I see these as different but complimentary items.

Intelligence is what we are born with – a gift from God. We can help to increase it somewhat through various activities, but in gross amounts I believe you get what you get. (I could be wrong here, but this what I have read.)

Stress tolerance and contentiousness however are traits that too are given at birth but I believe are greatly influenced by environmental actors – especially family upbringing. Here I think one of our society’s long ills is now raising its ugly head and beginning a long roar that may last decades and decades. The fruits of the decline and elimination of the nuclear family and the widespread decline of the nuclear family over several generations has produced individuals embedded within our society at all levels without the stress tolerance and especially contentiousness tools needed to do even a reasonable job.
Dan Quayle correctly warned the nation of this in his criticism of a Murphy Brown episode long ago. And even The Atlantic magazine admitted to this as one of the few areas in social sciences where the evidence was clear – children of single parent families do poorly. But that growing population of low contentious and low tolerance individuals did not just stay in the lower reaches of society. (They too may have had high intelligence). They are now spread throughout our workforce and we are now seeing their effects throughout.

Robert wrote: “The resulting staff would be unqualified to do the job.
”

The employees may still be qualified, but they may not be as careful in their workmanship or may not be the ones with the best judgement. Perhaps they are the ones who are more accident prone. The problem is that instead of making sure that they have the experience and the attention to detail to do the best job, the company has non-performance characteristics that are a higher priority than quality workmanship.

I don’t know how it is with DIE Human Resources Departments, but it used to be that there were specific areas that employee reviews would cover, and promotions and raises were dependent upon these merit qualities. These included performance, such as quality of result. It did not include race or skin color, as these are explicitly against the Civil Rights Act. Promotion due to characteristics other than performance tend to result in poorer quality workmanship, because why work better when that is not the factor for promotion?

One company I worked for announced a new set of measurement points for employees. It missed a few points that I thought were important, so I started using a phrase around the office, hoping that my superiors would overhear: “Be careful what you measure, because that is the behavior you will get.” If you literally give privileges to certain people, then don’t be surprised when their behavior is worse than the behavior of those whom you had claimed were privileged before.

Ever since Affirmative Action, whites have had to emphasize the quality of their work, because that was the measure of their merit. Now that merit is based upon skin color, ancestry, or national origin, quality stops being part of enlightened self interest. Why put in the effort when effort gets you nowhere?

When lives are at stake, we want the higher quality workers. Safety has been an increasingly high priority for the past century or so. DIE has changed that priority.

DEI?

Money, politics and the aspiration to success and power make some people do some raw naked irrational things.

https://www.sigma3ioc.com/post/wrestlings-alpha-males-bowing-to-their-ccp-chinese-hollywood-masters

Dr. Jordan Peterson
“What Kind of Job Fits Your IQ?”
https://youtu.be/P2mxdrTP-os
(9:38)

“What it Means to have an IQ Lower than 83”
Dr. Jordan Peterson
https://youtu.be/caR69G6wpwU
(4:49)

Ironically, one of the roots of DEI ideology is the left’s horror of any measurable, statistically valid disparity between the aptitude / achievement of different groups and their resulting representation — or lack thereof — in sundry professions. As Heather Mac Donald explains, “The most consequential falsehood in American public policy today is the idea that any racial disparity in any institution is by definition the result of racial discrimination.” There aren’t enough pilots or mechanics at United who are women or people of color? The only possible explanation must be sexism and/or racism; there could be no other reasons.

https://imprimis.hillsdale.edu/disparate-impact-thinking-is-destroying-our-civilization/?_hsmi=297464202&_hsenc=p2ANqtz–lMihEWhcECFVAGkpwHZjpdHQuL6JkPojlXMWYCM8SkVfxHMpeCJ56qix7bNxjwF-wF3a_isInYqeKCL05i37jPhsOew

Ms. Mac Donald’s “inconvenient truth” about continuing achievement gaps in American life lies at one pole of the circular reasoning of the left, and it leads directly to the idea that — since racism can be the *only* reason for statistical differences in employment — there can be only one cure. Moreover, even if evidence of statistically significant differences between groups should emerge, achievement and meritocracy themselves are racist, Eurocentric constructs and thus something that our society ought to eschew. Quite simply, the idea of “achievement gaps” between groups is so unacceptable / disquieting at a deep level that some people simply cannot acknowledge or process such data., no matter how bad the results of such blindness may be. As she goes on to observe:

“We can argue about why these disparities exist and how to close them — something that
policymakers and philanthropists have been trying to do for decades. But in light of these
skills gaps, it is irrational to expect 13 percent black representation on a medical school
faculty or among a law firm’s partners under meritocratic standards. At present you can
have proportional diversity or you can have meritocracy. You cannot have both.”

