The NASA Office of Diversity and Equal Opportunity(ODEO) represents the great impediment to the next step in human evolution.
It hinders our adventures in space exploration and scientific advancement, precisely because this office works to handicap NASA with color-conscious hiring instead of merit-based hiring.
Man's dreams of reaching the stars are grounded, until man can understand racial differences in intelligence explain the enormous gap in achievement between black and white.
|NASA Administrator Charles F. Bloden, right, surrounded by the men who make good photo-ops for the promotion of equality and diversity... post-1972 NASA has only one mandated: "The key word is equality - equality because it is right"|
On the ODEO web site nests this quote from current NASA Administrator Charles F. Bolden:
Journeying beyond Earth’s orbit, as NASA is committed to do, will require a diverse team of many individuals with the best minds, the most comprehensive expertise, the broadest knowledge, the strongest talent, and the greatest integrity. As NASA’s Diversity and Inclusion Champion, I believe it is incumbent on every member of the NASA community to advocate for, promote, and most importantly, practice the principles of diversity and inclusion in everything that we do. This means making diversity and inclusion integral in our efforts to identify and develop the best talent, create and serve on high-performing teams, achieve scientific and engineering excellence, maintain integrity in all that we do, and ultimately, realize mission success.-- Administrator Charles F. Bolden, Jr. NASA Policy Statement on Diversity and Inclusion, June 8, 2010Unfortunately, Bolden's lack historical veracity.
Sure, he might be NASA's chief Diversity and Inclusion Champion (undisputed champion, mind you), but this position is equivalent to being a greeter at your local Wal-Mart.
His job is to welcome a diverse workforce into an agency that long-ago abandoned its mission for space exploration, just as Sam Walton's company long ago abandoned being an American company.
J. Alfred Phelps book They Had a Dream: The Story of African American Astronauts inadvertently provides a key to unlocking a door few people will ever open, instinctively knowing it will only lead them down a rabbit hole the state has spent their entire lives trying to explain doesn't exist.
Racial differences are real.
The state has spent decades and trillions trying to convince you racial differences don't exist, that equality is reality; but don't worry, racial differences believe in you.
Coincidentally, the last manned mission to the Moon was Apollo 17.
This occurred in late 1972.
|1969: When NASA mission had nothing to do with equality, but landing men safely on the moon and bringing them home...|
It represents the last time humans travelled beyond low Earth orbit.
Almost 42 years ago...
What happend that same year, which could be the unexplained reason behind the end of both space exploration and the powerful rebut of Bolden's claim "diversity" will get us to the stars?
The passage of the Equal Employment Act of 1972 and the end of merit-hiring at NASA, with the new goal 'diversifying' the almost entirely white workforce of the space agency with minorities (and women).
J. Alfred Phelps writes:
With President Lyndon B. Johnson's affirmative action executive order following hard on the heels of the 1964 Civil Rights Act, and the subsequent passage of the Equal Employment Act of 1972, NASA was forced to give serious consideration to minority hiring.
On 12 September 1973, the NASA Manned Spaceflight Management Council met in Washington, D.C. Dr. Dudley G. G. McConnel, the assistant administrator for equal opportunity programs, outlined the chief objectives: Discrimination within NASA must be removed in both fact and appearance. The new policy targeted all programs and functions. Mangers were instructed to support the planning, implementation, control, and evaluation of the equal opportunity program at every level in the agency, and to verify that established goals were met.
An Equal Opportunity Action Plan was unveiled. The plan listed the key elements for Equal Employment Opportunity (EEO) staffing and training. It also provided detailed goals, time tables, and methods for measuring performance against the plan. The plan further projected by the end-of-year numerical goals and wage categories for minority hiring through calendar 1977.
Establishment of an equal opportunity program advisory board was also directed. Its goal: helping NASA assess the programs and methods used to attract top minority and female applicants. The board was also tasked to look at "allocating the adverse impact" of certain existing Civil Service regulations.
Finally, a complete review of functions and planned membership in a NASA-wide equal opportunity council was planned. Affirmative action goals for the Kennedy Space Center (KSC) space-shuttle launch and landing facilities construction work force were being coordinated to ensure that minority workers available in the KSC area were being used.
With those action, NASA began an astounding turnabout in its treatment of women and minorities - its start fueled by the scrawl of the president's pen.
By February 1974, equal opportunity program meetings at NASA were lively affairs, with open and candid discussions among paritipants. Equality of involvement was called for in discussions about the recruitment of women and minorities. Greater involvement of middle managers and supervisors in the affirmative action mix was also encouraged.
As defined in 1974, the effort would not only be evident in flight activities, but throughout the NASA work froce. Supervisory staff members were directed to attend space centers' human rights seminar, conducted by the Employment Opportunity Office. Each directorate was ordered to develop an affirmative action plan and select a responsible individual authorized to speak on behalf of his organization in "developing and implementing [these] plans." At the Goddard Spaceflight Center, meetings were opened by stressing that "the key word is equality - equality because it is right." (p. 60-61)"The key word is equality - equality because it is right."
Does one sentence not elucidate America under the iron heel of the concept of Black-Run America (BRA)?
We went to the Moon with the slide rule; not even with supercomputers and an entire generation held to only one standard and goal - the uplifting of blacks - can we close the racial gap... (Ronald Reagan himself dedicated nearly $1 billion to HBCUs in the 1980s to increase STEM facilities and help future black engineers and scientists...).
When the racial gap is closed, we learn it was through cheating (see the Atlanta Public School - APS - scandal)...
The Apollo missions weren't saddled with the baggage of government mandated affirmative action hiring or diversity goals, they only were tasked with landing astronauts safely on the Moon and bringing them home.
This is quite clear in the transcripts of an interview with longtime Deputy Assistant Administrator for Equal Opportunity Programs at NASA, Harriet G. Jenkins.
She started in that role in 1974 (and would serve until 1992). In the interview with Jennifer Ross-Nazzal, we learn this:
Ross-Nazzal: Tell us, once you became AA [Associate Administrator] of EOP [Equal Opportunity Programs], how you decided to go about integrating the agency. Obviously NASA had a very poor record of hiring women and minorities. So what were some of the first steps you decided to take?
Jenkins: Very importantly, Dr. Fletcher had testified before Congress that NASA had not been as sensitive to those matters during the Apollo era when the agency had hired many employees to build up the needed workforce for that endeavor, and he vowed to correct that oversight.Oversight?
Prior to 1972, the goal of NASA was far, far different than the new mantra of, "The key word is equality - equality because it is right."