Air travel is, relatively speaking, very safe and efficient. But few are aware how many runway incursions, near collisions, etc., occur every year regardless of the political nature of government and its policies. When incidents do occur, we tend to blame those in charge which results in a serious issue being politicized by both sides - one denies and one exaggerates. Of focus, a single incident makes common problems seem uncommon and air travel more dangerous. However, there is some legitimate concern to be had with the FAA’s new hiring guidelines, which include providing employment to the following problems: “hearing, vision, missing extremities, partial paralysis, complete paralysis, epilepsy, severe intellectual disability, psychiatric disability and dwarfism.” Although not every air-incident can be blamed on stupidity - as they are usually the results of laziness, honestly missed details, exhaustion, etc. - other cases can be directly linked to Diversity-Equity-Inclusion, such as United 767-300ER (where the First Officer was a fired flight attendant enrolled in the DEI Pilot Training program), United Airlines 777 which plummeted to within a few hundred feet of the ocean after take off from Hawaii (where the pilot clearly didn’t know what they were doing), and the recent Alaskan Airlines 737-900 MAX incident where a door blew off mid flight because bolts were missing from assembly (partly the fault of Spirit Aerosystems Engineering, a company concerned first and foremost with DEI, and partly Alaskan Airlines’ fault for having flown the new plane with emergency pressure warnings going off). There is no word if the flaming Atlas Air Boeing 747-8 cargo plane with a soft-ball size hole in its engine, or the Virgin Atlantic flight with missing wing screws, are relatable. What is certain is that United, Alaskan, Delta, Spirit, and Southwest, are more concerned with how the public views their DEI policies than they are the public’s perception of safety. One should wonder why all of these supposedly competing companies chose to adopt the same slogans and imagery. Perhaps United chose the DEI route because their CEO dresses in drag, and wants 50% of new hires to “be women or people of color.” It just doesn’t make any sense that when “qualification” is used as a baseline for hiring, defenders of DEI say that blacks, for example, have trouble becoming pilots because of education and discrimination, despite 3.4% of pilots being black already (out of a population of 14% US) - as if black people inherently are uneducated and legally restricted from becoming pilots in a predominantly white county. This itself is racism! When you look at people like Sam Britton and Pete Buttigieg it becomes clear we are dealing with an ideological cult that puts public safety last, even the perception of it, in favor of sexualized and racialized policies that violate all basic standards of equal protection in the United States.

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