Competence Over Representation

At critical moments, representation falls by the wayside; what truly matters is competence.

Photo by Andrew Gaines on Unsplash

As multiple fires continue to rage through Los Angeles and the death toll continues to climb, a video of Kristine Larson, the Los Angeles Fire Department (LAFD) Deputy Chief, has resurfaced lately and has drawn widespread criticism, reflecting the public's growing concern.

In recent years, the LAFD has embraced the principles of Diversity, Equity, and Inclusion (DEI), following a trend seen across many American institutions. In November 2022, former LA Mayor Eric Garcetti (Democrat) and Kristin Crowley, the first female chief of the LAFD, announced the launch of the department's inaugural DEI bureau.

At the press conference, Chief Crowley declared: "The LAFD is fully committed to creating positive change. With the new DEI Bureau, the Department will develop and drive forward key diversity, equity, and inclusion strategies and initiatives to enhance the LAFD's work environment and performance." In her strategic plan for 2023-2026, Chief Crowley identified that promoting a "progressive work environment" and commitment to "DEI" as the two of its top three priorities.

Larson was appointed as the head of the Diversity, Equity, and Inclusion (DEI) bureau in February 2023. In this role, she leads initiatives aimed at addressing racism and sexism within the department, earning nearly $400,000 per year. Prior to her promotion, Larson appeared in a video in which she defended the DEI practices of the Los Angeles Fire Department (LAFD).

In her video, Larson emphasized the importance of having firefighters whose racial and ethnic backgrounds reflect the communities they serve. She argued that minority residents often feel more comfortable with authority figures who share similar identities. As Larson explained: “You want to see someone that responds to your house, to your emergency - whether it’s a medical call or a fire call - that looks like you. It gives that person a little bit more ease, knowing that somebody might understand their situation better.”

In response to doubts about female firefighters’ strength and capabilities, Larson remarked, “Am I able to carry your husband out of a fire? He got himself in the wrong place.” This statement suggests that if the LAPD’s DEI hires cannot perform their duties as expected, the blame lies with the victims for being in the wrong place at the wrong time.

Larson’s comments, which have sparked considerable backlash, highlight a troubling issue within the LAFD. Critics argue that the department’s focus on Diversity, Equity, and Inclusion (DEI) has resulted in misguided priorities, distracting from the critical need to adequately staff and equip firefighters to address the massive wildfires currently threatening Los Angeles. Larson’s victim-blaming mentality erodes the already low public trust in the department’s effectiveness during emergencies.

While I cannot definitively attribute the city’s dry hydrants and empty reservoirs to the LAFD’s DEI practices, it is clear that public policies require difficult trade-offs. When resources are committed to one sector, others are often overlooked. As I am not an expert in fire safety or prevention, I rely on professionals in the field to evaluate the LAFD's actions. Nonetheless, I think it's essential to discuss the liberal notion, as highlighted by Larson, of prioritizing representation over competence in public policy.

As an Asian American, I value representation to a certain degree. For example, Michelle Yeoh's Oscar win was a landmark moment, and I eagerly anticipate more Asian actors and actresses achieving similar recognition. I am also excited that Usha Vance, wife of Vice President-elect J.D. Vance, will be the first Asian American Second Lady in our nation’s history. Moreover, it’s inspiring to see Asian American entrepreneurs like Jensen Huang not only creating successful companies but also driving the next wave of technological innovation. Finally, the growing availability of authentic Asian cuisine at Costco signals a positive shift, reflecting the retail chain’s commitment to serving its diverse customer base.

In an emergency, like a fire or any life-threatening situation, my top priority is having firefighters and medics who can rescue us swiftly and safely. Their skill and expertise are what truly guarantee our safety; whether they are Asian Americans or from any other background is simply irrelevant.

Even in everyday life, we—as minorities, just like everyone else—place a higher value on competence than on representation. We expect our mail to be delivered punctually, snow be plowed without delay, and roads to be well-maintained without potholes. We want teachers to educate our children to the best of their ability, doctors to provide accurate diagnoses and effective treatments, police to ensure our neighborhoods are safe, and short wait times at the DMV. Moreover, when we reach out to government agencies with questions, we want to speak with knowledgeable individuals who can provide the information we need promptly, respecting our time and concerns.

We all want to live in a society that operates like a well-oiled machine. The only way to achieve this is by having competent individuals take on various roles and responsibilities. Most of us don't mind who is doing what as long as tasks are completed efficiently. This is why merit-based selection is crucial in our institutions—it ensures that the most capable people, regardless of their race or ethnicity, occupy positions where they can contribute effectively to society's smooth functioning.

Yet, there is a longstanding belief among some on the left that the racial and ethnic makeup of institutions and organizations should reflect that of the local population. For example, if 10% of the local population identifies as African American, the left demands that 10% of university students, employees, and leadership positions in businesses and government agencies should also represent this demographic. Any deviation from this representation, labeled as 'underrepresentation,' is often viewed as a sign of systemic racism that must be addressed through Diversity, Equity, and Inclusion (DEI) initiatives. However, this approach usually doesn’t yield the desired outcomes and often creates more issues than it resolves.

In today's America, the "over" or "under" representation of specific racial or ethnic groups within institutions or organizations is rarely a result of systemic racism or historical injustices. Instead, it stems from a combination of factors such as individual talents and motivations, cultural influences, and market dynamics.

For example, Southeast Asian children have excelled in spelling bee contests in recent years. This success can be attributed not only to their individual abilities and strong work ethics but also to deliberate efforts within their communities that encourage and prepare them for participation in these competitions. These communities often provide numerous tutoring centers, summer camps, and locally organized contests. Children who succeed in these spelling bees are celebrated like celebrities.

This individual and community-driven effort is one of many examples demonstrating that "over" or "under" representation in certain fields is often not tied to racism.

By pushing for equal representation of every racial and ethnic group in all organizations and disregarding the distinct cultural and community factors involved, the left's DEI practices have unfortunately diminished standards and prioritized representation over genuine competence.

Consider the recent devastation caused by fires; they do not take representation into account as they relentlessly consume homes and businesses. Those affected by these disasters are not concerned with representation—they want to know when and how government agencies will respond to save lives and protect their property. They expect the services they’ve paid for with their taxes to be delivered in times of crisis. At such critical moments, representation falls by the wayside; what truly matters is competence and the ability to effectively respond to emergencies.