In fact, I would argue that many of those who claim to promote diversity and inclusion want neither. The last thing these people want is more harmonious relationships between folks from different backgrounds. The story of Uber’s diversity czar is one of several illustrating this point.

The New York Times reported:

Uber has placed its longtime head of diversity, equity and inclusion on leave after workers complained that an employee event she moderated, titled “Don’t Call Me Karen,” was insensitive to people of color.

Dara Khosrowshahi, Uber’s chief executive, and Nikki Krishnamurthy, the chief people officer, last week asked Bo Young Lee, the head of diversity, “to step back and take a leave of absence while we determine next steps,” according to an email on Thursday from Ms. Krishnamurthy to some employees that was viewed by The New York Times.

The event, which focused on the “Karen” persona, was criticized for being insensitive to people of color. Workers felt that the event minimized racism and the harm inflicted by white individuals on people of color. The controversy highlights the challenges faced by companies in navigating discussions on race and identity. It also marks a rare case of employee dissent under Uber’s CEO, Dara Khosrowshahi, who has worked to change the company’s culture.

The “Don’t Call Me Karen” event was part of a series called “Moving Forward,” initiated after the Black Lives Matter protests in 2020. The first event took place in April, but concerns arose about supposedly tone-deaf conversations and offensive dialogue. When questioned about this, Lee defended the event, stating that tough conversations were necessary. However, her response further fueled employee outrage, leading to additional complaints.

The second event, intended as a dialogue, was criticized by black and Hispanic employees who felt they were being lectured to instead of having a chance to provide feedback. Lee’s leave of absence is seen by employees as a signal that their complaints are being taken seriously by Uber’s leadership.

In the ongoing push for diversity, equity, and inclusion, it is crucial to question the true intentions and actions of those advocating for this approach. Bo Young Lee’s situation should raise concerns about the left’s commitment to fostering better relations between whites and minorities. Targeting Lee for her discussion on the divisive nature of the term “Karen” reveals a troubling pattern of prioritizing a one-sided narrative against white people rather than genuinely working towards unity and understanding.

While promoting diversity and combating racial injustice are essential goals, it is crucial to approach these issues with fairness and open dialogue. While the term “Karen” has been used to describe entitled white women who call for the manager or dial the police on black men, it has also been used to describe nonwhite women as well. It has been used as a pejorative and in a joking manner. But when it is used to unfairly label all or most white women, it only creates further division.

The controversy surrounding Lee’s discussion underscores a troubling trend of selective outrage and double standards on the left. While diversity proponents advocate for empathy and understanding, they often fail to extend the same courtesy to white individuals who might feel unfairly targeted. If they want true diversity and inclusivity then they should acknowledge all perspectives and experiences and an understanding that the path to unity involves open dialogue and recognizing the complexity of racial dynamics.

Unfortunately, this is the antithesis of what these people want. After all, it’s much easier to manipulate and control people by keeping them divided. It is this attitude that makes the topic of diversity so toxic. It is not about what they claim it’s about. It’s just another method of control