Reginald Mebane, the Director for the CDC’s Office of Equal Employment Opportunity and Workplace Equity spends his free time reading books like American Whitelash. He hashtagged his LinkedIn post about it with #readingisfundamental and #historymatters.

The dust jacket flap of this book reads as follows:

“In 2008, Barack Obama’s historic victory was heralded as a turning point for the country. And so it would be—just not in the way that most Americans hoped. The election of the nation’s first Black president fanned long-burning embers of white supremacy, igniting a new and frightening phase in a historical American cycle of racial progress and white backlash.

In American Whitelash, Pulitzer Prize–winning journalist and best-selling author Wesley Lowery charts the return of this blood-stained trend, showing how the forces of white power retaliated against Obama’s victory—and both profited from, and helped to propel, the rise of Donald Trump. Interweaving deep historical analysis with gripping firsthand reporting on both victims and perpetrators of violence, Lowery uncovers how this vicious cycle is carrying us into ever more perilous territory, how the federal government has failed to intervene, and how we still might find a route of escape.”

Someone that is charged with making the CDC “equitable” but subscribes to Anti-Trump, racist propaganda should not be in the Trump administration.  America’s leading science agencies should be guided by people who serve all Americans not those who want to pit one against another because of race.

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Reginald Mebane has “built in fundamental DEIA principles into [CDC] operations.” Part of this includes “a rigorous barrier analysis process” and “assessments and scorecards to measure each [CDC Centers, Institute, and Offices] DEIA progress.”

It’s not enough to have a DEI office that specializes in diversity hires. They must also be ranked and measured in their diversity progress.

To build a robust DEIA infrastructure, CDC has established the CDC DEIA Strategic Plan, derived from the HHS DEIA Strategic Plan. Our plan has several interconnected layers that integrate DEIA into Equal Employment Opportunity (EEO) programs, policies, practices, and procedures. We have implemented a rigorous barrier analysis process, introduced assessments and scorecards to measure each CIO's DEIA progress annually, and advanced our position on the CDC DEIA Maturity Model. We have launched mentoring circles, diverse hiring panels, a robust training program, and recognized employees that promote DEIA and EEO principles with the Workplace Equity Innovation Award. We have built in fundamental DEIA principles into our operations.

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