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Woke Airline Policies Threaten Safety, Workers Say

Southwest Airlines Co. is basking in accolades for its “diversity, fairness, and inclusion” (DEI) efforts, award-winning customer support, and record-breaking quarterly revenues.

Behind the scenes of that rosy image, heartaches are afflicting Southwest, referred to as “the airline with Heart” because of its heart-shaped logo and a company tradition steeped in “The Golden Rule,” treating others the same way they’d prefer to be treated.

But eight current Southwest workers, including three minorities, informed The Epoch Times that “woke, leftist” DEI insurance policies, as carried out, have tarnished the cherished Golden Rule principle, fractured a once-cohesive workforce, and, ultimately, could put safety at risk.

Faced with pandemic-related staffing shortages and strain to add minorities, the company has changed the finest way it hires, trains, and disciplines workers—mostly to benefit less-qualified new hires representing the range rainbow, the staff say.

One Southwest flight attendant, a Hispanic female, mentioned: “They are compromising security for the sake of race, gender identity, and sexual desire … They’re risking people’s lives because of agendas.”

Southwest, considered one of America’s largest air carriers, didn’t reply to messages looking for remark.

Similar issues have spread industry-wide, in accordance with 10 airline workers who agreed to be interviewed. Four are pilots and six are flight attendants; most have 20 or more years of experience. All of them, including two American Airlines pilots, spoke on condition of anonymity to guard their jobs.

While nobody thinks the policies are inflicting an imminent risk of a aircraft falling out of the sky tomorrow, the entire interviewees agreed that each time a normal is lowered, or a less-qualified worker is employed, the danger that something can go horribly incorrect inches ahead a notch or two. In an trade that depends on a near-miracle integration of individuals, equipment, and computers, even a couple of deviations can culminate in disaster.

Still, some employees worry about what might occur if current trends proceed to emphasize out and distract security professionals. Said one flight attendant: “It’s a recipe for catastrophe. I simply hope I’m not at work when it happens.”

Us-Verses-Them Mentality

While promoting variety feels like a great concept, the inclusionary policies have really become exclusionary at Southwest, workers say. Disparate therapy has divided their ranks into two distinct camps: these with “desirable” or “approved” personal, social, or political characteristics—and those without.

Minorities or individuals with leftist political views, various gender identities, and different sexual orientations appear to be given broad latitude. This “protected class” is allowed to bend or break rules, and new hires in these classifications could additionally be given additional possibilities to move required abilities exams, the staff said.

At the identical time, veteran workers—especially those that are white, heterosexual, and conservative—find themselves in the crosshairs for nearly something, including making a private assertion of spiritual or political views, the Southwest staff said. Even minorities can be shifted into this focused group in the occasion that they espouse private beliefs running counter to causes that the company helps.

“There are two units of requirements: One for us and one for them,” said an experienced flight attendant.

One of her colleagues said: “The company is trying to get rid of anybody who does not agree with their agenda. The previous few years, anybody who speaks up in opposition to them, they want gone.” That flight attendant mentioned she had no problems at work till she posted her Christian non secular beliefs on her private Facebook web page, along along with her support of President Donald Trump. A coworker reported the posts to Southwest, and the flight attendant said she has faced repercussions ever since.

She and others say the targeting of conservatives is common—and they point to the lately publicized case of fired Southwest flight attendant Charlene Carter as a prime instance.

‘Targeted Assassinations’ of Conservatives

Last month, a federal jury in Texas awarded Carter more than $5 million after finding that Southwest wrongfully terminated her and that her union didn’t stay as a lot as its obligation to characterize her. The company fired Carter after she expressed her pro-life views to a union leader by way of social media and opposed the union’s pro-abortion activism.

The company supported the union’s political activism, Carter’s go properly with says, by accommodating work-shift changes for union members so they may participate within the Women’s March on Washington, D.C., in January 2017. Marchers were protesting Trump’s inauguration; one of many major sponsors of the occasion was Planned Parenthood. Southwest additionally showed “solidarity” with the protesters by bathing its airplane cabins in pink lights on some D.C.-bound flights, Carter’s lawsuit says.

