Edition 14 20 Dec 2021

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 continuing the fight for an apolitical military!

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Be a part of the solution!



We thank you for expressing interest in STARRS and encourage you to take an active role. Engage your elected representatives at the local, state, and national levels and express your concerns. Educate your fellow citizens by speaking at gatherings, writing editorials for local papers, talking to school boards, and encouraging others to join us. If you have experienced the impact of this corrosive racist ideology, please share your story and observations with STARRS through the link below:

Tell Us Your Story!

Navy Torpedos Army 17-13

However, since AF Sunk Navy and Army Beat AF — There was no Commanders in Chief Trophy winner for 2021; Army retains possession by default.

Click to Watch Game Highlights


But Both Teams Play In Style

Did you watch the annual Army-Navy football game on December 11? If you did, you may have noticed the Army team’s uniforms which were designed by Army West Point Athletics and Nike to honor the members of Task Force Dagger. Task Force Dagger was a group of Special Forces soldiers that was deployed to Afghanistan in the weeks following September 11, 2001. Please click on the link below to watch a video about Task Force Dagger and the Army football uniforms.

Army Uniforms Honor TF Dagger

The Navy football team was also wearing special uniforms, honoring Naval Aviation and the F/A-18 Hornet, the workhorse of Naval aviation since 1983.  The F/A-18E/F Super Hornet was introduced in 1995. Hornets and Super Hornets have been used continuously in combat missions since 1986.  Click the link below to watch a video about Navy’s uniform honoring Naval aviation.

Navy Uniforms Honor Naval Aviation

Boots On The Ground Perspectives


STARRS Interviews 3 Former West Point Cadets

Three former cadets, who recently resigned from USMA, discuss their experiences with CRT, racist attitudes and policies, academic class content, the new Diversity minor, the partisan political environment, and tyrannical and irrational vaccination policies that led to their decisions to leave.

STARRS Interview with Three Former WP Cadets

FY 2022 NDAA - A Win in the Fight

Against Radicalism!

On 15 Dec the Senate passed this years National Defense Authorization Act (NDAA) a week after it was approved by the House. The bipartisan bill was the result of intense negotiations over numerous radical provisions put forth by progressives. In the end the vast majority of approximately 20 Diversity, Equity and Inclusion (DEI) related provisions were removed and the remaining were watered down significantly. STARRS viewed the attempt to institutionalize DEI as radical and exposed the danger of the provisions’ passage through numerous interviews, podcasts, and articles in national media outlets. Links to most of these can be found in past STARRS newsletters, especially Editions 12 and 13.


1. Changing the purpose of the Selective Service from drafting personnel when needed to maintain adequate military strength during war to “…ensuring a requisite number of personnel with the necessary capabilities to meet the diverse mobilization needs of the Department of Defense during a national emergency.” Since local disasters like floods and hurricane responses do not need this level of response and the draft can already be implemented during a time of war, there were concerns about what additional “national emergencies” claimed might lead to conscripting the additional personnel.  


Final statusRemoved!


2. The permanent establishment in law of an “Office of Countering Extremism” within the DoD. The existing Countering Extremism Working Group (CEWG) was established by the SecDef in a memorandum dated 9 Apr 2021 after a 60-day Stand-Down aimed at addressing extremism after the events of Jan 6. The Senior Advisor on Human Capital and Diversity, Equity and Inclusion was designated as the leader of the working group. 


In the DoD, working groups are formed as needed to address cross-functional issues, are generally temporary and have established goals and objectives. Representatives from the various functional areas with a stake in the issue of concern are assigned and participate part-time in addition to their other responsibilities. Once the goals and objectives are achieved, the working group is disbanded. 


The formation of the CEWG was an overreaction and based on deceptive characterizations of the events of January 6, 2021 as being rooted in white supremacy, yet ignored other instances of extremist behavior such as the BLM and ANTIFA riots. Similarly, there were concerns that the establishment of a permanent countering extremism office might be used to target anyone who questioned the approved political narrative.


Final statusRemoved!


