How do I explain it with a straight face?

We all know that selection boards are a zero-sum-game. Only so many slots are available to so many people. For one to advance, another must be left behind.

We emphasize and try our best to create a meritocracy where if you work hard, perform best, and excel better than your peers you will be rewarded, recognized, and promoted for it. It is a trust, knowing that all human institutions are imperfect, that your Chain of Command will do their best to be as fair as possible. You, by your performance and career decisions, more or less can drive your success.

There are a few other things that we have as fundamentals. One of which is we will not tolerate individual or institutional racism. Another is a culture of fairness.

What do you do when you reach the point that a Junior Officer puts a couple of emails and messages in front of you and asks, "Sir, could you explain this to me? " "Where will my performance overcome the circumstance of my birth? Can it?" "Where is the meritocracy you talked about why you came here?" "Where is the fairness in this?"

"How is this not racist?"

Date: Monday, September 15, 2008, 6:14 PM
Subject: General Tasker: Coordination Office: Hot List: Cxxx Nxx
CNIC DIVERSITY ACCOUNTABILITY BRIEF

Captains,

Sorry for the late turnaround on this from me to you. Cxxx sent us this hot tasker this morning with a COB Monday (Washington DC) deadline. They are asking for "a list of your Early Promote and Must Promote in Pay Grades 05 and 06." We must assume they want the names.
...
One piece which is clearly part of the original tasker from VADM Harvey (attached) but which is not mentioned at all in the Cxxx tasker is "diversity;" however, as it appears to be the entire point of the data call, please annotate which of your O5/O6 EP/MP officers (from last cycle) are diverse.

- CNO wants to see the enterprise demographic data that has been part of the previous reviews and will also want to review both percentages and raw numbers within each category.

- CNO will focus on middle career management -- who are the diverse hot runners in an enterprise (you should know them by name) and what is the plan for their career progression. In particular, be able to answer the following:
(1) Who are the minority O-5/O-6s in your community?
(2) What are YOU doing to ensure these men and women are being properly developed to attain the highest levels of leadership?
(3) What is being done within your Enterprise / Community to ensure that these men and women are assigned to the key billets that lead to promotion?

- You will need to know what your enterprise's benchmark for success is in regard to middle career management and the timeframe in which success will be achieved.

- A three year plan addressing your key issues that includes a measurable way ahead must, rpt MUST, be briefed.

- The CNO approved benchmark for officer success is a 2037 Flag Pool that is 10% AA / 13% API / 13% Hispanic. This goal is what you should measure your officer corps against.

77% White
8% African American
6% Hispanic
9% Asian/Pacific islander or Native American

What do I tell the Ensign from rural Louisiana with the French sounding name with brown hair and brown eyes to explain why, if he is lucky enough to be considered for Flag, that the blond hair blue eyed Doctor's son from Florida with the last name Gonzalez will not receive special consideration because he has "Hispanic" ticked off on his record?

Help me out, because I have no idea.