Charlene Carter, who was fired from her job at Southwest Airlines, has won a federal case alleging she was wrongfully terminated over expressing her personal spiritual views. (Courtesy of Charlene Carter)

Documents within the case revealed that some union officers and political activists have been singling out dissenting Southwest employees for “targeted assassinations,” meaning that they might attempt to get the company to fireside them, using the company’s social media policy as a bludgeon.

In an interview with The Epoch Times on Aug. 8, Carter, who lives near Denver, Colorado, said she can’t believe that some leaders of Transport Workers Union of America Local 556, who helped set her as a lot as be fired, are still working for Southwest.

Carter additionally validated her coworkers’ concerns concerning the disparate treatment of workers who dare to oppose leftist agendas. “I suppose there are a ton of cases on the market just like mine,” she stated. Terminated workers from Southwest and other airlines have been repeatedly contacting Carter for help after studying concerning the July 14 verdict in her case.

Carter spent 5 years combating in courtroom; she thinks she was one of many first casualties of the erosion of Southwest’s distinctive company tradition, which she witnessed through the latter part of her 20-plus years on the airline.

“We all liked our jobs; we all liked each other—our CoHearts, that’s what we known as one another,” Carter stated, pointing out that the airline’s stock ticker is LUV, a nod to its birthplace at Love Field, Texas.

Corporate Culture Shift

But company management and philosophy shifted. Carter mentioned, her former coworkers inform her the tradition is now one the place persons are fired on a whim, and they’re inspired to file complaints towards one another over perceived insults, corresponding to failure to use the “preferred pronoun” of a person asserting another gender id.

Employees who face such accusations are presumed responsible, a present flight attendant stated, they usually risk suspension or termination. “That is how we’re handled now,” she mentioned.

“It’s gotten ridiculous,” Carter said. She was astounded to study that lapel pins, designating most popular pronouns, are being offered to staff.

A fellow flight attendant says the company’s priorities are misplaced.

“We was once focused on hiring ‘the best of one of the best,’” she said. “So why is it now that we really feel at Southwest Airlines that we now have to use the right pronouns and we now have to acquiesce to someone’s gender-fluid mentality?”

The DEI Effect

The interviewed staff blame DEI policies for sowing the seeds of division. Ironically, earlier than DEI was carried out, “people have been never labeled,” a flight attendant said. “I find it very divisive,” she mentioned, “because now everyone appears to be labeled, divided by race, gender sexual orientation … whatever.”

“This is wrong—all the greatest way wrong,” she stated.

The company’s annual report, in its DEI part, says, “Southwest Airlines acknowledges, respects, and values variations. … At Southwest, DEI is and at all times has been part of our DNA.”

All 4 major airlines—and many other American companies—publicly disclose DEI-related info, corresponding to data on minority recruitment and the racial makeup of their workforce.

“Every airline is attempting to push ahead with minority hiring as a result of they wish to ‘show that they care,’” aviation analyst Jay Ratliff stated. “They’re being requested, ‘How many ladies are within your pilot ranks? … How many pilots of color?’”

If an airline’s range metrics seem low compared to their competitors’ numbers, the company’s reputation and backside line can endure, Ratliff stated.

That’s not necessarily fair, he said, as a result of few folks have the flexibility, curiosity, and financial means to qualify as a industrial airline pilot. Amassing the FAA-required 1,500 hours of flight time with an teacher can cost $75,000 or more, pilots mentioned.

Last year, United Airlines introduced its goals: to coach 5,000 new pilots by 2030 at its new flight school, with “at least half of those college students to be ladies or people of shade.” The firstclass of latest recruits “exceeded that aim,” with 80 percent of the 30 students becoming that class, the airline mentioned in a report.

Considering that white males make up about one-third of the American population, a Southwest pilot said that composing a category with 80 percent minorities and ladies seems like “DEI special-status hiring on steroids.”

