Wickedpedia - Diversity, Equity, and Inclusion (DEI) explained

By Baldmichael Theresoluteprotector’sson

Jun 03, 2025

Following the great success of my post "Wickedpedia - transgender explained"– well, when I say great success I mean some people liked it – I thought I would do one on Diversity, Equity, and Inclusion.

https://en.wikipedia.org/wiki/Diversity%2C_equity%2C_and_inclusion

It may of course leave you even more confused, but then that is the point of the DEI agenda.

I will extract some text from the Wiki page as necessary and put in italics. Here goes:

In the United States, diversity, equity, and inclusion (DEI) are organizational frameworks that seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination based on identity or disability.

When they say ‘fair treatment’ this does not mean they give treatment to the fair or pale skinned, or indeed to blondes, dumb or otherwise.

However, it is more to do with the fair, the fairground, where one can get on the merry-go-round which then spins faster and faster until you feel very sick and fall off wondering what the hell you paid good money for.

As regards groups who have historically been underrepresented, they seek to ensure that disability includes the disability of being unable to do the job as one must be fair to all disabilities.

For example, this includes ensuring dementia sufferers are employed which is why Joe Biden was President of the USA for four years.

It is not clear whether this now means that of all the Presidents of the United States they have now met their quota of dementia sufferers, but it is a step in the right direction.

Although perhaps it should be left direction to ensure balance and fairness.

Or darkness if you prefer to continue to maintain balance.

On the issue of identity it has yet to be established what happens in employing those who change their pronouns, but it does give plenty of work for the Human Resources (HR) departments.

These three notions (diversity, equity, and inclusion) together represent "three closely linked values" which organizations seek to institutionalize through DEI frameworks.

The linking of these values basically entails ensuring that one’s workforce is as diverse as possible, e.g. including criminals and non-criminals, sane and insane, and sick and healthy, as equitable as possible, that is as fair as possible whilst not excluding the dark as this is racist, and including everybody, including family members and strangers to ensure no one feels left (or indeed right) out.

A suitable proportion of each must be employed in the organization of course.

It is believed that governments have an excess of the criminal class and that this needs to be rebalanced. This is why governments are seeking to criminalise as much as possible, such as standing too close to people during COVID, saying the government is criminal and praying silently.

There must be no half measures, although half an insane person is allowed if the other half is sane. It does not matter too much if it is the top or bottom half as long as tops and bottoms are not over or under represented.

It is observed that some managers like over large tops and or bottoms, but their impulses must be curbed to make sure no bias, or indeed bi-ass occurs.

NB Institutionalize is an anagram of ‘title UN Zionist AI’ and ‘I UN, it Nazi toilets’ to indicate the intention for One World Government, who is behind it and why everything is being made shit.

The concepts predate this terminology and other variations sometimes include terms such as belonging, justice, and accessibility.

Belonging includes be longing to understand why we are all here, just ice is what people require on a hot day, and accessibility, really access a Bill of tea, is requesting the tab or check at the café or bar.

As such, frameworks such as inclusion and diversity (I&D), diversity, equity, inclusion and belonging (DEIB), justice, equity, diversity and inclusion (JEDI or EDIJ), or diversity, equity, inclusion and accessibility (IDEA, DEIA or DEAI) exist.

JEDI is the version for Star Whores where companies prostitute themselves to the highest bidder to ensure they are being inclusive of those who can bid the highest.

IDEA comes in two versions, Good IDEA and Bad IDEA. A further IDEA proposed by Monty Python is a People’s Front of JewIDEA.

In the United Kingdom, the term equality, diversity, and inclusion (EDI) is used in a similar way.

The words are rearranged to make things simpler to understand of course. EDI was the principle involved when Ed Miliband was employed in the current government as he has the letters in his name.

He is of course well suited as he is Equally stupid, Diverse (he is Jewish so anti-Semitism is avoided) and Inclusive as he hasn’t a clue like the others in the cabinet.

It has been proposed that the words should be placed thus, diversity, inclusion and equality and make DIE which would make more sense of the framework as it kills the organizations it lives in.

‘Diversity’ refers to the presence of variety within the organizational workforce in characteristics such as race, gender, ethnicity, sexual orientation, disability, age, culture, class, veteran status, or religion.

To clarify this, it means the race can be any distance or at any speed; gender should not be confused with Gondor where a palantír lay (not to be confused with Palantir Technologies Inc. where Peter Thiel lies); ethnicity as opposed to ethnicountry; sexual orientation can be any direction, north, south, east or west; disability includes the disability of not being able to do the job; age includes new age and adage and damage; culture where the more cults the merrier; class which covers other variants including Claus, Santa etc.; veteran status includes veterwalk which includes those that can walk, not run; and religion which includes worship of anything and everything, the wackier the better.

‘Equity’ refers to concepts of fairness and justice, such as fair compensation and substantive equality. More specifically, equity usually also includes a focus on societal disparities and allocating resources and "decision making authority to groups that have historically been disadvantaged", and taking "into consideration a person's unique circumstances, adjusting treatment accordingly so that the end result is equal."

‘Fair compensation’ must include dark compensation whilst ‘substantive equality’ includes the transitive and intransitive as well as the sensitive.

And not forgetting the transvestative of course.

"decision making authority to groups that have historically been disadvantaged" is the key so that those who were unable to do the job are given preferential treatment and employment.

Members of Parliament and Congress are obvious examples.

Finally, ‘inclusion’ refers to creating an organizational culture that creates an experience where "all employees feel their voices will be heard", and a sense of belonging and integration.

The emphasis is on ‘feeling, nothing more than feeling’, as those in charge ensure that they carry out what they planned anyway. This is called ‘heard immunity’, being immune to what people are saying.

It may be noted that ‘hypercholesterolemia’ (high cholesterol) is the longest single word anagram of "all employees feel their voices will be heard", which is indicative of all the sugar-rich , transfatty donuts etc fed to the employees to make sure they feel part of the herd.

DEI policies are often used by managers to increase the productivity and collaborative efforts of their workforce and to reinforce positive communication.

Managers must include womanagers too. It should be noted that positive communication is reinforced but not negative communication, although that is thought by some to be communicationist and not diverse enough.

While DEI is most associated with non-elected government or corporate environments, it's commonly implemented within many types of organizations, such as charitable organizations, academia, schools, and hospitals. DEI policies often include certain training efforts, such as diversity training.

DEI is most associated with non-elected government or corporate environments as nobody has a choice then to opt out.

‘Diversity training’ means in essence training people to go down another track that they hadn’t thought of, such as men can be women, women can be men etc. just because it is stated in the DEI policy and one cannot exclude the insane from employment.

NB ‘Diversity training’ should not be confused with ‘Drive-a-city training’ which is the training London cabbies have to ensure they can navigate the city.

DEI efforts and policies have generated criticism and controversy, some directed at the specific effectiveness of its tools, such as diversity training; its effect on free speech and academic freedom, as well as more broadly attracting criticism on political or philosophical grounds. In addition, the term "DEI" has gained traction as an ethnic slur towards minority groups in the United States.

The tools also include those who promote DEI, politicians, managers (and womanagers) etc.

A well-known tool in the UK is Keir Starmer whose father is understood to have been a toolmaker.

The main takeaway from all the above is that it ensures that the best person for the job should not necessarily mean they can do the job well as it is important that the organization has sufficient numbers of those who are incompetent to represent the proportion of incompetent in the country.

As is believed the numbers of incompetent are rising, this bodes well for the survival of the organizations concerned.

There are moves afoot to ensure dead people are included in businesses although some see this as a step too far, although brain dead has been allowed for many years.