Christopher Rufo, at City Journal, interviews an anonymous Boeing executive, who explains what went wrong at one of America’s greatest companies.

So, right now, we have an executive council running the company that is all outsiders. The current CEO is a General Electric guy, as is the CFO whom he brought in. And we have a completely new HR leader, with no background at Boeing. The head of our commercial-airplanes unit in Seattle, who was fired last week, was one of the last engineers in the executive council.

The headquarters in Arlington is empty. Nobody lives there. It is an empty executive suite. The CEO lives in New Hampshire. The CFO lives in Connecticut. The head of HR lives in Orlando. We just instituted a policy that everyone has to come into work five days a week—except the executive council, which can use the private jets to travel to meetings. And that is the story: it is a company that is under caretakers. It is not under owners. And it is not under people who love airplanes. …

tatus games rule every boardroom in the country. The DEI narrative is a very real thing, and, at Boeing, DEI got tied to the status game. It is the thing you embrace if you want to get ahead. It became a means to power.

DEI is the drop you put in the bucket, and the whole bucket changes. It is anti-excellence, because it is ill-defined, but it became part of the culture and was tied to compensation. Every HR email is: “Inclusion makes us better.” This kind of politicization of HR is a real problem in all companies.

If you look at the bumper stickers at the factories in Renton or Everett, it’s a lot of conservative people who like building things—and conservative people do not like politics at work. …

Boeing is just a symptom of a much bigger problem: the failure of our elites. The purpose of the company is now “broad stakeholder value,” including DEI and ESG. This was then embraced as a means to power, which further separated the workforce from the company. And it is ripping our society apart.

Boeing is the most visible example because every problem—like, say, a bolt that falls off—gets amplified. But this is happening everywhere around us, and it is going to have a huge effect. DEI and ESG became a way to stop talking honestly to employees.

We need to tear off the veil of all this coded language that is being used everywhere, and our elites need to recover some sense of service to people. They think they have it already because they are reciting these shibboleths of moral virtue: “I am serving because I am repeating what everyone else is saying about DEI.” It’s a form of cheap self-love that is being embraced by leaders. If you pay the tax to the DEI gods or the ESG gods and use coded language with your workforce, it absolves you of the hard work of really leading.

No. Service means you are spending the extra time to understand what’s really happening in the factory and in your supply chain. There should be some honor in understanding that we inherited something beautiful and good and worth loving.

RTWT

Typical propaganda.

Samwise Gamgee attends an engineering department lecture at Boeing and finds the boasting louder about the levels of political correctness they’ve achieved than about their technical accomplishments.

I ventured over to the school of engineering today to hear a lecture from Boeing’s Chief Technological Officer. Being in a “social science,” I was looking forward to some good old fashioned capitalist talk. You know, men who wear ties and not track pants, free bottled water, profits, markets, calculus, etc?

The talk was impressive in a sense. The CTO highlighted Boeing’s technological successes by showing us videos of the materials testing they had to endure to satisfy the FAA. They basically would bend the wings of a 787 about 25 feet from the tip on each side, making the plane virtually U shaped. They would land 787’s all around the world, in freezing cold, in 35-50 mph crosswinds, loaded down with a million pounds of steel. The tests were impressive enough to earn a spontaneous round of applause from the audience of mostly engineers and faculty. Plus, you have to admit, humans went from not being able to fly in 1903 to a jet engine by the 1930’s. That’s an extraordinary rate of growth!

But then came the truly impressive portion of the talk; environmental progressivism and diversity! According to the CTO, the “most important”… let me say that again … the MOST IMPORTANT objective technologically for Boeing is environmentally progressive operations. Large portions of research dollars are devoted to bio fuels that are never to be made using drinkable water or food sources. At this point, students began to look around and some rolled their eyes. Some fat bearded grad student laughed… I won’t say who. Words like “footprint,” “carbon reduction” and “community” were used.

Finally, the whole talk was capped off by something that looked like a University of Iowa brochure that had been shoddily photo shopped. A video was shown that included a virtual ethnic tapestry of diversity; people from all races laughing, pointing at diagrams and whatnot. I looked around the room and wondered if all the nerdy Asian and white guys jived with the whole “diversity” portion of the technological presentation.

Why is it that every company feels the need to pay lip service to climate change and diversity? I wanted to ask the fella, “did someone from the government make you say these things?” Was he jumping through hoops to keep various tax incentives or to keep the FAA and other regulatory agencies happy?

Michael Barone cites 1,372 waivers from Obamacare, the NLRB’s intervention to prevent Boeing building an assembly plant in South Carolina, and an innovative attempt by the IRS to apply gift taxes to certain 501(c)(4) organizations guilty of supporting Republican candidates.

Punishing enemies and rewarding friends — politics Chicago style — seems to be the unifying principle that helps explain the Obamacare waivers, the NLRB action against Boeing and the IRS’ gift-tax assault on 501(c)(4) donors.

They look like examples of crony capitalism, bailout favoritism and gangster government.

One thing they don’t look like is the rule of law.

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Warner Todd Huston finds the same “Chicago Way” of doing things applies also to White House press pool access.

The Boston Herald recently found itself excluded from the press pool covering presidential visits. The Herald angrily reported finding out the reason for the ban.

The White House Press Office yesterday refused to address its policy on choosing local reporters for pool coverage, after the Herald was denied full access to the president’s Boston visit this week in part because the administration didn’t like the newspaper’s coverage. A press staffer’s e-mails cited a Mitt Romney op-ed that ran March 8 on the front page, challenging Obama’s policies the same day the president came to town for a fund-raiser.

Hat tip to Theo.