Resolves based on official investigation results

Must have caused = contributed, even partially

AND

must have been a DEI hire, defined as person who became a pilot, air traffic controller, soldier or another relevant occupation as a result [see the clarifications for how this will be determined] of the DEI policies. In case of doubt may resolve to a PROB.

Examples:

• a cripple or mentally ill traffic controller hired during Biden will be a 100% yes

• a trans helicopter pilot will be 50-100% YES (depending on whether and for how long they served before transitioning)

• a black female immigrant traffic controller hired 30 years will be a NO

• others will be considered on a case by case basis

• Update 2025-01-30 (PST) (AI summary of creator comment): Resolution Criteria Clarifications:

  • Focus exclusively on whether a person with DEI-like characteristics was involved in the incident.

  • Do not assess whether the mistake would have been avoided by a non-DEI hire.

  • Do not evaluate the individual's actual qualifications; only their membership in DEI-favored groups will be considered.

• Update 2025-01-30 (PST) (AI summary of creator comment): - Resolution based on DEI characteristics: The market will be judged solely on whether the individual has characteristics that DEI policies favor.

  • No assessment of hiring cause: Do not determine whether the individual was hired as a result of DEI policies.

  • DEI-favored groups focus: Only the individual's membership in DEI-favored groups will be considered, not their actual qualifications.

  • Refer to official policies: For details on DEI policies that privilege hiring of specific categories, refer to President Trump's executive order.

• Update 2025-01-30 (PST) (AI summary of creator comment): Resolution Criteria Clarifications:

  • Targeted disabilities include:

  • Hearing

  • Vision

  • Missing extremities

  • Partial paralysis

  • Complete paralysis

  • Epilepsy

  • Severe intellectual disability

  • Psychiatric disability

  • Dwarfism

  • Non-competitive hiring method:

  • Managers can fill vacancies through the On-the-Spot hiring process for Veterans and/or individuals with disabilities, given the required documentation is provided.

• Update 2025-01-30 (PST): - Transgender individuals in military roles: Under Executive Order 14004, transgender soldiers (e.g., helicopter pilots) are included in DEI initiatives focusing on diversity and inclusion. (AI summary of creator comment)

• Update 2025-01-30 (PST) (AI summary of creator comment): Resolution Criteria Clarifications:

  • Resolution based on DEI characteristics: The market will be judged solely on whether the individual has characteristics that DEI policies favor.

  • No assessment of hiring cause: Do not determine whether the individual was hired as a result of DEI policies.

  • DEI-favored groups focus: Only the individual's membership in DEI-favored groups will be considered, not their actual qualifications.

  • Targeted disabilities include:

  • Hearing

  • Vision

  • Missing extremities

  • Partial paralysis

  • Complete paralysis

  • Epilepsy

  • Severe intellectual disability

  • Psychiatric disability

  • Dwarfism

  • Non-competitive hiring method: Managers can fill vacancies through the On-the-Spot hiring process for Veterans and/or individuals with disabilities, given the required documentation is provided.

  • Transgender individuals in military roles: Under Executive Order 14004, transgender soldiers (e.g., helicopter pilots) are included in DEI initiatives focusing on diversity and inclusion.

• Update 2025-01-31 (PST) (AI summary of creator comment): Resolution Update:

  • If the individual is found to have contributed to the incident but was allowed to serve due to DEI policies and is not strictly a DEI hire, the market will resolve to a high PROB (over 50-80%) instead of a definitive yes.

• Update 2025-01-31 (PST) (AI summary of creator comment): - Causation Assessment: The resolution will consider a linear combination of probabilities corresponding to several contributing actors.

  • Privilege Scores: Each contributing actor's probability will be weighted by the reciprocal of their Privilege Scores.

• Update 2025-02-01 (PST) (AI summary of creator comment): Understaffing Factor Clarification:

  • Understaffing Situation: If understaffing due to DEI is identified as a contributing factor,

  • Enforcement Role Assessment: and the person enforcing the quotas is not a DEI hire,

  • Resolution Outcome: then the resolution will be a NO.