The U.S. Navy launched a special task force in June 2020 “to address the issues of racism, sexism and other destructive biases and their impact on naval readiness.”
To get a feel for how woke the Navy has become, members of the task force pledged to “advocate for and acknowledge all lived experiences and intersectional identities of every Sailor in the Navy.”
Progressive messaging borrowing from the left’s toxic critical race theory permeates the language centering around Task Force Navy One, aka TF1N.
“The task force will seek to promptly address the full spectrum of systemic racism, advocate for the needs of underserved communities, work to dismantle barriers and equalize professional development frameworks and opportunities within the Navy,” said a statement released last year by the Navy.
“As a Navy — uniform and civilian, active and reserve – we cannot tolerate discrimination of any kind, and must engage in open and honest conversations with each other and take action."#ICYMI: Task Force One Navy Completes Report to Enhance Diversity: https://t.co/HqqHpPJHfI pic.twitter.com/GYXxOaRcBh
— U.S. Navy (@USNavy) February 6, 2021
Chief of Naval Operations, Adm. Mike Gilday, certainly has the woke lingo down.
“As a Navy – uniform and civilian, active and reserve – we cannot tolerate discrimination or racism of any kind,” Gilday proclaimed at the time. “We must work to identify and eliminate individual and systemic racism within our force. That is why we are standing up Task Force One Navy, which will work to identify and remove racial barriers and improve inclusion within our Navy.”
Leading from the front.
Vice Adm. Roy Kitchener, Commander, @SurfaceWarriors, conducted a listening session on extremism within the ranks, discussed diversity & inclusion, & reaffirmed the Oath of Office/Enlistment with participating #USNavy Sailors in San Diego. pic.twitter.com/djhcIZs9cm
— U.S. Navy (@USNavy) February 13, 2021
The task force will be led by Rear Adm. Alvin Holsey, who spoke about inclusion and diversity.
Nowell said: “We are at a critical inflection point for our Nation and our Navy and I want to ensure that we are fully responding to this moment as we work to facilitate enduring change. We must use the momentum created by these events as a catalyst for positive change. We need to have a deeper inclusion and diversity conversation in our Navy and amongst our own teams.”
As for the pledge, here it is in its entirety:
As a key member of Task Force One Navy I will invest the time, attention and empathy required to analyze and evaluate Navywide issues related to racism, sexism, ableism and other structural and interpersonal biases.
I pledge to be actively inclusive in the public and private spheres where I live and work, and proactively encourage others to do the same.
I pledge to advocate for and acknowledge all lived experiences and intersectional identities of every Sailor in the Navy.
I pledge to engage in ongoing self-reflection, education and knowledge sharing to better myself and my communities.
I pledge to be an example in establishing healthy, inclusive and team-oriented environments.
I pledge to constructively share all experiences and information gained from activities above to inform the development of Navywide reforms.
In progressive code, “ableism” is discrimination in favor of able-bodied people.
Oxford Dictionary defined intersectionality as “the interconnected nature of social categorizations such as race, class, and gender, regarded as creating overlapping and interdependent systems of discrimination or disadvantage.”
— U.S. Navy (@USNavy) February 13, 2021
A social justice code book may be needed to keep up, as the task force looks at issues like modernizing the process of naming ships and buildings, and problematic names being identified and renaming suggestions offered.
All of which makes you wonder just how far away are we from the USS Black Lives Matter being christened?
Other suggestions include to counter “hate speech”; examine health disparities among minorities including nutrition; establish student exchange programs with historically black colleges and minority institutions; review misconduct policies to ensure they are being fairly applied and designate an adviser on women’s policy issues.
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