Scoring Systems Push Diversity

DEI information play a significant function in corporate ESG scores—ratings of a company’s “environmental, social, and governance” performance. It’s a complex—and controversial—way to assess which companies are considered “good corporate residents.”

Most of the interviewed airline workers imagine that the pursuit of ESG scores is driving company personnel practices, together with ignoring well-qualified male candidates whereas eagerly hiring less-experienced female and minority candidates.

Increasingly, ESG scores may help determine whether or not an organization sinks or swims. A good ESG score can attract buyers, government contracts, and favorable loan-interest rates—benefits which may be especially important for the airline trade, during which profitable U.S. Department of Defense contracts are at stake and revenue margins are razor-thin due to astronomical prices for gear and personnel.

ESG ratings have existed in some form for many years, but they barely registered a blip on internet searches until a couple of months in the past, amid the Biden administration’s continued push for businesses to handle environmental considerations and to institute “green” insurance policies, which weigh closely in ESG scores and DEI metrics.

Florida Gov. Ron DeSantis recently announced his intent to push back against ESG, calling it “leveraging company energy to impose an ideological agenda on society.”

Refinitiv, a company that produces ESG scores, says its process for calculating the ratings begins with accumulating more than 630 ESG measures from every company’s public disclosures. Other ESG assessors have their own rating techniques, which implies outcomes can vary depending on which evaluation methodology is being used. ESG advocates at the second are engaged on standardizing how these scores are calculated.

Several airline workers said it might benefit their firm, their business, and society in general if ESG scores and DEI programs had been abolished.

One Southwest pilot with many years of expertise stated such measures create unnecessary complications with no optimistic impact on the airline’s core mission.

“Why do we want DEI programs? Why do we want ESG? A lot of the public isn’t even aware this stuff exist,” he mentioned. “The passengers just want people like me to get them, and their baggage, to the same place on the same time, safely … DEI and ESG do nothing to support that—zero.”

“I need these DEI programs and ESG scores to go out the back of the airplane like the jet gasoline that we burn.”

Non-Pilots Hiring Pilots

Southwest’s annual report says it has been “evolving hiring and improvement practices to support range goals.”

Those modifications are troubling to the interviewed workers and to the pilots’ union. In a letter to members final month, the Southwest Airlines Pilots Association identified that, for the first time in the company’s 51-year historical past, a non-pilot is in control of hiring pilots. The “system chief pilot” used to have that accountability. “We are just a single step away” from hiring pilots primarily based upon mere critiques of their resumes, association president Casey Murray wrote to union members. Southwest has about 9,600 pilots, the letter stated.

Putting a non-pilot in command of hiring pilots most likely will have an effect on the quality of the pilots who’re being employed, Southwest interviewees said. People who lack particular knowledge of this specialised job would have a hard time telling the difference between a good hire and a bad one, pilots mentioned. One of the interviewed pilots stated that the chief pilot advised him: “The diversity department has a really sturdy voice in who will get hired.”

Southwest wants to hire more than 2,000 pilots in the next year, the union’s letter mentioned, questioning whether these new hires shall be required to satisfy Southwest’s historically excessive standards. “Across the complete industrial aviation business, employers are preventing for an ever-shrinking pool of certified pilots,” yet Southwest could also be at an obstacle to compete for these pilots. Contract negotiations with Southwest’s pilots are lagging, in comparability with progress with other airlines’ pilot unions, Murray mentioned.

“Pilots are the gas that powers Southwest Airlines, and right now Southwest’s supply of gasoline is operating low. Time is rising crucial, and choices are becoming restricted,” Murray wrote.

Seeking the Best (Non-White) Pilots?

Current pilots additionally say they have learned that hiring selections are being pushed by a job candidate scoring system; they’re uncertain how lengthy it has been in place, how it works, or whether or not it unfairly elevates minorities. The company controls all of that data.

