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The destructive lie I grew up hearing over decades of television was: “If you work long enough and hard enough, you can be anything you want to be.” This myth has been especially corrosive in America’s inner cities. Only one in a million Little Leaguers makes it to the majors—a statistic likely mirrored in the NBA. Taken to its extreme, this lie implies a woman could qualify for an NFL roster or the Navy SEALs, which physical realities contradict. An intellectually bankrupt individual [39] once claimed women are just as capable as men. Without qualifiers, 39 sounded like a blabbering fool. I owe my life to a brilliant female doctor who succeeded where her male peers refused to try. Women excel in careers demanding intellectual prowess, less so in those requiring brute physical strength.

I recognize women match men in intelligence, but their unique strength lies in human reproduction—a gift that trades off against physical capacity. Men, conversely, trade physical prowess for higher health risks and shorter lifespans. In my view, men’s primary role is to provide security and support for women, as echoed in 1 Peter 3:7 (KJV): “Likewise, ye husbands, dwell with them according to knowledge, giving honour unto the wife, as unto the weaker vessel, and as being heirs together of the grace of life; that your prayers be not hindered.”

Women tend to be more risk-averse than men. If men worldwide went on strike for 90 days, civilization would collapse—women rarely gravitate toward physically demanding, high-risk jobs. If 39 read this, they’d cry, “Mark says women are inferior!” Nonsense. My best doctors have been women, including the one who saved me. Their strength shines in intellect, not physicality.

This destructive lie misleads both sexes—yes, 39, there are only two genders. Not everyone can become a doctor, lawyer, engineer, astrophysicist, or chess a grandmaster, no matter how hard they try. Average intelligence cannot master the principles these fields demand. Instead of feeding youth empty promises, we should administer aptitude tests by age fourteen, guiding parents and children toward attainable careers.

The DEI Fallacy
To 39’s shock, no group is inherently inferior to him or his Caucasian cohorts. Yet DEI (Diversity, Equity, Inclusion) policies in government and the private sector are flawed threefold:

1. Legality: Hiring based on skin color is illegal in America—well-established law. A personal anecdote from the Cold War era: I applied to a defense contractor, always checking “white” despite my Persian heritage. After a DoD background check, the head of HR—a kind woman—asked a favor. “Mark, we struggle to meet minority quotas due to drug-related disqualifications. You could pass for Hispanic.” I switched my declaration, and she welcomed me to Aerojet, one of her last hires before retiring. I’ve kept her secret for 42 years.

2.Bottlenecks: DEI creates hiring bottlenecks and workforce shortages. Imagine mandating only redheaded, freckled women for a role—the candidate pool shrinks drastically. This happened with air traffic controllers during Biden’s term (2021–2025). Overworked staff and a shortage of 3,000 controllers led to a spike in near misses—503 “significant” lapses in 2023 alone, per a New York Times report. Though the FAA later cut runway incursions by 72% in 2024 with new hires and tech, the initial DEI-driven bottleneck strained the system.

3, Stigma: If lowering qualifications are done it attaches a stigma to hires, setting them up for failure—a despicable outcome. I know my limits; even at my peak, I couldn’t have been an air traffic controller. Convincing me otherwise in my youth would’ve endangered lives. As an aircraft maintenance worker, I treated every task as if my life depended on it. A mistake killing others would’ve driven me to end my own life in guilt.

The Bigotry of Low Expectations
Caucasian DEI advocates reveal their bias on college campuses. Asked if voter ID laws discriminate against African Americans, most say yes, citing costs or claiming Black people don’t know how to get IDs—textbook bigotry of low expectations. Yet when random African Americans are asked on the street, they flash driver’s licenses, calling the students ignorant. All my Black track teammates had learner’s permits by 15½ and drove in college. The assumption they can’t manage IDs is white supremacist nonsense, Mr. 39.

Closing
DEI’s Caucasian champions, with their soft bigotry and flawed policies, prove themselves the true supremacists. Aptitude, not platitudes, should guide our youth—male and female, of all races—toward fulfilling, realistic lives.