DEI Conspiracy in the Air Force Exposed (Video)

Written by Mark Johnson.

A recent revelation has uncovered a hidden agenda within the Air Force’s Office of Diversity and Inclusion. Jake Reyna, an Operations Research Analyst for the Department of Defense and the Air Force, admitted in undercover footage captured by O’Keefe Media Group that the Air Force manipulates job titles to disguise their true diversity and inclusion focus. “We basically contacted everybody who had a title like that and got them to sneakily change their title so it doesn’t sound as diversity-oriented even though it is,” Reyna revealed.

Reyna believes Republicans have attempted to cut back on the government’s use of DEI policies to disrupt the system. Bragging about their efforts to bypass these challenges, he said, “We just weaseled around it,” and confidently added, “there’s nothing really they would be able to do.” To avoid scrutiny, Reyna stated that his office is moving into another group called Manpower and Readiness to stay under the radar.

This manipulation of job titles not only cheats the system out of higher salaries for DEI personnel but also ensures these positions remain under the radar. Such tactics raise serious questions about the integrity and transparency of the Air Force’s DEI initiatives.

Mandatory DEI Training Without Data

Reyna also confirmed that DEI training is mandatory for airmen. Those who do not participate in these trainings risk severe consequences. “If an airman does not participate in DEI trainings, he wouldn’t be qualified for promotions or he’d get reprimanded and…he’d get written up,” Reyna explained. Ultimately, non-compliance could lead to dishonorable discharge, stripping the airman of all benefits.

Despite the mandatory nature of these programs, Reyna admitted the Air Force has no data to support the effectiveness of its DEI policies. Tasked with developing programs like the Workforce Analytics Dashboard, which emphasizes “race, ethnicity, and gender,” Reyna confessed, “I don’t know if there’s any specific data you can provide outside of just saying like, yeah, we’re getting more diverse talking about changing officers.”

When asked if there was any evidence that DEIA (Diversity, Equity, Inclusion, and Accessibility) candidates or troops perform better than non-DEIA troops, Reyna responded, “No, I don’t think so.” This lack of evidence raises concerns about the efficacy and justification of these mandatory DEI programs.

Controversial Views on White Men

In the undercover footage, Reyna expressed controversial views about white men in the military. He described white men as “definitely stupid” and said they “definitely suck.” When asked if he believed white men make the military weaker, Reyna replied, “In some ways, probably.”

Such statements from a figure empowered in the Air Force’s Office of Diversity and Inclusion are deeply troubling. They reflect a bias that contradicts the principles of fairness and merit that the military should uphold. These comments also highlight the divisive nature of the current DEI initiatives, which seem to foster division rather than unity.

Reyna’s candid admissions reveal a troubling culture within the Air Force’s DEI programs. The manipulation of job titles, the lack of supporting data for mandatory training, and the biased views against certain groups all point to a system in need of serious scrutiny and reform.

Our Take

The revelations about the Air Force’s DEI practices are alarming and highlight a broader issue of misuse of diversity initiatives. From a politically conservative perspective, this situation underscores the dangers of prioritizing ideological agendas over merit and fairness. The manipulation of job titles to circumvent salary constraints and avoid scrutiny is a clear example of how DEI policies can be exploited.

The mandatory nature of DEI training, despite a lack of supporting data, raises questions about its true purpose. It appears these programs are more about enforcing a particular worldview than genuinely improving the effectiveness or cohesion of the military. The potential for severe repercussions for non-compliance, including dishonorable discharge, is an extreme measure that undermines individual freedom and professional integrity.

Reyna’s derogatory comments about white men reveal an underlying bias that is counterproductive to the goals of unity and strength in the military. Such divisive attitudes should have no place in an institution that relies on trust, camaraderie, and mutual respect among its members.

It is crucial for policymakers to address these issues and ensure that DEI initiatives are implemented transparently and fairly. The focus should be on fostering an inclusive environment that values merit and performance rather than imposing ideological conformity. Only then can we maintain a military that is truly united and capable of meeting the challenges of today’s world.

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