In The Free Press, Coleman Hughes outlines how the US federal government got into the formal habit of hiring and promoting staff based on things other than ability and merit during the Nixon administration:
Trump’s Executive Order 14171 is titled Ending Illegal Discrimination and Restoring Merit-Based Opportunity. It describes how vast swaths of society, including the “Federal Government, major corporations, financial institutions, the medical industry, large commercial airlines, law enforcement agencies, and institutions of higher education have adopted and actively use dangerous, demeaning, and immoral race- and sex-based preferences under the guise of so-called ‘diversity, equity, and inclusion’ (DEI)”.
In response, Trump has ordered the executive branch and its agencies “to terminate all discriminatory and illegal preferences, mandates, policies, programs, activities, guidance, regulations, enforcement actions, consent orders, and requirements”.
That is a lot of preferences and mandates. Trump’s executive order accurately describes the enormousness of the DEI bureaucracy that has arisen in government and private industry to infuse race in hiring, promotion, and training. Take, for example, the virtue-signaling announcements made by big corporations in recent years — such as CBS’s promise that the writers of its television shows would meet a quota of being 40 percent non-white.
And so, we will now see what federal enforcement of a color-blind society looks like. We’ll certainly see how many federal employees were assigned to monitor and enforce DEI — Trump has just demanded they all be laid off.
The most controversial part of this executive order is that it repeals the storied, 60-year-old Executive Order 11246, signed by President Lyndon Johnson in 1965. Johnson’s original order mandated that government contractors take “affirmative action” to ensure that employees are hired “without regard to their race, color, religion, or national origin”.
The phrase affirmative action, however, has come to have a profoundly different meaning for us than it did during the 1960s civil rights era. Back then, it simply meant that companies had to make an active effort to stop discriminating against blacks, since antiblack discrimination was, in many places, the norm. Only later did the phrase come to be associated with the requirement to actively discriminate in favor of blacks and other minorities.
One of the great ironies of affirmative action is that it was not a Democrat but a Republican president, Richard Nixon, who did more than anyone to enshrine reverse racism at the federal level by establishing racial quotas. According to the Richard Nixon Foundation, “The Nixon administration ended discrimination in companies and labor unions that received federal contracts, and set guidelines and goals for affirmative action hiring for African Americans”. It was called the “Philadelphia Plan” — the city of its origin.
For the first time in American history, private companies had to meet strict numerical targets in order to do business with the federal government. Philadelphia iron trades had to be at least 22 percent non-white by 1973; plumbing trades had to be at least 20 percent non-white by the same year; electrical trades had to be 19 percent non-white, and so forth.
In the intervening decades, this racial spoils system has not only caused grief for countless members of the unfavored races — it has also created incentives for business owners to commit racial fraud, or else to legally restructure so as to be technically “minority-owned”. As far back as 1992, The New York Times reported that such fraud was “a problem everywhere” — for instance, with companies falsely claiming to be 51 percent minority-owned in order to secure government contracts. In a more recent case, a Seattle man sued both the state and federal government, claiming to run a minority-owned business on account of being 4 percent African.