The Failure of Multiculturalism

And diversity. Maybe it makes a few people feel better, but it doesn't work.

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The Absurdity of Mandated Merit

Diversity mandates, draped in sanctimony and performative inclinations, are a grotesque parody of fairness. By demanding equal gender splits or ethnic quotas that mirror census data, they assume competence is a universal constant, as idiotic as expecting every hamlet to produce a quantum physicist. It’s also strange that women and underrepresented individuals don’t complain about not being considered for all jobs. These crap jobs tend to be taken up by white males.

Thomas Sowell, that intellectual guillotine, slices through: “The assumption that racial or ethnic groups would be equally represented in every occupation, absent discrimination, is a notion so arbitrary it could only survive in an atmosphere of intellectual insulation.” (The Vision of the Anointed). Displacing qualified candidates to tick a diversity box doesn’t uplift—it erodes trust and foments resentment, a prelude to societal decay.

Question multiculturalism’s sanctity in polite company, and you’re navigating a verbal minefield, hedging every word to avoid the bigot brand. This “Signal Orthodoxy,” where jargon like “inclusivity” is a moral screener, stifles debate, turning the free-speech sandbox into a prison yard. As George Orwell sneered, “The great enemy of clear language is insincerity.” Multiculturalism’s rhetoric, cloaked in compassion, sacrifices reason for dogma.

Tokenism and the Unfireable

Do these mandates create tokenism? Unequivocally. A 2016 Journal of Applied Psychology study found that affirmative action hires are often perceived as less competent, even when they are equally qualified, casting doubt on their achievements.

Walter E. Williams, with brutal clarity, warned: “To treat people differently because of race is to patronise them, not to liberate them.” (Race and Economics). Minorities in high roles face the insidious whisper: Diversity hire. This isn’t empowerment—it’s dehumanisation, reducing individuals to demographic props.

The “unfireable employee” is no myth. A 2023 Society for Human Resource Management report revealed 62% of HR professionals avoid disciplining minority employees, fearing discrimination claims.

At my university, the brown bigot, the man with three human rights complaints, posts that have now risen to the criminal level of ‘hate propaganda’ with the police investigating - is embraced and coddled by the university.

The police may investigate but the university will not. Maybe he can get his classes online so he can run them from jail?

Curious, isn’t it? The moment a complaint lands from a brown Muslim academic, the uniformly white managerial class—those pious high priests of progressive orthodoxy—begin tripping over one another to prove their anti-Zionist virtue.

They clutch their pearls, clutch their DEI handbooks, and scramble to denounce the real villain of the piece: a white male professor who had the unmitigated gall to tell a stranger in Pakistan that Hamas shares ideological DNA with the Nazis. It is, incidentally, historically accurate.

But truth, we now understand, is subordinate to optics, and optics demand that the heretic be punished.

This isn’t justice—it’s cowardice, creating a hierarchy where incompetence is shielded by identity.

Sowell again: “When people are insulated from consequences, they have no incentive to change.” (Wealth, Poverty and Politics). The result? Morale craters, resentment festers, and the workplace becomes a theatre of optics, not excellence. Moral exhibitionists expend considerable energy signalling their false virtue while demanding applause for grandstanding and shirking accountability.

Does Diversity Deliver?

Certainly diversity’s potential: varied backgrounds can spark innovation, as John Stuart Mill said, “He who knows only his side of the case knows little of that.” A 2015 McKinsey study found that top-quartile diverse firms are 15% more likely to outperform; however, the fine print reveals that leadership and strategy, not diversity alone, drive results.

Forced diversity often backfires. A 2020 Organisation Science study showed quota-driven teams suffer increased conflict and reduced cohesion, as employees sense exploitation over value. John McWhorter, piercing woke dogma, notes: “Diversity too often means a room full of people who look different but think the same.” (Woke Racism). The promised curb on groupthink becomes conformity when hires are chosen for optics, not ideas.

Diversity fetishists enshrine difference as a moral absolute, commit “logical hari-kari” by dodging judgment. Truth lies on a spectrum—cultures can be weighed. Pretending otherwise is intellectual sloth, equating shacks to mansions.