3. Adding a punitive article under Art 116 of the UCMJ addressing “Violent Extremism.” The proposed section stated: 


“Anyone participating in riots or breaches of the peace against the Government of the United States; or person or any class of people with the intent to influence, affect, or retaliate against the policy or conduct of the Government of the US or any state; and does so to achieve political, ideological, religious, social or economic goals; or in the case of an act against a person or class of people, for reasons relating to race, religion, color, ethnicity, sex, age, disability status, national origin, sexual orientation, or gender identity of the person or class of people concerned: is guilty of violent extremism.” 


Concerns regarding this provision mirrored those about the Office of Countering Extremism stated above.


Final status: Instead of adding a punitive article on violent extremism to the UCMJ, the final version gives the SecDef 180 days to submit to the Armed Services committees “a report containing such recommendations as the Secretary considers appropriate with respect to the establishment of a separate punitive article in chapter 47 of title 10, United States Code (the Uniform Code of Military Justice), on violent extremism.”


4. Expanding and codifying “Matters Covered by Diversity Training in the Department of Defense” by inserting a section into Chapter 101 of Title 10, USC called “Human relations, diversity, equity and inclusion training.” The section would have required ongoing training on racism, discrimination against categories of persons, and “conscious and unconscious bias.” There were concerns about the use of vague terms typical of CRT.


In lieu of codifying D&I training, the final version of the NDAA added the italicized wording to 10 U.S. Code, Section 113 subsection (c)(2) requiring an annual report be submitted to Congress consisting of: 


“a report from each military department on the status of diversity and inclusion in such department, including the status of diversity and inclusion in the military service academies, the Officer Candidate and Training Schools, and the Senior Reserve Officers’ Training Corps programs of such department


The specifics of the report requirements are not discussed and the impact the reporting pressure will have on each department and school cannot be predicted, but the impact will certainly be less than codifying D&I training requirements. 


We believe that patriotic constituents and organizations, such as the Center for Military Readiness and STARRS, who worked hard to educate the members of Congress on the dangers of the above and other DEI-related provisions played a key role in the removal of, or changes to, the “woke” provisions. By continuing to educate the public, service members, veterans and government officials on the dangers posed by the incursion of neo-Marxist ideologies into our military forces, STARRS is confident more progress can be made in next year’s NDAA.


Radicalism (the second R in STARRS)

By Chris Jeffries, STARRS Editorial Staff, USAFA ‘87

The acronym STARRS stands for “Stand Together Against Racism and Radicalism in the Services.”  Hitherto, many of the articles that have appeared in the STARRS newsletter have focused on the first R, because we contend that Critical Race Theory (CRT), along with associated concepts like Diversity, Equity & Inclusion (DEI) and Intersectionality, actually promote or exacerbate racism in the services rather than eliminating it. This article will explore what we mean by Radicalism with respect to the US military, and why our organization is STARRS, rather than STARS.

Michigan State University has an “American Radicalism Collection  which defines radicalism as “The beliefs or actions of individuals, groups, or organizations who advocate for thorough or complete social and/or political reform to achieve an alternate vision of American society.”

At first glance, it may seem like a stretch to say that any radicalism is happening, or being advocated, in the military. But social/political reform does not have to be overwhelming, obvious, or dramatic to be thorough and complete. One example is the shift from a merit-based promotion system to a quota system through the promotion of equity over merit. Such a shift might seem benign, but it would be a radical move. Previous newsletter articles have discussed how this idea is gaining traction. The inevitable result would be that morale, performance, and trust would suffer. Not that all the best officers and NCOs are white men. But in a quota system, some who are more qualified will inevitably be passed over in favor of some who are less qualified. Trust and morale suffer when subordinates have doubts about the leadership attributes of their leaders, even if a given leader is truly the best person for the job. The US military has a proud history of promoting quality leaders regardless of race or gender. A move away from a merit-based promotion system would be radical and would lead to further degradation in operational readiness.

