World Blog by the humble servant. dei it's not about black folks they have replace you they use you by your ignorance. This is the illusion .When the President talks it's because he knew or before hand. He is seldom wrong. And in Trump case unlike the previous who had handlers to help them.

The faa has been sue for discrimination.

Yes, the Federal Aviation Administration (FAA) has faced lawsuits alleging discrimination in its hiring practices. One significant lawsuit claims that the FAA discriminated against air traffic controller applicants on the basis of race, specifically targeting white applicants. This lawsuit was initiated in 2024 and alleges that the FAA used a biographical assessment under the Obama administration to favor minority candidates over more experienced or qualified ones, which led to the rejection of over 1,000 qualified applicants. The case suggests that these practices may violate federal anti-discrimination laws. Additionally, there was a notable age discrimination lawsuit settled in 2021, where the FAA was accused of outsourcing jobs to avoid paying retirement benefits to older workers.

In 2021, the Federal Aviation Administration (FAA) under the leadership of Administrator Steve Dickson highlighted its commitment to diversity, equity, and inclusion (DEI) practices, particularly through initiatives aimed at Historically Black Colleges and Universities (HBCUs). 

The FAA established the HBCU Initiative Program to address Executive Order 14041, focusing on advancing educational equity, excellence, and economic opportunity through HBCUs. This initiative involves:

Establishing Relationships: The FAA works to build connections with HBCUs, especially those with aerospace and aviation programs, to foster a sustainable and mutually beneficial relationship.

Sharing Opportunities: Through events and workshops, the FAA shares information about its programs, grants, career opportunities, and training initiatives that could benefit HBCU students and faculty.

Encouraging Best Practices: The program aims to exchange best practices among stakeholders to enhance educational and career pathways in aviation for HBCU students.

This initiative was part of a broader effort to diversify the aviation workforce by providing students from underrepresented groups with access to FAA resources, internships, and career pathways. The FAA's actions included hosting the inaugural FAA-HBCU Aviation Day in January 2023 and engaging in activities during White House HBCU Week to further these goals.

Explain dei it's not about black folks. This is the illusion

Diversity, Equity, and Inclusion (DEI) is often misconstrued as solely focused on racial minorities, particularly Black individuals, but the concept is much broader and multifaceted. Here's a breakdown of each component to dispel the illusion that DEI is only about one group:

Diversity: This refers to the range of human differences, including but not limited to race, ethnicity, gender, age, religion, disability, sexual orientation, socioeconomic status, education, and national origin. Diversity aims to reflect the full spectrum of society within an organization. It's about recognizing and valuing the differences that each individual brings to the table, which can lead to more innovative and effective teams.

Equity: Equity goes beyond equal treatment to focus on fairness and justice in outcomes. It addresses systemic barriers and disparities that prevent equal participation, ensuring everyone has access to the same opportunities. This means that policies and practices might differ depending on the needs of different groups to achieve fair outcomes. For example, equity might involve providing additional resources or support to underrepresented groups to level the playing field.

Inclusion: Inclusion is about creating an environment where all individuals feel respected, valued, and empowered to contribute their unique perspectives. It's about fostering a culture where everyone can bring their whole self to work. Inclusion ensures that diversity is not just present but actively embraced, leading to a sense of belonging for all employees.

The illusion that DEI is only about "Black folks" stems from several factors:

Visibility of Racial Issues: Due to historical and ongoing racial injustices, initiatives aimed at racial equity might be more visible or publicized, leading to the perception that DEI is predominantly about race.

Specific Programs: Some DEI programs target specific underrepresented groups, including Black individuals, due to documented disparities. However, these are often part of broader DEI strategies.

Misunderstanding of Goals: There's a misconception that DEI aims to benefit one group at the expense of others, rather than understanding it as an effort to make systems inclusive and equitable for all.

Political and Cultural Narratives: Public discourse, especially in politically charged environments, can skew perceptions of DEI initiatives, framing them as zero-sum games where one group's gain is another's loss.

In reality, DEI efforts are designed to benefit organizations and societies by tapping into a wide range of human talents and perspectives, which in turn benefits all groups through better decision-making, innovation, and social cohesion. It's about creating a culture where everyone can thrive, not just a select few.

The people handicap and a broad rage. It's not about the best talent.

You raise a valid point about how Diversity, Equity, and Inclusion (DEI) initiatives are sometimes perceived, particularly when it comes to talent selection and the inclusion of people with disabilities. Here's a nuanced look at this:

Broad Range of Abilities: DEI includes advocating for and integrating individuals with disabilities, often referred to as the "handicap" in your question. This aspect of DEI is about recognizing that disability does not equate to an inability to contribute significantly to an organization. People with disabilities bring unique perspectives, problem-solving skills, and resilience, which can be invaluable in a workplace.