Yet, the Jacobin left demands that we achieve proportional diversity under the aegis of sundry DEI initiatives, despite all of the costs to the larger society that they entail. And, ironically enough, they ignore the much higher costs of such woke policies to the very disadvantaged groups that they claim to champion.

“Walgreens, CVS, and Target would rather close down entire stores and deprive their elderly
customers of access to their medications than confront shoplifters and hand them over to
the law, because doing so would disproportionately yield black shoplifters, as the viral loot-
ing videos attest. Macy’s flagship store in New York City was sued several years ago because
most of the people its employees stopped for shoplifting were black. The only allowable
explanation for that fact was that Macy’s was racist. It was not permissible to argue that
Macy’s arrests mirrored the shoplifting population.”

And, in terms of the actual victims of crime:

“The result of this de-prosecution and de-policing has been widespread urban anarchy
and, in 2020, the largest one-year spike in homicide in this nation’s history. Thousands
more black lives have been lost to drive-by shootings. Dozens of black children have been
fatally gunned down in their beds, in their front yards, and in their parents’ cars. No one
says their names because their assailants were not police officers or white supremacists.
They were other blacks.”

But all of this, of course, continues to be more than OK with the political class in blue districts — or at United Airlines — and they continue to invoke the myth of perpetual racism and intersectional victimhood to “explain” everything that is systemically wrong within their purview. At the same time, they implore Washington to send them more money (or corporate subsidies) to save them from the untoward results of their own actions. Nice.

The answer to this conundrum, simply enough, is to follow Prof. Yascha Mounk’s advice and treat people as individuals with inalienable rights and universal human qualities, as opposed to judging them solely as members of groups. That is, to look at people without the attribution of any specific qualities — including any putative achievement gaps — related to identifiable characteristics such as race. This, once again, is no less than Dr. King’s Dream, where such things as character, determination, achievement, and, yes, hard won lived experience do indeed count for more than what a person might simply “look” like.

If you don’t want to be a racist, then look at individual human beings and don’t obsess about their race. The results may not be perfect in terms of proportionate percentages in every profession (at least for now), but what kind of a world would you rather live in?

I just wish more people were visiting this site and reading this article. It would be great if the United were to experience a major decline in sales brought about by a greater awareness of the problems and their underlying causes.

I am sure there are many hard-working people at United, and I honestly wish them well, but the disease known as DEI must be rooted out.

https://youtu.be/cEtvrHLc174?si=pE9leVnp270-N1cJ

And be confident the Democrat party machine wants exactly this for your future.

There can be no other result.

https://en.wikipedia.org/wiki/Incompetence_(novel)

“set in a near-future federal Europe where no-one can be “prejudiced from employment for reason of age, race, creed or incompitence [sic]”. Consequently, much of the population demonstrates an extreme lack of competence in their occupations”

The individuals being hired under it yes but not the organization itself.

Let’s trade an expectation of some degree of excellence for growing government dependency and mediocrity, that is what America is about now.

Probably all a result of the Trump administration and his continuing striving for the presidency.

“DEI Office In Biden’s VA Is ‘Hostile, Toxic’ With Rampant Sexual Misconduct, Internal Probe Finds”
“At one point, a senior manager fired a mid-level manager because both men wanted to sexually harass the same employee”
“The 125-page report paints a shocking portrait of the 400-person diversity office, in which employees spent much of their time filing complaints against each other instead of serving veterans.”
“Good morning Sexy!… Ain’t just attracted to your curves and those physical attributes that cause men to holler at ya. Your bold, audacious disposition and your alpha female demeanor are equally a turn-on for me.”
“Some sexual activity in the DEI office was consensual. One employee was happy that chief of staff Davis called her his ‘big brown sugar’”
https://www.dailywire.com/news/dei-office-in-bidens-va-is-hostile-toxic-with-rampant-sexual-misconduct-internal-probe-finds