Another area of radicalism that STARRS is standing together against is the insidious creep of Marxist ideology into all aspects of the military. One of the Space Force’s highest rated officers, Lt Col Matthew Lohmeier, wrote a book titled “Irresistible Revolution” and spoke about it in a podcast. He was relieved of command for it. STARRS newsletters are full of articles detailing how service academy cadets and midshipmen are being indoctrinated with the tenets of CRT. Racism is not the only subject of CRT. It is full of radical ideas such as rewriting history, demonizing our Founding Fathers, defunding the police, destroying the nuclear family, confiscation and redistribution of property, and the abolishment of capitalism. While these subjects may seem outside the purview of the military, consider the first lines of the Code of Conduct:  “I am an American, fighting in the forces that guard my country and our way of life. I am prepared to give my life in their defense.”  How can we expect our young Soldiers, Sailors, Airmen, Marines and Guardians to fight and die for our country and our way of life when we are teaching them that our way of life is all wrong and even evil?

Radicalism doesn’t just involve racial issues. Neo-Marxists will use any perceived area of difference to promote division. Gender and sexuality are favorites. At the recent Air Force Academy convocation ceremony, the announcer began by stating his preferred pronouns. This is the language of intersectionality (the interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage), and it has no place or relevance to the mission of USAFA and its parades.

Throughout our history, the US military forces have had codes, traditions, and special sets of rules that set them apart from society at large. These are necessary to create the discipline, trust, esprit de corps, and camaraderie necessary to fighting forces tasked with fighting and winning battles for America and our allies. In the past few decades, our civilian leadership has established a trend of forcing the military to conform to social changes that many see as potentially detrimental to operational readiness.

Here are some policies enacted in recent years that collectively form a radical departure from centuries of military tradition: Taxpayer funded “sex change” treatments[1] (diverting funds allocated for historical military healthcare treatments) that result in service members being nondeployable for months. Mandatory vaccinations with non-FDA approved drugs.[2] Punishing service members for social media posts not made on government computers.[3] Investigating members who attend political rallies on their own time and in civilian clothes, who are not representing the military.[4] Creating policies supposedly aimed at “climate change” which undermine readiness.[5]

When the founders of STARRS were developing its mission, they saw clearly how the pervasive presence of the tenets and language of Critical Race Theory was leading to a subtle trend toward Marxism. Rather than reduce racism in an organization, CRT exacerbates racism by teaching ideas like if you are white, you are automatically racist by nature and part of a system of white supremacy. The desire to counter this message with one of unity and equality led to the inclusion of the first R in STARRS. Further investigation has led our organization to the conclusion that the threat we face goes beyond racism, and our enemies (foreign and domestic) seek to radically change our military values and traditions. Hence the second R in STARRS.

[1] Beynon, Steve (June 18, 2021) “Army To Provide Gender Transition Care, Surgeries For Transgender Soldiers” Military.com.

[2] Steinhaeur, Jennifer (December 16, 2021) “Vaccine Holdouts in Army and Navy Will Be Dismissed, Military Says” NYTimes.com.

[3] Winkie, Davis (October 22, 2020) “Army battalion commander under investigation for political social media posts” ArmyTimes.com.

[5] Schonhardt, Sara (June 8, 2021) “Military Operations Will be Strained by Climate Change” ScientificAmerican.com.

Self-Fulfilling Prophecy
(Response to Military Times Article on Racism)

By Dr Ronald Scott Jr., Colonel, USAF (Ret), USAFA Class of ‘73

 On December 3, 2021, the Military Times website published an article titled We Just Feel It:  Racism Plagues US Military Academies.In it, the authors discuss the history of racism in the US military, briefly mention that progress has been made, but go on to allege that systemic and individualistic racism are still rampant within the academies.

I read the article by Morrison, Wieffering and Nasir with some interest.  I immediately pictured a modern version of George Orwells Animal Farm in which todays Farmer Jones is the American white male.

Like Orwells Animal Farm, we have new wokecommandments, the most significant one being all Americans shall be anti-racist.”  Being against racism is not enough according to one of Americas Animal Farm prophets, Ibram X. Kendi. According to Kendi, anti-racist means anti-white because that form of discrimination is the only way to correct past racism. As Kendi puts it, “The only remedy to racist discrimination is antiracist discrimination. The only remedy to past discrimination is present discrimination. The only remedy to present discrimination is future discrimination.”