Still, the employees really feel confident in anecdotal evidence suggesting that the scoring system, coupled with different hiring practices, could presumably be producing a pattern of discrimination in opposition to males, especially white males who come from navy backgrounds—previously highly sought-after job candidates. “We might be incorrect, however I don’t think we are,” said one pilot who has military expertise.

That pilot said he thinks the vast majority of his colleagues have heard accounts of possible discrimination just like the following:

When a well-qualified former military pilot applied for a job, Southwest by no means contacted him for an interview. But the applicant realized that a girl was hired as a pilot, regardless of having half as much experience in the airline business.

Further, the person had expertise as a captain while the woman had only been a primary officer, who sits next to the captain within the cockpit. “It’s a very totally different world” when an individual shifts into the captain’s chair, said the pilot.

“We’re leaving a lot of people behind who’re better-qualified, just because they’re the mistaken color, or they’re identified the wrong way. That’s regarding. We’re not putting one of the best up-front,” he stated. “We have people’s lives in our palms. It’s similar to with doctors. If you go to a doctor, you want to go to the most effective doctor you can.”

An American Airlines pilot with decades of expertise said he was less troubled than a number of the Southwest interviewees who worried about the results of lowered requirements as a outcome of the increased emphasis on diversity hiring. However, that pilot stated he would become very involved if requirements are lowered “to the purpose where folks aren’t flying as confidently.”

A second American Airlines pilot said he has observed that “training just isn’t nearly as comprehensive because it used to be,” he mentioned. “But these people who are starting out are flying with people who find themselves supremely qualified to be flying airplanes—so errors can be covered.”

He thinks the lowered requirements might ultimately trigger issues if the hyperfocus on variety continues: “If you’re looking for a diverse workforce and never a certified workforce, you’ve got points. … You haven’t seen any accidents because of ‘diversity,’ however the potential is there.”

All 11 individuals who have been interviewed for this story, together with Carter, the ex-flight attendant, mentioned personal traits corresponding to gender and race shouldn’t be part of the equation in any respect.

“From the cockpit door forward, guys and gals of all ethnicities are after the same thing—and that’s a secure flight,” said one of the American Airlines pilots. “They don’t care who sits subsequent to them so lengthy as they will do the job.”

More Than Snack Servers

Most air passengers consider flight attendants as hospitality ambassadors who make them comfortable with beverages, snacks, blankets, and pillows. But their main purpose is to help in the rare occasion of an in-flight emergency.

Six Southwest flight attendants, along with Carter, say they feel much less capable of perform essential duties because of the local weather by which they’re now operating—and new hires seem like less equipped to shoulder these responsibilities.

“They have just made it such a hostile work surroundings. Southwest has made it that means, and flight attendants are afraid to do their jobs,” a flight attendant said. “But you’re supposed to place a smile in your face and fake that every little thing is grand.”

The flight attendants describe feeling as though a backstabber is all the time able to pounce, to report any action or statement that doesn’t fit the corporate ideology. They’re being held to strict conduct and uniform standards whereas “accommodations” are prolonged to individuals in protected courses, similar to a minority lady who was allowed to put on a nose ring—which received a white female in trouble—and a male flight attendant who described himself as “nonbinary”—neither completely male nor totally female—being allowed to wear a skirt that gave the impression to be shorter than rules allowed.

The nonbinary worker seemed to be utilizing his position at the airline as a platform for LGBTQ activism and self-promotion, quite than focusing on benefiting the company or its prospects, fellow flight attendants mentioned. They shared screenshots of the nonbinary employee’s social media posts. One is a selfie of the mustached man posing in his Southwest uniform, with the remark, “My costume looks higher on me than most chicks.”

That worker now not works for Southwest, flight attendants mentioned. Yet they mentioned they had been conscious that a few employees confronted disciplinary action for referring to the nonbinary worker as “he” in a members-only Facebook group for flight attendants.