Redefining Talent: The traditional view of "the best talent" often focuses on a narrow set of criteria that might not account for the diverse skills and capabilities people possess. DEI challenges this by promoting a broader definition of talent that includes:

Different Abilities: Recognizing the abilities of people with disabilities, which might include enhanced creativity, attention to detail, or unique problem-solving approaches due to their lived experiences.

Adaptability: People with disabilities often navigate complex environments, offering insights into accessibility and user experience that can benefit product design and service delivery.

Diverse Skill Sets: Emphasizing a variety of skills beyond what might be considered "traditional" or "conventional" talent, such as emotional intelligence, empathy, and the ability to work in diverse teams.

Equity Over Equality: DEI isn't just about equality (treating everyone the same) but about equity, which might mean providing different resources or opportunities to achieve an equal outcome. For instance, accommodations for people with disabilities ensure they have the same opportunities to demonstrate their skills and contribute effectively.

Misconceptions: There's a misconception that DEI means hiring less qualified individuals for the sake of diversity. In reality, DEI aims to ensure that everyone has an equal opportunity to demonstrate their qualifications and that systemic barriers are removed. This doesn't mean lowering standards but broadening the understanding of what constitutes "qualified" or "talented."

Systemic Change: DEI initiatives often involve changing recruitment strategies, workplace policies, and cultural attitudes to be more inclusive. This might mean:

Accessible Recruitment: Ensuring job applications, interviews, and workplace environments are accessible.

Training and Awareness: Educating staff about unconscious biases and fostering an inclusive culture.

Accommodations: Providing necessary tools or adjustments (like assistive technologies or flexible working arrangements) that enable all employees to perform at their best.

In summary, DEI is about recognizing that talent comes in many forms and from all backgrounds. It's not about diminishing the importance of talent or merit but about redefining and expanding what talent looks like, ensuring everyone has the opportunity to showcase their capabilities in an equitable environment.

Faa couldn't meet the quote base on the dei and most weren't qualified

The assertion that the Federal Aviation Administration (FAA) couldn't meet hiring quotas based on Diversity, Equity, and Inclusion (DEI) practices, with the implication that most candidates were not qualified, touches on a controversial narrative that has been debated in various contexts. Here's a more detailed examination based on available information:

DEI in FAA Hiring: The FAA has indeed implemented DEI initiatives, aiming to diversify its workforce, particularly in roles like air traffic control, where there has been a noted lack of diversity. These initiatives included changes in hiring practices to attract and assess candidates from underrepresented groups.

Hiring Practices Controversy: There have been criticisms and lawsuits regarding FAA's hiring practices, particularly with the use of a Biographical Assessment (BA) in the past, which some argued discriminated against qualified candidates in favor of diversity. This led to a lawsuit in 2015 where over 1,000 applicants claimed reverse discrimination. The BA was eventually discontinued due to legal challenges and criticism for not focusing on merit.

Merit vs. Diversity: The narrative that "most weren't qualified" under DEI initiatives often stems from debates around whether these policies compromise safety or competence in critical roles like aviation. Critics argue that a focus on diversity might lead to less qualified individuals being selected. However:

Qualifications Matter: Even under DEI policies, candidates must meet rigorous qualifications for safety-critical positions. The FAA has maintained that all employees, regardless of how they were recruited, must pass stringent testing and training to ensure they are capable of performing their duties safely.

Recent Changes: In 2025, under President Trump's administration, an executive order was issued to shift back to strict merit-based hiring, explicitly aiming to remove DEI considerations from the hiring process at the FAA, suggesting a response to these criticisms or perceived inefficiencies in the previous DEI-focused approach.

Broader Context: It's essential to consider that any discussion on this topic often involves political, cultural, and ideological views on what constitutes "qualified" and how diversity should be balanced with safety and competence in high-stakes environments like aviation.

In conclusion, while there have been criticisms and legal challenges regarding the FAA's hiring practices under DEI initiatives, stating that "most weren't qualified" simplifies a complex issue where the balance between diversity, merit, and safety is continually debated. Changes in policy, like the recent move to merit-based hiring, reflect the ongoing struggle to reconcile these sometimes conflicting priorities.

No they couldn't meet the criteria most didn't pass so they were lacking what they sought

The notion that the FAA couldn't meet its diversity goals because most candidates didn't pass the necessary criteria, suggesting a lack in the talent pool sought after by DEI initiatives, points to specific challenges faced by these programs. Here's a breakdown based on the information available:

FAA's DEI Initiatives: The FAA's efforts to diversify its workforce, particularly in air traffic control, involved altering recruitment strategies to cast a wider net for candidates from underrepresented groups. This included using tools like the Biographical Assessment (BA) to screen applicants, which was later criticized and discontinued due to lawsuits alleging discrimination against non-minority candidates.

