Before I left my first sales job, I had worked five years for a national manufacturing company which spent a lot of time making the case that, even though ours was a “draw-against-commission” job (straight commission with a regular check, in other words), we had the security of management and big business backing us up and that life on the outside competing as a “trunk-slammer” who represented a variety of manufacturers and importers was an extremely high-risk proposition.
The manager who hired me left the company during my fourth year to go work for an importer that competed with my manufacturing company employer. A few months into his new job he called me…
John, you gotta get outta there. There are too many stupid people out here making too much money trying to do what you have already been trained to do. Make the jump, you’ll be fine.
He sent me information and I started researching the contract I was under. This process went on for several months. I started making plans and connections. Then I got another call from Bob,
John, have you left yet?
No, but I have one foot out the door.
Well, never mind. Don’t go. I’m back!
He had been hired back as upper-level management. I did resign and was one of the very few who did so to start working independently in the same business, who did NOT get challenged on the contract — and my theory as to why — is that Bob, did not want to have to answer in court that he was, in fact, the one who told me to leave and advised me to do exactly what I did. I’m glad they hired him back.
My wife and I ate beans and cornbread for a few months, but we got our business up and running and never looked back.
As I made the rounds to some of my former customers to tell them that I was still in business, but would be operating under another name, George, an Assistant Middle School Principal and Athletic Director started asking me a lot of questions and expressed an interest in coming to work for me in my new business.
But George, you have tenure, a Masters Degree and a Principal’s License. I can’t pay you anything until you sell something. Take a couple weeks to think about it.
A few weeks later I called George,
Just checking in to answer questions and see what I can do to help reduce your stress as you consider your options.
I’m not under stress anymore. I just resigned.
I know it took him a couple years to match the income he walked away from, but I underestimated the thrill of helping get an operation off the ground. George was a faithful and successful sales rep for me for twenty years until his retirement a few years ago.
Civil Rights ===> Affirmative Action ===> DEI vs Meritocracy
There were injustices, such as Segregation among other things, that needed to change. The Civil Rights movement introduced well-meaning programs and policies such as Affirmative Action (AA), which was to help minorities, females, the disabled and others.
All positive.
Bussing for School Integration was also a good thing in many respects. For equality at the college level, Quotas became popular. According to the US Department of Labor, AA was mostly about numbers. Now mostly ended, the Supreme Court struck down AA as a tool for college admissions because, among other things, AA was discriminating against qualified whites and Asians (mostly) to satisfy quotas without regard to merit.
The current emphasis pits DEI (Diversity, Equity and Inclusion) against merit-based Meritocracy.
Diversity: The presence and participation of individuals with varying backgrounds and perspectives, including those who have been traditionally underrepresented
Gender
Race
Age
Sexual orientation
Equity: Equal access to opportunities and fair, just, and impartial treatment
Equal opportunities
Fair compensation
Balanced training and educational opportunities
Inclusion: A sense of belonging in an environment where all feel welcomed, accepted, and respected
The opposite of DEI seems to be Meritocracy (is that like Aristocracy??). The Cambridge Dictionary defines Meritocracy as
“DEI is a gun pointed directly at the heart of the meritocracy”.
DEI (Diversity, Equity, and Inclusion) sounds great. Diversity IS a good thing. Equity (feeling of belonging) IS a good thing. And, of course, we want Inclusion vs Exclusion. All components of DEI sound (and are) good, until they are used to inflict the bias they are supposed to end.
I am completely in favor of meritocracy, i.e. “merit” based vs anything else; race, gender, ethnicity, financial….).
My mother, a polio survivor raising 5 kids as a single mom and no car, never utilized government assistance based on her handicap or income. She did use a ‘handicapped’ placard in her car. Her graduating class voted her “most athletic” because she did not let her handicap hold her back. I learned from my mama.
