I Don’t Think So.

First off, the New York Post is owned by Murdoch's News Corp. which also owns Fox News.

I don’t think diversity is dead, the right-wingers might like you to think it is, but it is not.

Why the diversity-industrial complex bubble burst

By Adam B. Coleman

August 3, 2023

[…]

The latest bubble isn’t overinflated stocks being propped up by Wall Street but instead an overinflated diversity, equity and inclusion industry whose importance was pumped up by a corporate America reacting to the death of George Floyd.

Between 2019 and 2022, DEI positions skyrocketed 170%, according to LinkedIn, with much of that acceleration happening in the wake of nationwide protests and riots in 2020.

“There was an urgency and a national narrative driving that demand,” notes Jason Hanold, CEO of Hanold Associates, an executive search advisory firm.

But that demand quickly leveled, leading to a third of “diversity professionals” out of a job in 2022.

[…]

The rush to build a new diversity infrastructure within corporate America, often operating completely separate from human-resources departments, had companies nationwide failing to ask two essential questions before investing millions: How exactly do we measure the diversity department’s success? And what are these newly heralded diversity officers’ responsibilities?

I know a number of people who teach diversity and they are busier than ever.

In the corporate world, the departments that generate money tend to get larger budgets, but DEI departments across America sliced into the budget pie and continually ate away at it with their pursuit of satisfying their social-justice financial gluttony — and they found many willing to pay.

The author would like you to believe it but there is also something called “Title VII of the Civil Rights Act of 1964”. According to the Federal Trade Administration….

The laws enforced by EEOC makes it unlawful for Federal agencies to discriminate against employees and job applicants on the bases of race, color, religion, sex, national origin, disability, or age. A person who files a complaint or participates in an investigation of an EEO complaint, or who opposes an employment practice made illegal under any of the laws that EEOC enforces is protected from retaliation.

Title VII of the Civil Rights Act of 1964. Title VII of the Civil Rights Act, as amended, protects employees and job applicants from employment discrimination based on race, color, religion, sex and national origin. Title VII protection covers the full spectrum of employment decisions, including recruitment, selections, terminations, and other decisions concerning terms and conditions of employment. See EEOC guidance on race/color, religion, sex, sexual harassment, pregnancy, and national origin discrimination.

Equal Pay Act of 1963. The Equal Pay Act of 1963 protects men and women from sex-based wage discrimination in the payment of wages or benefits, who perform substantially equal work in the same establishment. See EEOC guidance on equal pay and compensation discrimination.

Age Discrimination in Employment Act of 1967. The Age Discrimination in Employment Act (ADEA), as amended, protects persons 40 years of age or older from age-based employment discrimination. The Older Workers Benefit Protection Act amends several sections of the ADEA and establishes conditions for a waiver of ADEA protections. See EEOC guidance on age discrimination.

Rehabilitation Act of 1973. Sections 501 and 505 of the Rehabilitation Act, as amended, protects employees and job applicants from employment discrimination based on disability. This law covers qualified employees and job applicants with disabilities. It also requires Federal agencies to make reasonable accommodation of any known disabilities unless such accommodation would cause an undue hardship. See EEOC guidance on disability discrimination.

The Civil Rights Act of 1991. The Civil Rights Act of 1991 amends several sections of Title VII to strengthen and improve Federal civil rights laws and provide for the recovery of compensatory damages in Federal sector cases of intentional employment discrimination.

Additional information about unlawful discriminatory and retaliatory practices and the remedies is available to Federal employees and applicants who believe they have been subjected to such practices.

The federal laws have teeth! Also employees can suit for big bucks.

Companies also know that diversity is good for the bottom, they know that hiring the best employee and promoting them is good for business.