Originally Posted by AntiPeter

You are incorrect.

DEI began as protecting corporations from costly discrimination lawsuits. It is woefully inadequate for addressing with nuance challenges of discrimination. Discrimination issues are complex, but as you have shown DEI reduces these real and complex issues to manageable problems with ready-made responses.

Rather than improving overall QOL and workplace climate, DEI cultivates fragility, as you have also displayed. The more easily we are fragile and offended, the more we need DEI to manage our problems. This is a vicious cycle that does not benefit us, especially as organized labor. Fragile and disorganized pilots can not achieve a good contract.

Ultimately DEI is a management strategy, illustrated by the way the policy pits us against each other...as has been displayed here by reactions to the policy. ALPA is doing us a disservice by supporting DEI policies. It is a distraction from our legitimate grievances with the company. DEI undermines ALPAs already fragile and latent leverage.

DEI has nothing to do with freedom, acceptance and tolerance. It's a ideology corporations use to protect their interests, at the expense of their employees, customers and especially organized labor. It has nothing to do with equality or assisting historically marginalized peoples.

Am I concerned our pilot group and union continue to behave in ways that prohibit a new and adequate CBA? Yep, I sure am.