Technicalities of Defense: A National Security Risk
Posted On March 6, 2020
This article contains commentary which reflects the author's opinion
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OFCCP’s Case Against Tech Companies Could Endanger Us
Racial and sexual equality are two of the hallmarks of modern Conservatism in the United States. Regardless of race, sex, or creed, the United States welcomes all people who enter our country legally and who are willing to contribute to make our society a better place. Another of the core concepts of modern Conservatism is the need for a strong military to ensure our nation remains secure from all existential threats. However, we are seeing a conflict arise as an overly ambitious Department of Labor (DOL) is putting our national security at risk with a series of workplace discrimination cases.
The Progressive Promotion Dilemma
Last December, NRN’s own Dr. Christopher Smithmyer wrote an expose on how poor judgement in the Office of Federal Contract Compliance Programs (OFCCP) has led to a series of cases against tech companies that are trying to be as progressive as possible in bringing forth racial and sexual equality. The basic issue behind the case is, while there is not enough skilled labor in the tech sector to meet all the needs of government contractors based on race or sex, the OFCCP is still trying to force government contractors to hire based on demographic information rather than skill. This is leading companies to have to make the hard choice as to whether they should hire the best worker or hire the “right” worker.
Massive moral problems are being caused by this practice. For example, massive numbers of dissatisfied workers feel they were and are being passed over for promotion because of the new policies. Another possible reason is they were “promoted” into a position they feel they were not qualified for because of their race or sex. As a result, we are finding smaller tech companies steering away from government contracts. As this phenomenon matures, we are seeing fewer companies compete for vital national security contacts. The companies that do compete are hamstrung by their forced compliance with the poorly thought out theory to promote people based on demographic information rather than their level of skill in contravention to the promises of individual equality before the law.
Talent Should Trump Quotas
We need to ensure that the best and most talented people in our country are part of government contracts as we move into the new era where cybersecurity is just as important as physical security. This should be done in accordance with the spirit and intent of the Equal Protection Clause and without regard to immutable characteristics like race or sex and resultant discriminatory “quotas” set by the Department of Labor (DOL). Some of the most highly skilled people in the tech industry are female or minority, but there are simply not enough of them in the field to fill the demand for highly skilled people who can have a security clearance. Consequently, the DOL needs to take this into consideration. Companies, like Oracle are doing their best to hire in accordance with the OFCCP’s race and sex quotas, but when the bodies are not there then they simply are not there. We cannot allow an unrealistic social-engineering crusade to hamper the digital security of the United States of America.
The reality of forced equal outcomes and “demographic mirrors” directed by the bureaucratic state has become our bane
The OFCCP assumes a problem in this area exists from a purely demographic standpoint regardless of the negative implications to individuals’ equal protection under the law. That is, strictly qualifying demographics over qualifications contradicts the spirit of the Equal Protection Clause and dangerously erodes American cyber-security. Most Americans assume that equal protection and opportunity are our law. The reality of forced equal outcomes and “demographic mirrors” directed by the bureaucratic state has become our bane. Presently, companies are being punished for not meeting unrealistic goals, individualism is being destroyed by identity-politics, and the intent of the Equal Protection Clause is being nullified.
A Truly Solvable Problem
A lack of minorities and women in the tech sector is a solvable issue. The solution, however, is not to cripple national defense and make a farce of equal protection. The solution is to disregard class distinctions and demographic mirroring while focusing on individual merit. That is, we shouldn’t pool resources favoring specific classes at the expense of other classes. Nor should employers discriminatorily pick winners based on liberal mantras and their desired outcomes based on group identity. If equal protection and opportunity are our benchmarks then Conservatives should help every school expose its students to technology and train the most capable students to enter into these high demand fields based on their individual ability rather than their immutable characteristics. We will see a more fair, efficient, and secure digital future within the United States without sacrificing our principles championing equity and individualism if a policy like this is followed.
Thomas Brister, Jr. is a writer for NRN and a small businessman with degrees in law, history, political science, and international studies. He is a conservative advocate for family and nation.