Antics Embarrass Fellow Flight Attendants

One flight attendant perceives that the corporate is making skewed, unfair hiring choices, and making a stage of absurdity that’s hard to abdomen. She knows of people who are associated to Southwest employees and have school degrees—which go beyond the high-school training requirement for flight attendants—“and they don’t get hired, and but we have this guy, with a mustache, in a skirt, distracting us all as a outcome of the company needs to struggle over his pronouns.”

Being a flight attendant was once thought of prestigious and fashionable; Southwest was considered as “Mount Rushmore,” a pinnacle for flight attendants, who felt proud just to be employed.

“Now the delight isn’t in regards to the model of Southwest Airlines,” a flight attendant mentioned. “It’s about how completely different I could be as an employee of Southwest Airlines—like, ‘Y’all want me greater than I want you.’”

Public perception of the function has diminished, not simply at Southwest, but throughout the business. Airlines grant diversity-based exceptions to people who don’t need to look or act skilled, the flight attendants mentioned.

It used to be uncommon to see flight attendants behave in ways that brought embarrassment to their coworkers. Now, fairly a couple of of the model new hires who had been prized for their diversity “are somewhat risqué,” a flight attendant mentioned. “They turn into very emboldened; they really feel they can get away with this as a outcome of they’re in a protected class.”

Still, Southwest has had to hearth workers who pushed the envelope too far, together with one minority flight attendant who solicited sex in a social media video and one other who videoed herself twerking. In each instances, the videos, supplied to the Epoch Times, present the staff in Southwest uniforms.

Such conduct disgusts the flight attendants, and their concern is greater than superficial. “If we loosen up the appearance requirements and we’re letting folks lower their skilled requirements, then they clearly aren’t equipped to handle any type of security concern that can occur on that plane,” a flight attendant said.

“Where do you draw the road and say enough is enough?”

Commitment, Skills Insufficient

One of the flight attendants who has been focused for religious and political beliefs stated her dedication to her job boils down to this: “I will give my life for my passengers and my crew, if that’s what I need to do. My last phrases will be, ‘Let’s roll,’” she stated, referencing the well-known words spoken by a passenger on certainly one of the us airplanes that were hijacked on Sept. 11, 2001.

She doesn’t see that same stage of grit from the brand new hires. “They don’t have the same powerful mentality,” she said. Nor do they have the same work ethic, which could be attributable to differences between the youthful and older generations.

The older flight attendant described being busy from the beginning to the top of each flight whereas lots of the new hires tend to simply serve one spherical of drink orders, “then they return to the again (of the airplane) and sit down for the the rest of the flight.”

The new workers aren’t demonstrating mastery of the abilities they had been supposed to have been taught, or willingness to perform them. A passenger was having a medical emergency however the flight attendant in control of that part “wouldn’t even come out of the galley to assist,” mentioned one flight attendant. Instead, she and a second colleague needed to deal with the ailing passenger.

Such an incident stokes her worst worry: “Somebody’s gonna die. With the dearth of coaching that we’re seeing in the new hires that are popping out … there’s going to be anyone who’s not skilled, going through an emergency.”

The irony is that, because of conduct issues and lack of devotion to the job, lots of the “check-the-box” new hires both give up or are discharged, the workers said. That’s why it would make more sense for Southwest to be extra selective in its hiring decisions—and to make those decisions based on the applicant’s skills and dedication to doing an excellent job, both of which now seem to be lacking.

Too Many Hires, Too Fast?

A flight attendant who is conversant in hiring practices stated she is worried concerning the pace with which massive numbers of recent workers had been employed in current months. She is hearing that up to 10,000 staff have been added to the roster, so the airline is now up to pre-pandemic staffing levels.

Her concern: It’s uncertain that the corporate had the capacity to correctly vet and train such a lot of employees, together with flight attendants, in such a short timeframe. In reality, she says it’s “mathematically impossible,” based mostly on previous observations of failure charges among new trainees.

For every class of about 50 flight attendants, about 15 trainees would “wash out,” or not make it through the rigorous testing course of, which incorporates mastering emergency evacuation drills. Considering that, it’s more than likely that “the requirements must be relaxed” to allow massive numbers of latest hires to complete the method quickly.

