Vivek Ramaswamy

to say that they need to strive for specific forms of racial, gender, and sexual orientation diversity. And it's not just the D, it's the equity in ensuring that you have equal outcomes as measured by certain group quota targets or group representation targets that they would meet in their ranks.

to say that they need to strive for specific forms of racial, gender, and sexual orientation diversity. And it's not just the D, it's the equity in ensuring that you have equal outcomes as measured by certain group quota targets or group representation targets that they would meet in their ranks.

to say that they need to strive for specific forms of racial, gender, and sexual orientation diversity. And it's not just the D, it's the equity in ensuring that you have equal outcomes as measured by certain group quota targets or group representation targets that they would meet in their ranks.

The problem with the DEI agenda is in the name of diversity, it actually has been a vehicle for sacrificing true diversity of thought. So the way the argument goes is this, is that we have to create an environment that is receptive to minorities and minority views.

The problem with the DEI agenda is in the name of diversity, it actually has been a vehicle for sacrificing true diversity of thought. So the way the argument goes is this, is that we have to create an environment that is receptive to minorities and minority views.

The problem with the DEI agenda is in the name of diversity, it actually has been a vehicle for sacrificing true diversity of thought. So the way the argument goes is this, is that we have to create an environment that is receptive to minorities and minority views.

But if certain opinions are themselves deemed to be hostile to those minorities, then you have to exclude those opinions in the name of the capital D diversity. But that means that you're necessarily sacrificing actual diversity of thought. I can give you a very specific example.

But if certain opinions are themselves deemed to be hostile to those minorities, then you have to exclude those opinions in the name of the capital D diversity. But that means that you're necessarily sacrificing actual diversity of thought. I can give you a very specific example.

But if certain opinions are themselves deemed to be hostile to those minorities, then you have to exclude those opinions in the name of the capital D diversity. But that means that you're necessarily sacrificing actual diversity of thought. I can give you a very specific example.

That might sound like, okay, well, is it such a bad thing if an organization doesn't want to exclude people who are saying racist things on a given day? We could debate that. But let's get to the tangible world of how that actually plays out. I, for my part, have not really heard in ordinary America people uttering racial epithets if you're going to a restaurant or in the grocery store.

That might sound like, okay, well, is it such a bad thing if an organization doesn't want to exclude people who are saying racist things on a given day? We could debate that. But let's get to the tangible world of how that actually plays out. I, for my part, have not really heard in ordinary America people uttering racial epithets if you're going to a restaurant or in the grocery store.

That might sound like, okay, well, is it such a bad thing if an organization doesn't want to exclude people who are saying racist things on a given day? We could debate that. But let's get to the tangible world of how that actually plays out. I, for my part, have not really heard in ordinary America people uttering racial epithets if you're going to a restaurant or in the grocery store.

It's not something I've encountered, certainly not in the workplace. But that's a theoretical case. Let's talk about the real world case of how this plays out. There was an instance, it was a case that presented itself before the Equal Employment Opportunity Commission, the EEOC, one of the government enforcers of the DEI agenda.

It's not something I've encountered, certainly not in the workplace. But that's a theoretical case. Let's talk about the real world case of how this plays out. There was an instance, it was a case that presented itself before the Equal Employment Opportunity Commission, the EEOC, one of the government enforcers of the DEI agenda.

It's not something I've encountered, certainly not in the workplace. But that's a theoretical case. Let's talk about the real world case of how this plays out. There was an instance, it was a case that presented itself before the Equal Employment Opportunity Commission, the EEOC, one of the government enforcers of the DEI agenda.

And there was a case of a woman who wore a red sweater on Fridays in celebration of veterans and those who had served the military and invited others in the workplace to do the same thing. And they had a kind of affinity group. You could call it that a veteran type affinity group appreciating those who had served. Her son had served as well.

And there was a case of a woman who wore a red sweater on Fridays in celebration of veterans and those who had served the military and invited others in the workplace to do the same thing. And they had a kind of affinity group. You could call it that a veteran type affinity group appreciating those who had served. Her son had served as well.

And there was a case of a woman who wore a red sweater on Fridays in celebration of veterans and those who had served the military and invited others in the workplace to do the same thing. And they had a kind of affinity group. You could call it that a veteran type affinity group appreciating those who had served. Her son had served as well.

There was a minority employee at that business who said that he found that to be a microaggression. So the employer asked her to stop wearing said clothes to the office. Well, she still felt like she wanted to celebrate. I think it was Friday was the day of the week where they did it. She still wore the red sweater. She didn't wear it, but she would hang it on the back of her seat, right?

There was a minority employee at that business who said that he found that to be a microaggression. So the employer asked her to stop wearing said clothes to the office. Well, she still felt like she wanted to celebrate. I think it was Friday was the day of the week where they did it. She still wore the red sweater. She didn't wear it, but she would hang it on the back of her seat, right?