Social Engineering and Obama's Diversity Brown Shirts

If you're a white male looking to advance your career or make more money for your family, it may have just gotten harder. Claiming women aren't getting paid enough, the Obama Administration PC Police want to make it easier to accuse employers of gender discrimination and hit them with class-action lawsuits. 

New regulations proposed last week will require all employers with 100 or more workers to report how much their workforce is paid, broken down by race and gender. The rule slated to go into effect in September 2017 will cause headaches for employers and anyone, man or woman, who works hard and expects to get ahead based on merit. The winners are leftist social engineers within the government, class-action lawyers and the Democrat Party, which is playing up the gender "wage gap" during this election year.

Never mind this gap is largely fiction, or that government social engineers are foisting their cookie-cutter vision of a politically correct workplace on employers, denying them freedom to hire and promote based on merit.  Race and gender discrimination is already against the law. As it should be. But seniority, education and merit often explain salary differences. That won't be good enough in the future. Employers will have to change their policies to avoid these differences, for example, not preferring the job applicant who has a college degree to the applicant who doesn't, unless the job can be shown to require college skills. The burden is on employers. It's assumed they are discriminating, and they have to prove they're not.

Jenny Yang, chairwoman of Obama's State Bureau of Statistical Truth and Fairness Equal Employment Opportunity Commission, defends the massive fishing expedition, saying:

"....pay discrimination goes undetected because of a lack of accurate information about what people are paid."

The only reason the federal government needs to know what anyone pays or makes is for taxation purposes. And of course, all this information can also be used to further break down a proper balance of racial mix for employees. 

Your employer will have to lump workers into 12 salary bands. If you're a white male up for a raise, but the band above yours already includes too many white males, tough luck. Your boss will be pressured to give the raise to a woman or minority to avoid triggering EEOC scrutiny.  This data collection is a godsend for EEOC regulators looking for targets, and it hands class action lawyers the statistics they need on a silver platter.