“There’s a mindset that’s changed…it seems like they’re accepting nearly any applicant—here’s a body and here’s a checkmark” on the range record, she mentioned.

She’s puzzled as to why Southwest pushed so onerous to hire so many new flight attendants. “We don’t have all of the airplanes that we were anticipating to get,” she said. “Then why are we hiring all of those flight attendants?”

Less-Rigorous Training

Today’s coaching is “a lot shorter and lots simpler” than it used to be, she said.

Carter mentioned it’s her understanding that flight attendants now must pass only a few exams. In years past, “there had been about three checks per week for six weeks,” she stated. “You had been respiratory via a hearth hose all of this info.”

She additionally mentioned that if a trainee flunked a take a look at, that individual was given one probability to retake it, “and if you failed, you have been carried out.” Now, Carter has been told that individuals are being given a number of alternatives for do-overs.

As a outcome, “I’m hearing from flight attendants that these individuals don’t understand what our safety is about here.”

Employees say they feel as though core values and customary sense are falling by the wayside when they’re requested to offer wide berth to folks asserting that they are gender fluid, or determine with a gender that doesn’t match their biological sex.

“I don’t tell a pilot that I identify as a pilot, and I’m going to fly the aircraft—because there are not any details in that,” a flight attendant mentioned.

While seeing a decline within the flight attendants who appear to be actually vested of their work, the flight attendants say the company is directing them to merely “inform” passengers about violations of security rules, not to enforce the rules. This is in direct distinction to a couple months in the past, when flight attendants were required to operate as the facemask police to enforce a federal pandemic restriction while it remained in impact.

Presumably in response to customer backlash over the much-despised mask mandates, Southwest has instructed flight attendants to chop passengers more slack. “We’re permitting customers to do as they please, and it’s inflicting questions of safety,” a flight attendant said. People are refusing to remain seated during takeoffs and landings, for example. If something goes amiss, “You become a projectile; you’ll have the ability to hurt other people,” the flight attendant added.

Airline Love Affair Ends

A longtime pilot described his passion for his job, and laments how the company killed it.

From the outset, “I was in a love affair with Southwest Airlines. They have been smaller and scrappier. They had been all bone and muscle. No fat. And I liked that,” he stated. “We grew under the nostril of American, Delta, and United, regardless of their techniques … We continued to grow and thrive round a very simple enterprise model that revolved around the Golden Rule.”

That enabled the company to empower all employee groups so they might make selections benefiting each inside and exterior clients. They didn’t get sucked into bureaucracies.

But the corporate crossed a rubicon final 12 months when it took a stand on the COVID-19 vaccine and “woke” policies, he stated. Employees were advised: “You should get vaccinated and you should settle for these diversity and inclusion ideas despite the actual fact that it goes in opposition to the ideas that you simply grew up with at this company.”

For the veteran pilot, that was a demise knell, he said. “It was a complete and whole divorce of the culture.”

“The firm has destroyed the belief relationship. This just isn’t the Southwest Airlines that I joined. … The love affair is over,” he mentioned. “When you prioritize profits and special pursuits over people, this is what you get.”

Although the public notion is that many pilots lost their jobs because of vaccine mandates, pilots doubt that’s correct. In the case of Southwest, many staff sought—and obtained—religious or medical exemptions.

The company still touts the Golden Rule, but that’s largely lip service, the pilot said. “It’s the thing that allowed Southwest to rise to greatness. It’s much less necessary now. What’s extra important? I actually have to grasp that a person’s gender could be on a sliding scale, or possibly they’re only a man who desires to decorate as a lady.”

He resents the implication that “hopelessly bigoted pilots like me” must take a model new sexual harassment training module that encompasses LGBTQ considerations. He learned that if an individual in that class believes they had been looked at in a means that they felt was uncomfortable, “I could probably be written up, and I don’t even have to say something,” the pilot stated.

