
More than a half dozen recently retired FBI agents agreed to speak with me on a confidential basis.Ā  They said they feared retaliation for describing their experiences with the FBIā€™s DEI initiatives. While fiercely loyal to the bureau, they said they felt compelled to come forward, citing a dangerous reduction in standards that they believe endanger agents and the public.
The group of retired agents was diverse.Ā  It included male, female, Asian, Black and White agents from field offices in different parts of the country.Ā  Their work experience covered multiple facets of the recruitment and training process. Everyone I spoke with offered a first hand account of DEIā€™s impact.
FBI DEI Guide Defines ā€œUnconscious Biasā€
The retired agents told me they valued diversity because it could strengthen the FBI mission but in recent years, the agents said FBI leadership took the attitude the bureau was ā€œtoo White.ā€ Ā  The decline, they said, began under FBI Director Mueller who made the DC Headquarters his focus.Ā  They saidĀ it accelerated under FBI Director Comey. They blamed Director Wray for standing by as the ā€œtrain wreck happened.ā€
ā€œWays To Manage Your Unconscious Biasā€
I was told that the physical fitness performance of candidates declined. The requirements include timed sit-ups (1 minute), timed 300-m sprint, untimed push-up maximum and timed 1.5 mile run.
The retired agents described recruits who had an ā€œattitude problem.ā€ The recruits would quit the long distance run or claim injuries if they thought they would not pass a requirement. Ā  The number of successfully completed push ups was routinely low because many recruits didnā€™t have the skill or strength to follow the required protocol (i.e bad form, not low enough.)
What I learned about firearms training was also concerning.Ā  I was told some recruits lacked the ā€œmental toughnessā€ to competently handle guns. Other candidates had documented mental health issues.Ā  While their performance was poor, there was a ā€œpush them through Quantico attitude.ā€
The backbone of FBI investigations is a witness interview summary known as a ā€œ302.ā€Ā  In some cases, new agents lacked basic writing skills to complete a 302, in part, because work experience requirements had been relaxed.Ā  Once poor performing recruits were ā€œpushed through Quantico,ā€ the hope was that FBI Field Offices would fix them.
While the retired agents said diversity was valuable to the bureau it had taken precedence over merit. They said they looked up to the FBI when they joined and are hopeful Director Patel can restore and reverse this decline.
These retired FBI agents are solution oriented and respectfully asked if Director Patel would be willing to meet with them because they understand where the change needs to happen internally.
Describing how ā€œwoke broke the FBI,ā€ one of the agents shared the wrenching personal decision to discourage their child from following in their professional footsteps. Something that would have been inconceivable during most of their time with the Bureau.
FBI spokesman Ben Williamson said, ā€œā€œDirector Patelā€™s new FBI will be an entirely mission focused institution ā€” working every day to get criminals off our streets, keep the American people safe, and let good agents be good agents. We are aggressively working to abide by any Presidential directive to root out politically motivated, social engineering projects ā€” they have zero home here and never will as long as Director Patel is at the helm.ā€

We are making this exclusive reporting free.Ā Ā 

The full FBI DEI workplace guide is available to our subscribers.

Catherine Herridge Reports

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