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United Airlines puts serious effort into championing Diversity, Equity and Inclusion (DEI) for its pilots, but does it come at the expense of other important factors, like safety?
Passengers who depend upon the competence of the airline’s pilots to safely get them to their destinations may be less concerned with whether the appropriate DEI box has been checked regarding race or gender.
CEO Scott Kirby says he takes these factors into account when hiring and has lamented that there are too many white males in the airline industry.
Kirby told Axios that United Airlines has committed to having 50% of their pilots be women or people of color.
The United Airlines CEO boasted that, at 19%, United already had the highest percentage of women or people of color than any other airline.
But the wokeness doesn’t stop there. The head of the newly formed DEI Committee at United is a trans-identifying male named Maya Tallman.
Tallman explained to United employees in an email that the program would go by DEIB rather than DEI because the “‘B in DEIB stands for belonging.”
Kirby himself is also a drag performer and has been seen in drag and has sponsored drag shows.
This is Scott Kirby, the CEO of @united. He likes to dress up in drag. United hired a drag queen to be their CEO and now United has turned their focus to incorporating drag into their business and sponsoring drag shows. https://t.co/Hhzd5o6SyN pic.twitter.com/9tqkjTfVvs
— Libs of TikTok (@libsoftiktok) January 15, 2024
United isn’t the only airline-related business to embrace corporate wokeness.
Boeing’s filings with the SEC show that the airplane manufacturer, starting in 2022, began rewarding CEOs and executives with bonuses if they hit DEI targets in hiring.
Do you want to fly in an airplane where they prioritized DEI hiring over your safety? That is actually happening. https://t.co/FcTyzZD0uW
— Elon Musk (@elonmusk) January 10, 2024
While a diverse and inclusive workforce may be a desirable thing, it should not come at the expense of the safety of airline customers.
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