Southwest flight attendants have been just lately required to complete a DEI training or face being placed on unpaid depart. That didn’t sit well. The flight attendants say they were already treating people as equally as possible—values embodied in the Golden Rule and fundamental human decency. “I say this as a minority: I don’t have to be advised how to treat individuals with dignity and respect. I’ve been doing that each one my life.”

Distractions Imperil Safety

These applications and the “woke” cultural shift are creating large distractions, which by themselves pose a threat to safety in ways in which most individuals never think about, the pilot said.

“People take it without any consideration that takeoffs equal landings. But I can inform you that there are close calls—regularly—where human intervention prevented issues from getting actually dangerous. … And the touring public never knew about it,” the pilot stated.

For everyone’s safety, all airline employees must be on the prime of their sport.

“We need probably the most qualified individuals in these safety-sensitive jobs. But it doesn’t cease on the cockpit door,” he mentioned. If any a part of the system breaks down because a person was distracted or wasn’t probably the most qualified particular person for the job, “the end end result is similar if you had an unqualified pilot: the airplane is a smoking gap at the finish of the runway and you’ve got got 170 people dead—and a lot of angry families.”

“If you crash one airplane, that one crash has the ability to put an airline out of business. When I go to work that weighs on me. All 170 of those lives are in my mind from the time we take off until we land,” he mentioned. “In my mind, catastrophe is just around the corner.”

Ready for The Worst

Before each takeoff, pilots mentally rehearse how they might react to rare dreaded scenarios, which have really happened: A maintenance man doesn’t do his job and the engine falls off the airplane. Or the motor blows up. Or a hearth erupts. There is an infinite variety of issues that can go mistaken. But such incidents are exceedingly rare—and after they do happen, a miraculous interplay between people and expertise averts dying and disaster.

“These are the things we think about,” the pilot stated. “And as an alternative, we’ve received folks serious about their special status and the way they’ll get one of their coworkers in trouble?… When you’re cheating the legal guidelines of physics every single day, DEI has no place.”

Under these circumstances, it’s infinitesimally trivial to even give a moment’s consideration to a person’s race, gender, ethnicity, sexuality, or any other trait.

“I will deal with that man, dressed as a girl, the same way I would deal with a girl dressed as a girl, or a girl dressed as a person. I don’t care,” the pilot stated. “Just do your job. Take care of those passengers. And then drag my sorry butt out of the airplane if it comes all the method down to that, as a end result of I’m the final one to go.”

In one way, the “new” rules don’t actually bother the pilot: He stated he was already treating folks well. That won’t change, he said.  He simply hates knowing that at any moment, he could probably be “written up because I looked at you incorrect.”

As a white male, the pilot acknowledges he’s “the new minority.”

He says he has to go to work every single day and show “I’m not the hopelessly bigoted, homophobic, misogynist, sexist fossil that they suppose I am.”

And that’s OK with him.

“I’m nice with that. I don’t care,” he mentioned. “Because I stay by the Golden Rule.”

Janice Hisle


Janice Hisle writes about a big selection of matters, with emphasis on felony justice news and developments. Before becoming a member of The Epoch Times, she labored for greater than twenty years as a reporter for newspapers in Ohio and authored a number of books. A graduate of Kent State University’s journalism program, she embraces “old-school” journalism with a contemporary twist.

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Michigan at Iowa Betting Odds, Picks and Predictions for Week 5

This article is part of our College Football Picks collection. Michigan at Iowa Betting Odds, Picks, and Predictions for Week 5Michigan seemed like one of the best all-around groups in the nation after rolling out to large wins over three non-conference opponents. But, Jim Harbaugh's crew was hit...

Ravens should lean on their youth following the Michael Pierce injury

When you think of the Baltimore Ravens, what do you assume of? Most will say a historical past of stifling defense and a excessive stage of success. Players like Haloti Ngata, Michael McCrary, Calais Campbell, Trevor Price, and Kelly Gregg come to thoughts.This is an organization...