Lockheed Martin Ends DEI Policies, Embraces Meritocracy
Submitted by MAGA
Posted 5 hours ago
Lockheed Martin's recent decision to phase out its divisive Diversity, Equity, and Inclusion (DEI) policies marks a significant shift towards a more merit-based corporate culture, aligning with the principles championed by conservative values.
After facing scrutiny from shareholders and the public regarding potential anti-Christian double standards, the major defense contractor announced that it would eliminate employee resource groups that segmented workers along racial, LGBTQ+, and activist lines.
This move comes in the wake of President Donald Trump's Executive Order 14173, which advocates for compliance with federal civil rights laws by discouraging practices that could be construed as discriminatory based on race, color, religion, sex, and national origin.
Lockheed Martin's response to the executive order reflects a commitment to meritocracy over identity politics.
CEO Jim Taiclet explained how the company will dismantle its previous DEI frameworks, stating, "After careful review, we have decided to permanently sunset our Business Resource Groups and Employee Networks organized around demographics, identities, or advocacy."
This decisive action has been welcomed by stakeholders who believe that the corporate focus should remain on performance and excellence rather than divisive identity politics.
Jerry Bowyer, an investment manager representing Lockheed Martin shareholders, lauded the company’s decision as beneficial for business, emphasizing the importance of a politically neutral workplace.
He remarked, "You come to work to work. You don’t come to work to say, ‘Here’s who I have sex with.’”
Such comments highlight a growing frustration among many conservatives who seek a return to traditional business practices free from politically charged agendas.
In addition to aligning with Trump's policies, this shift at Lockheed Martin could set a precedent for other corporations, encouraging them to reconsider similar DEI initiatives that may lack a basis in merit-based practices.
Marching forward in support of this new direction, the corporate environment may evolve to ensure that the best talent is recognized and rewarded fairly, without the bias of identity politics influencing hiring and promotional practices.
This transformation reinforces a belief held by many conservatives—that a focus on performance and core values leads to a stronger and more cohesive business culture.
Lockheed Martin’s initiative could pave the way for other corporations to reevaluate their DEI strategies.
The hope is to embrace a more inclusive environment based on employee achievements rather than personal characteristics.
As more organizations adopt similar policies, the legacy of President Trump’s push for meritocracy may continue to shape the business landscape for years to come.
Sources:
scientificamerican.com
dailysignal.com
slaynews.com
After facing scrutiny from shareholders and the public regarding potential anti-Christian double standards, the major defense contractor announced that it would eliminate employee resource groups that segmented workers along racial, LGBTQ+, and activist lines.
This move comes in the wake of President Donald Trump's Executive Order 14173, which advocates for compliance with federal civil rights laws by discouraging practices that could be construed as discriminatory based on race, color, religion, sex, and national origin.
Lockheed Martin's response to the executive order reflects a commitment to meritocracy over identity politics.
CEO Jim Taiclet explained how the company will dismantle its previous DEI frameworks, stating, "After careful review, we have decided to permanently sunset our Business Resource Groups and Employee Networks organized around demographics, identities, or advocacy."
This decisive action has been welcomed by stakeholders who believe that the corporate focus should remain on performance and excellence rather than divisive identity politics.
Jerry Bowyer, an investment manager representing Lockheed Martin shareholders, lauded the company’s decision as beneficial for business, emphasizing the importance of a politically neutral workplace.
He remarked, "You come to work to work. You don’t come to work to say, ‘Here’s who I have sex with.’”
Such comments highlight a growing frustration among many conservatives who seek a return to traditional business practices free from politically charged agendas.
In addition to aligning with Trump's policies, this shift at Lockheed Martin could set a precedent for other corporations, encouraging them to reconsider similar DEI initiatives that may lack a basis in merit-based practices.
Marching forward in support of this new direction, the corporate environment may evolve to ensure that the best talent is recognized and rewarded fairly, without the bias of identity politics influencing hiring and promotional practices.
This transformation reinforces a belief held by many conservatives—that a focus on performance and core values leads to a stronger and more cohesive business culture.
Lockheed Martin’s initiative could pave the way for other corporations to reevaluate their DEI strategies.
The hope is to embrace a more inclusive environment based on employee achievements rather than personal characteristics.
As more organizations adopt similar policies, the legacy of President Trump’s push for meritocracy may continue to shape the business landscape for years to come.
Sources:
scientificamerican.com
dailysignal.com
slaynews.com
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