Orwells farm life devolved such that there was only one remaining commandment: All animals are created equal; some are more equal than others.”  The current emphasis on equity in the diversity, equity, and inclusionpolitical movement is an example of this last commandment.

The We Just Feel Itarticle is an example of self-fulfilling prophecy, a phenomenon first coined by eminent sociologist Robert K. Merton. A self-fulfilling prophecy “is a sociological term used to describe what happens when a false belief influences people's behavior in such a way that it ultimately shapes reality.”[1]  How do I conclude this?  Let me explain.

In 1996, as a Vice Wing Commander in Japan, I typically attended equal opportunity training sessions for newcomers to the base to emphasize leadership support. During one session, a young Airman introduced herself as a proud African American and I know there is racial discrimination at this base.”  After the session, I introduced myself and asked if she had reported the discrimination. She said no. I followed up with the assertion that we take our zero-tolerance policy (against harassment and discrimination) seriously and want to ensure we vigorously enforce that policy. Thus, it would help to have some specific details so that we can investigate any violations. She admitted she had no specific details, but she knew in her heart it was taking place.

Fast forward to November 2017. A friend alerted me to a YouTube video of the U.S. Air Force Academy Superintendent chastising (if you cant accept our values, get out) the entire cadet wing from the Mitchell Hall (dining facility) balcony. It was based on an incident at the nearby Academy Prep School where five black students had a racial slur written on a message board outside their room. It turned out to be a hoax. The perpetrator was a fellow black student.

This did not matter to the Superintendent because in his mind systemic racism exists at the Academy. He further made this point in a July 8, 2020, letter to The Academy Family.”  In the letter, the Superintendent directed the following:

USAFA/DS and USAFA/EO will co-chair an institutional assessment and review for biases within our policies, processes, practices, curriculum, and artifacts. The objective is to assess and capture racial disparities specific to African Americans and other identity groups in processes unique to USAFA. Results and recommendations will be provided to me NLT 18 September, and will be used to make tangible, lasting changes, and to inform future actions.

As a member of The Academy Family(Class of 1973), I filed a Freedom of Information Act request for documents stemming from and related to this institutional assessment.”  The request was filed on October 12, 2020. Despite the statutory requirement to respond to requests within 10 days (20 for more complex requests), the request remains open, and I have not received the results and recommendationsrequired to be provided to the Superintendent NLT 18 September 2020.

Despite the looming and ubiquitous woke cancel culture, Professor Wilfred Reilly, a courageous black scholar from Kentucky State University, published an important book, Hate Crime HoaxHow the Left Is Selling a Fake Race War. The analysis is based on facts and evidence, not we feel itanecdotes. The most significant implication from sentiment represented in the we feel itarticle is the self-fulfilling prophecy element. We have seen this movie before. Among other scholars, Hannah Arendt captured this phenomenon in her seminal work, The Origins of Totalitarianism. The book includes 13 chapters. Here are words contained in the various chapter titles:  Antisemitism, Jews, Race-Thinking, Racism, Race, Pan-Movement, Classless Society, Ideology and Terror. It is happening in America. 

Click the links below to read the Military Times article, to learn about CRT "thought leader" Ibram X. Kendi, and to watch a video of the USAFA Superintendent.

[1] Crossman, Ashley. "Definition of Self-Fulfilling Prophecy in Sociology." ThoughtCo, Dec. 20, 2020, thoughtco.com/self-fulfilling-prophecy-3026577.

Military Times article
Ibram X. Kendi
USAFA Superintendent
Our Educational Mission in Action

On December 2, 2021, Dr. Ron Scott hosted an interview with Dr. Zuhdi Jasser on CD Media’s series, “The Intellectuals.”  Dr. Jasser is a first-generation American, born to Syrian parents who fled to the United States after the 1963 revolution in which the Arab Socialist Ba’ath Party seized power in Syria. Dr. Jasser went to medical school on a Navy scholarship and served in the US Navy for 11 years. He is still a practicing internist and cardiologist, but speaks publicly on political Islam, or Islamism. Islamists want to take over countries’ governments in order to replace their previous legal systems with Sharia Law. Dr. Jasser advocates strongly for the “separation of mosque and state.”  In the interview, Dr. Jasser talks about Islamist radicalism in America, as well as what he calls the “Red-Green Axis” which is an alliance between Marxism and Islamism. Click on the link below to watch the full interview.