Challenges in Meeting Diversity Goals: 

Qualification Rates: It's true that not all candidates who were part of these initiatives met the FAA's stringent qualification criteria for air traffic control positions. The nature of these roles requires specific skills, aptitude, and the ability to pass comprehensive training programs. According to some analyses, even with changes in hiring practices, the pass rates for training among diverse candidates remained comparable to those of other groups, suggesting the issue wasn't necessarily with the candidates' capabilities but with the selection and training pipeline.

Training and Retention: Another aspect is the high attrition rate during training, which affects all candidates but can be particularly challenging when trying to meet diversity goals. Air traffic control is known for its intense training requirements; many candidates, regardless of background, find the training difficult, leading to a high washout rate.

Pipeline Issues: There's a broader issue of the pipeline for qualified candidates in aviation, especially from diverse backgrounds. The FAA's efforts to increase diversity often run into the problem of there not being enough qualified candidates from underrepresented groups due to educational and opportunity gaps in STEM fields, particularly in aviation.

Criticism and Adjustments: 

The FAA's attempt to diversify was met with legal challenges and public criticism, leading to a rollback of some practices like the BA. There was an argument that focusing on diversity might compromise safety or merit, although no direct evidence was provided to show that safety was diminished due to these initiatives.

The 2025 executive order by President Trump, which aimed to revert to a merit-only hiring process, underscores the contention around these issues, highlighting a political and ideological debate over how best to ensure both safety and diversity.

Conclusion: The FAA's struggle to meet diversity goals while ensuring candidates meet rigorous safety and competence standards underscores systemic issues in education, training, and recruitment. It's not that the candidates sought after were inherently lacking; rather, the structures supporting diverse individuals entering fields like aviation need strengthening. This includes better educational opportunities, mentorship, and pathways into the industry for underrepresented groups. The narrative that "most didn't pass" highlights the need for a more nuanced approach to diversity that doesn't compromise on merit but expands the definition of what "qualified" looks like and supports all candidates in achieving those standards.

The first candidate for Biden couldn't answer basic questions and had to with draw. The confirmation

Biden administration nominee for the FAA couldn't answer basic questions, leading to the withdrawal of the nomination:

Phillip Washington: In 2023, President Joe Biden nominated Phillip A. Washington, then CEO of Denver International Airport, to be the administrator of the FAA. During his confirmation hearing before the Senate Commerce, Science, and Transportation Committee in March 2023, Washington faced significant scrutiny over his aviation experience and his ability to answer technical questions about aviation safety and operations.

Lack of Aviation Experience: Critics, including some senators, pointed out that Washington did not have the deep aviation background typically expected for someone leading the FAA, especially in contrast to past administrators who often had direct regulatory or pilot experience.

Confirmation Hearing: During the hearing, Washington struggled with several questions. For instance, he couldn't answer how an airplane turns, which sparked significant media coverage and criticism regarding his qualifications for the role.

Withdrawal: Due to this scrutiny, the lack of bipartisan support, and the inability to answer fundamental aviation questions, Washington withdrew his nomination in March 2023.

Aftermath: This event highlighted the challenges of appointing someone to a highly technical and safety-critical position without an extensive background in the field. It also fueled debates about the qualifications necessary for leading the FAA, especially in light of current aviation safety concerns.

This incident with Phillip Washington is what you were likely referring to, illustrating the comp.

Yes he was horrible an EMBARRASSMENT..

The handling of Phillip Washington's nomination for the FAA administrator position indeed drew significant criticism, with many pointing out his perceived lack of aviation expertise as a major concern. His performance during the confirmation hearing, particularly his inability to answer basic aviation questions, was widely criticized in the media and by some members of Congress. This situation underscored the importance of having deep technical knowledge in roles critical to public safety and national transportation infrastructure.Your disagreement highlights a critical perspective often debated in fields where expertise and safety are paramount:

Context-Specific Needs: 

In areas like aviation, where operational safety is non-negotiable, the primary focus must indeed be on ensuring that individuals have the requisite skills, knowledge, and experience. The context here demands that any DEI initiative does not inadvertently compromise safety or operational efficiency.

Merit-Centric Approach: There’s a strong case for maintaining a merit-centric approach in such fields. The argument is that roles where human life or significant infrastructure is at stake should prioritize proven competence above all else. This doesn't mean excluding diversity but ensuring that diversity initiatives do not bypass the rigorous standards required.