My band director pulled me aside freshman year when he understood I wanted to be a band director. His advice went something like this,
“If you want to be a band director, you’re going to have to go to college. You’re intelligent, but you’re not going to get academic scholarships. You’re not athletic. You ARE decent on that clarinet…. so I want to tell you that your best chance of getting to college to become a band director will be to use these next four years to become good enough on that clarinet that colleges will pay you to come.”
I did. They did. That was meritocracy.
When I needed a new clarinet, my Dad said, “You raise the first 50% of the cost of that new clarinet, and I’ll pay the rest.” I don’t consider that welfare. It was assistance, but the goal required work and commitment. The music store would not give me that clarinet so I could experience equity and inclusion.
My high school clarinet teacher, who I couldn’t afford, made a deal with me that allowed me to do yard work for him in return for lessons. He said he would provide me those 1-1 clarinet lessons….
“until the day you show up here unprepared.”
That deal had nothing to do with DEI, it was all about merit.
I did get some financial aid for summer camps and college, offered because they wanted me.
I’m okay with programs that help everyone have a chance. I experienced poverty.
My “Tenth District” Elementary School (two blocks from the city line opposite downtown) was 100% white while “Third District” (Downtown) was nearly all non-white. Because there was only one high school in the city, diversity was automatic.
I am in favor of helping those with genuine need or who are disadvantaged in a real way. I’m in the “help-those-who-are-willing-to-work-to-help-themselves” camp.
But when it comes to getting the job or the position, I favor merit-based decisions. The world works on meritocracy.
Professional athletes aren’t chosen to satisfy a quota — if you’re good enough, you can earn the spot. Also, professional musicians (especially in orchestral settings) are chosen by audition and the best person gets the job.
A recent podcaster interviewed a DEI advocate for pilots who was pushing a “from the tarmac to the cockpit” program. I watch (too many) video shorts of plane take-offs and landings….many with all female and/or ethnic crews from around the world. Recently I watched an Arab airline with a hijab-wearing female working with a male co-pilot. I would like to think that each of them studied and earned their way. Would you want your pilot to be a DEI (‘Affirmative Action’ is out of style now) or “from the tarmac to the cockpit” placement?
Show me a MLB, NBA, or NFL team put together with DEI and, if I gambled, I’d bet against them.
It gets trickier in business where historical biases can harm or prevent merit-based success. Yes. Fix that….. but not by quotas, AA, or DEI.
“I’m fairly certain that you’re the only high school band director in this part of the state that actually responds to e-mails from the public.”
Response
Thanks. I try to respond to most emails quickly. Comes from decades in the BUSINESS world. No matter what business you are in, including the business of education, answering email is basic courtesy-101.
From a business perspective
As a business owner, I am generally responding to a variety of email
– VENDORS. (Educational equivalent = Administrators). You NEED vendors and their cooperation and quick responses can ensure that you continue to get the products, services and support needed. A vendor can cut you off (fire you) and force you to look elsewhere for an opportunity to generate income.
– CUSTOMERS. (Educational equivalent = Students/Parents). You NEED customers to survive in business. An unhappy customer takes his/her business elsewhere. A disgruntled student gossips or quits band. A Parent withdraws support, pulls the child out of the program or contacts an administrator to complain.
– BUSINESS OWNERS. (Educational equivalent = Band Directors). Sometimes businesses who compete can also collaborate. For example, in the fundraising business, I will respond to a request from a competitor who needs some brochures that the vendor is temporarily out of, but I have on hand. And then, when one of my vendors is backordered on a product, I will ask a competitor if I can purchase some of their stock. A Band Director should always respond quickly to another Band Director.
Before I left my first sales job, I had worked five years for a national manufacturing company which spent a lot of time making the case that, even though ours was a “draw-against-commission” job (straight commission with a regular check, in other words), we had the security of management and big business backing us up and that life on the outside competing as a “trunk-slammer” who represented a variety of manufacturers and importers was an extremely high-risk proposition.