The Intellectuals
Freedom Isn’t Free
Four chaplains of the USAT Dorchester

By Charles C. Baldwin, Chaplain, Maj Gen (Ret), USAF

They all were Chaplains, First Lieutenant, US Army. They all were in the same class at the Army Chaplains School at Harvard University. They all were deployed on the same ship, the USAT Dorchester, from NY on Jan 23, 1943, en route to Greenland, and then to their final destinations.

Rev. George Fox was a Methodist minister. He was prior service” in WWI as a medical corps assistant and awarded the Silver Star, the Purple Heart, and the French Croix de Guerre. He returned home and prepared for the ministry which eventually brought him to the Army Chaplain Corps. He was 42 years old when he boarded the Dorchester.

Rabbi Alexander Goode was the son of a Rabbi and held a degree from Hebrew Union College, and a PhD from Johns Hopkins University. He went on active duty on Aug 9, 1942. He was 32 years old when he boarded the Dorchester.

Rev Clark Poling was the son of a Baptist preacher who was a WWI chaplain. Rev Poling graduated from Yale University Divinity School and was ordained in the Reformed Church in America in 1936. He was 33 years old when he boarded the Dorchester.

Father John Washington felt the call to be a Roman Catholic priest when he was a young boy. He completed his training at Immaculate Conception Seminary, Darlington, New Jersey. He served as a Parish priest for seven years and then entered the Army Chaplain Corps in 1942. He was 34 years old when he boarded the Dorchester.

During the early morning hours of Feb 3, 1943, the vessel was torpedoed by the German submarine U-223 off the coast of Newfoundland in the North Atlantic. The Four Chaplains—two Protestants, one Catholic, one Jewish—helped other soldiers board lifeboats and gave up their own life jackets when the supply ran out. The chaplains joined arms, said prayers, and sang hymns as they went down with the ship.

It would be interesting to learn if the Four Chaplains were close friends at the Chaplain School. Did they eat lunch at the golf course snack bar, and play volleyball after classes?  Did they get to tell their stories of their faith journeys which brought them to this commitment to be a minister, a priest, and a rabbi to the women and men in uniform who would fight to put an end to tyranny and set the nations free?  Did Rev. Fox tell his chaplain friends about his experiences in WWI to help them understand the horrors of war. What we do know is these men stepped up to Bring God to people, and people to God.”  It is what chaplains and chaplain assistants have always done and are doing today.

Four Chaplains Memorial

STARRS believes it is important to tell the stories of military heroes because they loved their country and fellow service members so much that they were willing to go above and beyond and take extreme risk without regard for self (“Greater love has no one than this: to lay down one’s life for one’s friends,” John 15:13). Someone who believes their country is evil and distrusts the service members around him would not be willing to give the ultimate sacrifice. This is why patriotism, unity, trust, camaraderie, and loyalty are important for mission success in the military. CRT destroys all this.

STARRS Leadership Spotlight

Ron Olds, Maj (Ret), USAF

VP for Administration, Board of Directors


If you ever have the privilege of meeting Ron Olds, you are certain to be impressed by his experiences, wit and wisdom.  For example, Ron relates a humorous anecdote from his cadet days (USAFA ’69), in which the Cadet Wing donned fake mustaches for the noon meal parade to teasingly mock then-Commandant and fighter pilot, Brig General Robin Olds, who was forced to shave his legendary mustache as a condition of assuming command.  Brig Gen Olds' reply?  A single finger.