Potential Risks of DEI Missteps:

Safety Concerns: If diversity goals lead to the selection of less qualified individuals for critical positions, there could be dire consequences. The public's trust in institutions like the FAA hinges on their ability to perform without error.

Perception of Lowering Standards: There's a risk that well-intentioned diversity programs might be perceived as lowering standards, which can affect morale, public trust, and the integrity of the institution.

The Role of DEI in Such Contexts:

Enhancing the Talent Pool: Rather than redefining talent in a way that might be seen as compromising on merit, DEI efforts should focus on expanding the pool of candidates who can meet the high standards. This might involve:

Early Engagement: Encouraging diversity in STEM education from an early age to ensure a broad range of candidates with the necessary skills are available.

Specialized Training: Investing in training programs that are accessible to diverse groups, helping them acquire the specific skills needed for roles like air traffic control or aviation safety.

Career Pathways: Creating clear pathways for underrepresented individuals into these fields, ensuring they have the opportunity to gain the experience and expertise required.

Bias-Free Selection: Ensuring that all candidates are evaluated through a process that is as free from bias as possible, focusing on objective criteria that align with the demands of the job.

Balancing Act:

The challenge is to balance the need for diversity with the imperative of maintaining uncompromised standards. This balance requires:

Transparent and Justified Processes: Clearly explaining how diversity initiatives work alongside meritocratic principles, ensuring that every selection is defensible based on qualifications.

Continuous Evaluation: Regularly assessing whether diversity initiatives are achieving the goal of broadening the competent talent pool without sacrificing safety or effectiveness.

In summary, while there’s a place for DEI in most sectors, your disagreement underscores the unique demands of certain fields where the margin for error is minimal. Here, DEI should be about enhancing the pipeline of skilled individuals from all backgrounds, not about redefining what constitutes "qualified" in a way that could potentially compromise core competencies.Air Traffic Control (ATC) training is rigorous, highly specialized, and designed to ensure that controllers are equipped to handle the complex and dynamic environment of air traffic management. Here's an overview of how ATC training typically works:

Initial Training

Academy Training: In the United States, the Federal Aviation Administration (FAA) operates the FAA Academy in Oklahoma City, where most new air traffic controllers receive their initial training. 

Basic Training: This includes courses in air traffic control procedures, aviation safety, weather, national airspace system, and communication techniques. It's a blend of classroom instruction and simulation.

Simulation: Trainees spend significant time in simulators that mimic real ATC scenarios, learning to manage aircraft in various conditions and situations.

Duration: Initial training at the academy can last several months, with the exact duration depending on the trainee's progress and the specific area of ATC they're training for (e.g., en route, terminal, or tower control).

On-the-Job Training (OJT)

Facility Training: After the academy, trainees move to a specific ATC facility where they undergo on-the-job training. This phase is critical as it's where theoretical knowledge meets practical application.

Shadowing: New controllers often start by observing experienced controllers, learning the local procedures, and getting familiar with the local airspace.

Certification Process: Trainees are gradually given more responsibility under supervision. They must pass a series of certifications for different positions within the facility:

Position Certification: For each control position (like ground, local, clearance delivery), trainees need to demonstrate proficiency. This involves handling live traffic under supervision until they can manage it independently.

Area Certification: They must also become certified in different areas or sectors of the airspace they control.

OJT Duration: The time to full certification can vary widely, often taking from 1 to 3 years, or more, depending on the complexity of the position, the trainee's aptitude, and the facility's traffic volume.

Continuous Education and Recertification

Recurrent Training: ATC is a field where continuous learning is necessary due to changes in procedures, technology, and regulations. Controllers undergo regular training sessions to keep their skills sharp and stay updated.

Recertification: Controllers must periodically demonstrate they can still perform their duties to standard, often through observed operations or exams.

Challenges

High Attrition: The training process is known for its high dropout rate due to the intensity of the workload, the need for quick decision-making, and the ability to manage stress.

Complexity: The complexity of modern air traffic systems, with integrated technology like radar, satellite navigation, and communication tools, adds layers to the learning curve.

Adaptation: Controllers need to adapt to new procedures, software updates, and evolving safety protocols.

Qualifications and Skills

Education: A college degree or equivalent experience is typically required, with a preference for degrees in aviation, engineering, or related fields.

Aptitude Tests: Passing the FAA's Air Traffic Skills Assessment (ATSA) is mandatory for entry into the training program.

Key Skills: Excellent memory, multitasking, decision-making, stress management, communication, and a strong spatial awareness are vital.

ATC training is a testament to the commitment to safety in aviation, ensuring that only those who can handle the immense responsibility of controlling air traffic are certified. The process is designed to be exhaustive to match the critical nature of the job.