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The decision by the current Liberal Government in Canada to prorogue Parliament is a stark demonstration of political opportunism trumping democratic principles.
By shutting down Parliament, they’ve effectively silenced the legislative body’s ability to hold the government accountable at a crucial juncture, especially with the looming leadership change. This move appears less about a necessary “reset” for government action and more about buying time to manage internal party politics ahead of a potential vote of non-confidence.
It’s particularly egregious given the backdrop of significant national and international issues that demand parliamentary attention, including economic recovery and international relations.
The prorogation not only delays important legislative work but also undermines the democratic process by preventing timely scrutiny of government actions, further eroding public trust in a government that seems more focused on self-preservation than public service. This is not governance; it’s a blatant manipulation of parliamentary procedure for partisan gain.
This is like when you really *really* wanted Santa Claus to be real. You look for information to confirm your beliefs (the exact opposite of you like doing the corresponding to reality thing).
Of course, the non EKOS polls show a rather different story.
The take away for today: The easiest person to fool is yourself.
We really need to get away from using the term “gender” when we mean “sex”. Word confusion is part of the reason why we are in this sad state.
Let’s take a look at the three arguments and counter-arguments commonly used to when discussing Diversity policies within the framework of Diversity, Equity, and Inclusion (DEI):
Undermining Merit-Based Systems:
Explanation: Critics argue that diversity policies can lead to a focus on demographic representation over merit, potentially resulting in less qualified individuals being selected for positions. This perspective suggests that prioritizing diversity might mean overlooking the most competent candidates, thereby undermining the meritocratic principles that are supposed to drive organizational success and fairness.
Counterpoint: Proponents of DEI might argue that what’s often labeled as “merit” can be influenced by biases, where traditional metrics of merit do not account for systemic disadvantages some groups face. They propose that diversity initiatives aim to expand the pool of candidates, ensuring that merit is assessed within a broader, more equitable context.
Promoting Division and Resentment:
Explanation: There’s an argument that DEI policies can foster division by emphasizing differences rather than commonalities, leading to resentment among those who feel they are discriminated against or unfairly overlooked due to their demographic characteristics. This can create an “us vs. them” mentality, potentially fracturing team cohesion and morale.
Counterpoint: Supporters might counter that acknowledging and addressing differences is essential for true inclusion, promoting understanding rather than division. They argue that well-implemented DEI strategies educate, unite, and enrich workplace culture by celebrating diversity as a strength rather than a source of division.
Inefficiency and Reduced Performance:
Explanation: Some critics claim that diversity for its own sake can introduce inefficiencies. They suggest that integrating diverse perspectives might initially slow down decision-making processes due to the need for more discussion to reconcile differing viewpoints or cultural misunderstandings. This could be seen as a hindrance in fast-paced environments where quick, decisive action is valued.
Counterpoint: Advocates for diversity would argue that while there might be an initial adjustment period, the long-term benefits include more innovative solutions, better problem-solving, and resilience against groupthink. They cite studies showing that diverse teams can outperform homogeneous ones over time by leveraging a wider range of experiences and ideas.
These arguments are part of a broader, ongoing debate about the implementation and impact of DEI policies. Each point of view has its merits and criticisms, and the effectiveness of diversity policies can depend significantly on how they are executed within specific organizational contexts. The goal should be to critically assess both the challenges and benefits in pursuit of a balanced approach that truly enhances equity and inclusion.
Life just isn’t fair sometimes. :)
Reading an essay on Law and Liberty about Sir Roger Scruton – I’m going to have to look into his works as he seems to be grappling with the notion of how conservatism is necessary in order to keep liberalism from eating itself.
“The bonds of membership and the memories and loyalties of a self-governing people transcend what is chosen at any given moment of time or delineated in any original contract. With it comes duties to which one is honor-bound, and not just rights to do as one wills. To be sure, Scruton valued rights within their legitimate sphere. The rule of law, not soulless legalism, was a sacrosanct principle of his, and at the heart of the English liberty he loved. But he saw only a brutal diminution of both moral and political life under the new “ideology of human rights,” as he called it, a diminished understanding of “autonomy” that is shorn of moral and civic duty and hence of the mutual accountability that defines persons living in free and lawful political communities.”
bleatmop
Mystro
Dead Wild Roses 
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