Ron’s Air Force tenure was brief, but exciting.  Ron met and married Nanci Pollock after completing navigator training.  They moved to Okinawa where Ron was assigned to F-4s.  Ron fought in North and South Vietnam in 1972, amassing over 100 hours in 45 combat sorties. Whether dropping “chaff carpets” to mask strike package routes or escorting bombers, every mission was dangerous – four surface-to-air missiles were launched at his jet on his very first mission north of Hanoi.   Shortly after returning to the U.S., Ron separated from the Air Force to spend more time with Nanci.  He continued to serve in the AF Reserves as a USAFA Admissions Liaison Officer in five states, retiring in 1992 as a Major.

Ron’s post-Air Force career is best characterized by one word: Leadership.  Ron joined Michelin Tire Corporation, which he felt was a good fit, given his engineering background.  Indeed, Michelin initially hired Ron as an engineer, but after 10 years in various engineering assignments, the company recognized his true talents, and placed him in sales to pioneer Michelin Aircraft Tires.  Ron’s success in this undertaking launched him on a trajectory that would span over his 38-year ascent through Michelin’s leadership ranks – from his beginning, effectively as a one-man “department” as Director of Radial Aircraft Tires, to his ultimate position as the Vice President of Sales and Zone Director for Michelin Aircraft Tires, for both North and South America.  Over this span, Ron led teams that developed and marketed tires for the Space Shuttle, C17, F-15E, F-35, 787 and many other military and commercial aircraft, worldwide.

Ron has remained active in his post-retirement life.  After Michelin, Ron and Nanci moved to Colorado in 2012 to be near USAFA and Ron’s tight knit classmates.  The kids and grandkids followed in 2014.  The couple mentors cadets and participates in local AOG events.  In July 2020, however, Ron was shocked to view a USAFA video which seemingly promoted the group Black Lives Matter.  Recognizing the danger posed to the military by Marxist ideologies, Ron became a Founder for the newly created organization STARRS.  As a STARRS Director as well as its VP of Administration, Ron draws heavily on his administrative and leadership backgrounds at Michelin to focus staff meetings, to prioritize agenda items for Directors and VPs, and to maintain accurate corporate records. 

When not working for STARRS, Ron and Nanci enjoy worldwide travel, driving around in his 1968 Corvette, time with his '69 classmates and sharing a good bottle of wine.

Evidence of Indoctrination in the Military

A recent article in The Federalist by Tristan Justice focused on how China will soon pass the US in the number of satellites in space, and how the Chinese are developing various weapons to disable other countries’ satellite navigation and communications. Meanwhile, the National Academies of Science, Engineering, and Medicine have shifted their priorities to diversity, equity, and inclusion. While not a military entity, the NASEM report was commissioned by the Federal Government, and could directly and indirectly affect the US Space Force. Click the link to read the full article.

Read The Article
The Indoctrination of America’s Children
Does Diversity Equal Academic Success?

One consistent theme you will find throughout STARRS newsletters, on the STARRS website, and in presentations by STARRS members is that Critical Race Theory (CRT) programs increase racism, rather than reducing or eliminating it. Another negative result that has been posited is that CRT is harmful to non-whites by teaching them that the system is stacked against them because of their race, and by lowering standards for them. A proponent of CRT might counter that there is no evidence that special treatment and lower standards have a negative effect. One piece of evidence to the contrary has been provided in a study by Jay Greene, PhD, and James Paul. A November 17 article by Michael Swartz on the Patriot Post website says the study found a significant achievement gap between schools that hired a diversity officer and schools with no such position. The study also found that the existence of diversity officers may exacerbate achievement gaps between white and black students, white and Hispanic students, and wealthier and poor students. Click the link below to read the full article.

Does Diversity Equal Academic Success?

(Note, although STARRS focuses on the impact of CRT in the military, our high schools provide the cadets and recruits who are the future of our military and its ability to defend America. Teaching CRT in K-12 schools impacts the military adversely in two ways. First, children of military personnel in schools are taught values that are foreign to their parent’s military values and can lead to friction between them and their service member parents. Second, if America’s youth are taught that America is evil, racist, and needs to be completely rebuilt into a Marxist or Socialist country, it will adversely affect our ability to attract quality young people to the military. Who will want to serve, defend, and potentially give their lives for an evil racist country?)

STARRS' application for 501(c)3 tax exempt status has been approved by the IRS, effective as of 26 April, 2021.