Joe Doakes from Como Park emails:

The latest Minnesota State Bar Association magazine arrived, celebrating their commitment to diversity.  You might have thought a trade association would be committed to helping its members be better at their jobs but no, they’re committed to bringing in more women, people of color and people of indeterminate gender orientation.  It’s one of their core values.

So lemme ask you this:  if the Plaintiff is represented by a White Male lawyer and the Defendant is represented by a Black Female Lesbian lawyer, who wins?

 If the answer is “The race, gender and sexual orientation of the lawyer doesn’t matter, what matters is the law and the facts,” then the MSBA’s core value is misguided.  Bringing in more people on the basis of things that don’t matter . . . doesn’t matter.  That’s an idiotic thing to make a core value.

 Unless the objective of being a lawyer is not what I thought it was?  Perhaps they were serious in Diversity Class when they explained that diversity is important so that I can accept and understand the viewpoint of the client, a person who probably is not from the same background and class as I am.  Because by understanding them and feeling their pain and being their pal, I will better relate to what they need and want.  Actually winning the case for them is not an issue; being sensitive to their demands is what matters. 

 I wonder if I get a participation trophy for that?

 Joe Doakes

Who says mental illness isn’t contagrius?

10 thoughts on “Cored

  1. Diversity, of and by itself, is not a virtue.

    Diversity is what happens when you leave your house and enter the world. Some of the people outside your door are nice, productive, well-meaning people. Others are buttholes.

    Their color matters naught.

  2. I am watching the coverage of Ilhan Omar. I don’t get the big deal. She hasn’t accomplished anything. She just has 3 checkboxes (Woman, Muslim, Somalian). And she got elected in Minneapolis. I’d be more impressed if she came out of a swing or conservative district and the people voted for her because they thought she was the most qualified to represent them.

  3. I see a large number of liberal law professors have come out against Sessions for AG. One of the big reasons? Sessions is in favor of working to secure our borders. At what year did Big Lawyer decide that we need to have open borders? Do any other nations in the world have open borders?

  4. “I am watching the coverage of Ilhan Omar. I don’t get the big deal. She hasn’t accomplished anything.”
    Phyllis Kahn, the rep she replaced, was there since the 1st Minnesota held Little Round Top from the Democrats, er, Confederates. Give her some time.

  5. I hear what you’re saying stink. As conservatives we inherently judge people on behaviors, not skin color or gender. But that isn’t the reality of life in 21st century America.

    In 21st century America, skin color and gender are all that matters to huge swaths of the left. Worse, their focus has turned away from empowerment of brown red and yellow people to the genocidal destruction of white people; that’s you and me.

    I’m not OK with that.

    So if black moochers, Latino border jumpers and self loathing, white reprobate leftists want to make race an issue, I say; bring it on, baby.

    White people are the engine pulling the American train. 90% of what makes this country great came from lilly white hands; no boast, just the facts.

    Duskier hued people are not a threat to my life or liberty, but they’re cramping my pursuit of happiness because I’m so busy supporting so many of them at every turn.

    They’re not even smart enough to see the post mark on their care packages say “Whiteyville”, the computers they use to spread racist hate were invented by, yup, them cracka’s they be hating. The cars they drive, the 22″ chrome wheels they ride on and the fuel they burn came from, wait for it, the white devil!

    There may come a time when we can truly ignore race and gender, but it’s not today.

  6. How about more diversity in pro sports? NFL and NBA teams should reflect the ethnic percentage of the US. Let’s throw in NHL as well. Are we a happy country now?

  7. We really need to look at the gender imbalance in public education instructors and also the HR departments of big corporations.

  8. Swift: Doing the right thing requires a lifetime of doing the wrong thing for many people. They see the world as wrong, except for the slice of humanity they happen to occupy.

    The good news is these people tend to get killed or end up in jail without any further prompting from us.

  9. Emery Incognito on January 4, 2017 at 5:56 pm said:
    Are our rights not assigned to individuals, rather than members of groups?

    Nope. Not anymore, if they ever were.
    Corporations and the government explicitly try to recruit employees from special groups, even though this is illegal. All the jobs at the Equal Opportunity Commission are advertised with the post script “Women and minorities are encourages to apply.”

    You should be aware that the EEOC does not generally assess the legality of particular employment practices outside the context of specific charges of discrimination. This is because the appropriate resolution of discrimination charges involves an analysis of facts that differ from case to case. We can, however, provide you with the following general guidance on applicable principles.

    You first ask whether it is legal for an employer to use phrases in job advertisements such as “women or minorities are encouraged to apply.” To develop an applicant pool that reflects the demographics of the qualified labor force, it may be necessary to encourage members of underrepresented groups to apply. We know of no case in which an employer has been held liable for using such language in their job advertisements. As one court observed, “[a]n employer’s affirmative efforts to recruit minority and female applicants [do] not constitute discrimination. An inclusive recruitment effort enables employers to generate the largest pool of qualified applicants and helps to ensure that minorities and women are not discriminatorily excluded from employment. This not only allows employers to obtain the best possible employees, but it is an excellent way to avoid lawsuits.” Duffy v. Wolle, 123 F.3d 1026, 1038-39 (8th Cir. 1997).

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