New Strategic Plan Reveals Army Corps’ Aim to Promote DEI Among Service Members
US Army Corps of Engineers Plans to Inject Neo-Marxism into its Ranks
A strategic plan produced by the U.S. Army Corps of Engineers (USACE) reveals how the branch intends to force neo-Marxism onto its members over the next three fiscal years.
Titled “USACE Diversity, Equity, Inclusion & Accessibility (DEIA) Strategic Plan,” the 27-page document obtained by The Federalist outlines how USACE plans to inject DEIA into the branch over the next three years (2023-2026). According to Lt. Gen. Scott Spellmon, USACE’s commanding general, the plan was crafted to comply with Executive Order 14035, a directive issued by President Joe Biden in June 2021 mandating federal agencies adopt DEI throughout their respective workforces.
The Impact of DEIA
- DEIA dismisses merit and discriminates based on features such as skin color and sexual orientation.
- Individuals who qualify for a certain position based on merit may be passed over in favor of those who meet institutionally preferred identitarian standards.
“One of my top priorities is ensuring that USACE serves as a model for diversity, equity, inclusion, and accessibility, where all employees are treated with dignity and respect,” Spellmon wrote in the plan’s opening pages. Integrating DEIA “into our daily activities… allows USACE to retain its focus on our greatest asset – THE PEOPLE.”
The strategic plan provides insight into how USACE intends to implement these concepts throughout its ranks over the next several years. Without offering specifics, the branch claims under a section labeled “DEIA Governance” that it will ”build and sustain” a so-called “diverse and talented workforce” beginning with USACE’s leadership “and cascading down to all levels across the enterprise.” The branch also aims to “cultivate” and “nurture” an allegedly “inclusive culture,” according to the plan.
The 27-page document also includes a “DEIA Maturity Model,” which USACE will use to “map its DEIA actions” and determine the most effective “standards of measurement” and “performance indicators” to use in gauging the branch’s “progress in advancing DEIA.” In order to acquire “the right data” to achieve this goal, USACE lists a series of questions it aims to answer over the next three years to advance DEIA throughout the service.
Expanding Equity and Goals
- USACE aims to identify “underrepresented groups” and develop staffing plans to ensure diversity is addressed.
- The branch recognizes the influence of having a higher proportion of female, racial, and ethnic minorities in leadership positions on diverse talent opportunities.
- USACE expands its definition of ”underserved” to include characteristics such as sexual orientation and gender identities covered by the LGBT alphabet.
The USACE strategic plan is just one example of Marxism’s infiltration into the U.S. military. The Pentagon has hosted “pride month” activities on military installations, with branches like the Air Force authorizing the use of taxpayer money to fly service members to these events.
Biden has also made abortion a focal point of the military’s mission, authorizing Pentagon funds for female service members to travel across state lines for abortions. Senator Tommy Tuberville has protested this policy, using his position on the Senate Armed Services Committee to slow-walk military personnel moves requiring Senate confirmation.
Despite the pushback, Biden’s nominees have been confirmed, and Tuberville continues his protest until the Pentagon revokes its abortion policy.
USACE’s public affairs office did not respond to The Federalist’s request at the time of publication.
How will the USACE ensure that the implementation of DEIA practices aligns with its organizational goals and values, and what measures will be taken to monitor the impact of these initiatives on the organization’s effectiveness and efficiency
Aims to achieve this by incorporating DEIA principles and practices into recruitment, hiring, promotion, and training processes.
The plan emphasizes the importance of creating an inclusive and equitable work environment where all employees have equal opportunities for advancement and success. It references the need to address barriers and biases that may exist within the organization and acknowledges the importance of fostering a culture that values diversity, equity, inclusion, and accessibility.
However, there are concerns about the potential consequences of implementing DEIA throughout the USACE. Critics argue that this approach dismisses the principle of meritocracy and instead prioritizes identity-based factors such as skin color and sexual orientation. They suggest that this may lead to qualified individuals being overlooked in favor of those who meet specific identity criteria, ultimately compromising the effectiveness and efficiency of the organization.
The plan’s supporters argue that DEIA is necessary to address historical inequalities and discrimination that have persisted in society and within institutions like the USACE. They believe that by embracing diversity and inclusion, the organization will be better equipped to fulfill its mission and serve all stakeholders effectively.
It is crucial for the USACE and other federal agencies to strike a balance between promoting diversity, equity, inclusion, and accessibility while also maintaining a focus on merit and competence. Balancing these factors ensures that the most qualified individuals are selected for positions and that the organization benefits from a diverse range of perspectives and experiences.
As the USACE moves forward with its strategic plan to inject DEIA into its ranks, it will be essential to monitor its implementation and assess its impact on the organization and its ability to fulfill its mission effectively. This includes evaluating the potential benefits and risks associated with adopting DEIA practices and ensuring that they align with the organization’s goals and values.
In conclusion, the USACE’s strategic plan to incorporate DEIA principles and practices into its ranks reflects a broader effort by federal agencies to comply with Executive Order 14035. While there are concerns about the potential consequences of prioritizing identity-based factors over merit, it is essential to find a balance that promotes diversity, equity, inclusion, and accessibility without compromising the organization’s effectiveness and efficiency. Monitoring the implementation and impact of these initiatives will be crucial in assessing their success and making any necessary adjustments.
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