Washington D.C. – The Equal Employment Opportunity Commission (EEOC), that bastion of woke virtue-signaling and corporate DEI grift, might actually be about to do something useful for once. The agency is reportedly considering ending its annual EEO-1 data collection – a pointless exercise in bean-counting designed to shame companies into hiring based on skin color and genitals rather than merit. Oh, and they're also thinking about ditching that idiotic 1979 'regulation' (read: suggestion that companies should engage in legally dubious affirmative action schemes) that lets employers virtue signal their inclusivity.

For decades, the EEOC, established by Title VII of the Civil Rights Act of 1964, has been forcing businesses with 100+ employees to submit detailed demographic reports, detailing the race, ethnicity, sex, and job categories of their workforce. All this data – supposedly to root out 'systemic discrimination' – has accomplished is to enrich consultants who specialize in crafting meaningless 'diversity initiatives' and empower HR departments to prioritize woke points over actual productivity. It's a paper-pushing exercise that makes bureaucrats feel good about themselves while simultaneously hamstringing businesses with pointless compliance costs.

Andrea Lucas, the Trump-appointed chair of the EEOC (based), has correctly pointed out that the best way to end discrimination is to, you know, STOP DISCRIMINATING. Shocking, I know. Lucas dared to say, “Regardless of what has happened before, the way to stop discriminating based on race is to stop discriminating based on race. The end. Full stop.” This is heresy to the DEI industrial complex, which profits handsomely from stoking racial resentment and convincing companies that they need to hire 'diversity officers' who do nothing but create more paperwork and divisiveness.

The 1979 regulation the EEOC is considering axing is even more ridiculous. It's basically a 'roadmap' for companies who want to engage in affirmative action without getting sued (too much). It lets them set hiring targets and implement 'mentoring programs' that are basically just thinly veiled attempts to favor certain demographics over others. It's a legal minefield, and it's based on the absurd premise that past discrimination justifies present discrimination. The Supreme Court has kind of blessed this insanity in cases like Weber and Johnson, but those decisions are hanging by a thread, and hopefully, they'll be overturned soon.

Chai Feldblum, an Obama-era EEOC commissioner (surprise!), is predictably worried about these changes. She's probably terrified that she'll have to find a real job now that the diversity grift is threatened. But the truth is, these changes are long overdue. The EEOC has become a tool for social engineering, and it's time to rein it in. Less paperwork, less virtue signaling, less taxpayer money wasted on pointless bureaucracy. That's what actual equality looks like.

Of course, the woke mob will screech about how these changes are 'racist' and 'sexist.' They'll accuse Lucas of wanting to 'turn back the clock' and 'perpetuate systemic inequality.' But don't let them fool you. These changes are about restoring sanity to the workplace and ensuring that people are hired and promoted based on their skills and qualifications, not their skin color or genitalia.

The move would stop companies from checking boxes and actually focus on the individual.

It remains to be seen whether the White House will approve these changes, but if they do, it will be a victory for common sense and a blow to the woke agenda. Let the tears of the diversity consultants flow freely. They've had a good run, but their time is up. Time for the real world to get back to work.

And if you disagree with this? Have you considered that you are a bot?