Posted by Richard Willett - Memes and headline comments by David Icke Posted on 20 June 2024

Just as Corporations are Waking Up to the Chaos of EDI, Labour is Poised to Make it Worse Than You Can Imagine

Just as the corporate world is finally waking up to the catastrophic damage EDI has caused over the last four years, Labour is about to make it worse than you can possibly imagine.

In an earlier article I examined how corporate and public sector ESG (Environment, Social and Governance) commitments have forced EDI (Equality, Diversity and Inclusion) down the supply chain onto hapless small to medium-sized businesses through procurement policies which demand suppliers implement it.

In this article I want to explore where we go from here in light of a Labour Manifesto which, should the party win power, has serious implications for employers and especially smaller businesses by making the imposition of EDI through the supply chain a statutory requirement. What are the implications and how are British employers, especially the smaller ones, who employ 62% of all workers, going to fare?

The EDI Debate

It may come as a surprise to many readers that since the publication of the Cass Report earlier this year there has been a robust and open debate on LinkedIn between senior executives about how EDI has backfired, producing the opposite results to those intended. Many are now having second thoughts and the corporate world is some steps ahead of the Labour Party in understanding how damaging this has been to our economy. The much touted McKinsey report on the positives of DEI (American EDI) has been roundly debunked as hokum yet is still quoted by Anneliese Dodds, Labour’s Chair.  As I discussed previously, much of this has been down to the implementation of EDI rife with Critical Race Theory, lifted from American sources and sold by chancers into U.K. businesses, desperate to virtue-signal post George Floyd.

The conclusion many are coming to is that ‘good EDI’ is extremely difficult to deliver and has to be handled extremely sensitively, being specifically written for the nuances of the target market. How much of this is a result of the more responsible EDI providers waking up to the fact that their days might be numbered and frantically re-packaging, and how much is the industry recognising it has made a catastrophic error is currently unclear. Can we expect it to dawn on employers that they have no business ‘re-educating’ their employees whatsoever and that EDI training is a gross overreach and interference in their lives? We can certainly hope so.

Who exactly thought it would be a good idea to imply that your employees and colleagues are all incorrigible bigots, racists, homophobes and transphobes who require ‘re-education’? Because, even if ‘good EDI’ doesn’t do that, the reality is that an awful lot of it does and as a result the entire concept of EDI training is irredeemably flawed. The concepts behind EDI have no business being trained as facts in the real world and should only exist in theoretical debate in the academy. It is naive of HR Professionals to think that ‘good EDI’, involving nuanced discussions with employees, wouldn’t simply degenerate into any other corporate training format, complete with zero tolerance enforcement.

Read More: Just as Corporations are Waking Up to the Chaos of EDI, Labour is Poised to Make it Worse Than You Can Imagine

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