On LinkedIn, Carlos Aparicio's job description he reveals that he's tasked with "Responsible for developing, coordinating, and consulting on programs and initiatives to drive and integrate diversity and inclusion practices throughout the Center for Veterinary Medicine."

The front page of their site is chock-full of this left-wing diversity and inclusion language, prioritizing DEI over hiring based on actual merit and qualifications.

“Our Commitment to Diversity and Inclusion-At CVM, we take great pride in celebrating diversity and are committed to maintaining an inclusive workplace that reflects the public we serve. We believe an organizational culture and work environment that nourishes the individual differences and varying perspectives of our employees is integral to the success of our mission. In order for our Center to effectively protect human and animal health now and in the future, we must continue to have a diverse and inclusive workforce. As we work together to share responsibility for the entire organization, being diverse and inclusive is not something we do, but rather is the foundation on which we operate. Accordingly, CVM encourages open communication, provides fair and equitable opportunities, and empowers employees with the resources and support they need to advance and support our mission as well as their own unique talents.”

(Source)

The FDA's Center for Veterinary Medicine (CVM), under the watch of Carlos Aparicio, has not only embraced but actively pushed forward a so-called "CVM Diversity and Inclusion Strategic Plan." They boast about proudly implementing this comprehensive and progressive agenda at the FDA, which in reality, seems to be just another liberal excuse to prioritize political correctness over genuine merit.

“Implementation Strategy -CVM’s Diversity and Inclusion Strategic Plan establishes a blueprint for action. Proposed actions are reflected in the Plan according to the overarching goal to which they correspond. The Center will develop an internal companion document(Implementation and Accountability Plan) that identifies the precise activities the organization will undertake to successfully implement this Plan. This implementation plan will specify timelines, responsible parties, and metrics so that momentum is not lost. As relayed earlier, the Plan is meant to be a living document and will be revisited yearly to ascertain whether the current goals and strategies remain applicable and continue to offer the greatest opportunity for CVM to positively impact the success of its workforce in the long-term.”

“Conclusion -CVM is excited to continue building on the progress made over the past five years and will proudly carry-out this comprehensive and progressive strategic plan. Through the actions outlined in this plan, we are confident that we will continue to maintain and advance the engagement and satisfaction levels of our workforce.

CVM leadership firmly believes that a diverse and inclusive workforce will best position us to carry out our mission of protecting human and animal health. The goals and priorities outlined in this plan will serve as a roadmap as the Center continues to foster a culture in which employees feel valued, have a sense of belonging, and are empowered to excel in their careers. We will review our plan annually to monitor progress, assess any gaps, and incorporate revisions as necessary. Through this process, CVM will continue to engage senior leaders, supervisors, and employees to ensure that diversity and inclusion continue to positively impact our high-performing culture and mission attainment.”

(Source)