AG Garland’s daughter married to co-founder of education company peddling CRT resources to schools


Following the early October announcement from the Department of Justice to target parents opposed to aspects like critical race theory who’ve allegedly engaged in “harassment, intimidation and threats” against various school boards across the country, a concerning connection has come to light regarding AG Merrick Garland’s daughter.

The U.S. Attorney General’s daughter happens to be married to the co-founder of a company that peddles resources to schools to foster more “equitable” school environments – a term that often accompanies CRT proponents.

According to a 2018 article from the New York Times, Rebecca Garland married Xan Tanner, which Tanner happens to be one of the co-founders of Panorama Education.

According to the company website’s “About” page, their products are already being used to “support over 13 million students in 21,000 schools, 1,500 districts, and 50 states.”

Products that are offered to school districts include educational progress dashboards called “Student Success”, another dashboard called “Social Emotional Learning”, and “Feedback Surveys” that schools can utilize to address all matters ranging from student to staff concerns and desires.

What has the potential to raise some eyebrows would be the “Social Emotional Learning” product sold by the company run in part by the son-in-law of AG Garland, as it seems to have elements of CRT basked into the product sold by the company.

According to the topics listed within the “Social Emotional Learning” section of the product information, some of the “topics for students, teachers and staff” address the following:

  • Diversity and Inclusion – How diverse, integrated, and fair school is for students from different races, ethnicities, or cultures.
  • Cultural Awareness and Action – How often students learn about, discuss, and confront issues of race, ethnicity, and culture in school.
  • Social Awareness – How well students consider the perspectives of others and empathize with them.
  • Cultural Awareness and Action (Student Focus) – How well a school supports students in learning about, discussing, and confronting issues of race, ethnicity, and culture.
  • Cultural Awareness and Action (Adult Focus) – How well a school supports faculty and staff in learning about, discussing, and confronting issues of race, ethnicity, and culture.

These aforementioned areas all are part of CRT-based efforts, creating a hyper-focus on aspects like race and ethnicity that many parents across the country have voiced concerns over their propensity to foster identity politics in a school setting.

And as mentioned earlier, AG Garland released a statement on October 4th in light of parents attending and voicing concerns at school board meetings all over the United States that alluded to said acts as being instances of “harassment, intimidation and threats of violence.”

While the Department of Justice release proclaimed that they’re only responding to a “rise in criminal conduct directed toward school personnel”, this alleged criminal conduct the Justice Department aims to address stems from the hyperbolic claims made by the National School Boards Association in late September.

In a September 29th letter to President Biden from the NSBA, the association claimed that parents voicing opposition to CRT or mask mandates in school is “the equivalent to a form of domestic terrorism and hate crimes.”

While a singular instance in their September 29th letter noted that one person “in Illinois for aggravated battery and disorderly conduct during a school board meeting,” every other complaint lodged in the letter pertained to things like angry letters, being called mean names like “Marxist”, and dealing with “anti-mask proponents” who cause “chaos during board meetings.”

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Revealed: Verizon promotes anti-police speakers and pushes Critical Race Theory in employee training

(Originally published August 30th, 2021)

The following article contains editorial content written by a current staff writer for Law Enforcement Today.

According to a report from City Journal, Verizon has put together an internal program that is pushing the likes of critical race theory on employees, as well as championing ideas like defunding the police and the concept of “white fragility”.

Investigative journalist Christopher Rufo was able to obtain some of the internal documents from a whistleblower from the company, outside of the already heavily populated “Race & Social Justice Action Toolkit” Verizon hosts on their website pushing similar concepts.

There was a time where new hires and employees at a company would go to work and be trained on work-related tasks, company policies, and other areas relevant to ideal job performance.

Verizon is of course a wireless network operator – meaning the company’s bread and butter comes from various iterations of wireless phone services. Yet, City Journal contributor Rufo found that Verizon is dipping its toes into indoctrinating their employees for matters not related to the work Verizon does:

“According to documents that I have obtained from a whistleblower, Verizon launched the ‘Race & Social Justice’ initiative last year and has created an extensive race reeducation program based on the core tenets of critical race theory, including ‘systemic racism,’ ‘white fragility,’ and ‘intersectionality’.”

According to one of these crash courses being taught to Verizon employees, dubbed as “Conscious Inclusion & Anti-Racism”, employees are asked to “deconstruct their racial and sexual identities and, according to their position on the ‘privilege’ hierarchy, embark on a lifelong ‘anti-racism journey’”:

From there, employees are reportedly asked to list their race, gender, gender identity, ethnicity, religion, education level, profession, and their sexual orientation on this official company worksheet.

Apparently, then employees are supposed to take that information on the worksheet and apply it to the theory of intersectionality, which is a huge part of critical race theory that determines whether someone fits in the category of the oppressed or that of an oppressor.

This is what some people jokingly coined as the Oppression Olympics, which simply reduces an individual to their immutable characteristics to see who could be thought of as more oppressed.

Basically, this train of thought would deduce that a straight black male is of higher victimhood status than perhaps a gay white female, but a black trans woman would trump them both on the victimhood status.

Needless to say, it’s not only shoddy social science – it’s dangerously divisive rhetoric that needlessly segments people into group identity, which leads to group-think.

In one of the videos related to the Verizon curriculum around this effort, former Global Chief Diversity, Equity, and Inclusion officer Ramcess Jean-Louis is featured on a video titled “Let’s talk about privilege”, where he asserts the following:

“As a black man in [America], we are viewed as less than. We are viewed as inferior. We are viewed that our life is not as valuable as anyone else.”

The sort of rhetoric Jean-Louis is peddling in the video is an instance of speaking in absolutes, which is the habit of describing a feeling or a circumstance in concrete and absolute terms – such as when he’s saying all black Americans “are viewed as less than”, “viewed as inferior”, and “viewed that our life is not as valuable.”

This is absolutist nonsense, as it completely shows a cognitive bias that’s characterized by completely ignoring nuance – because it asserts that all non-black Americans see black Americans as lesser.

Rufo’s report noted that Verizon is also teaching employees about “microaggressions” and how they may be unconsciously doing harm to coworkers by engaging in actions or speech that no normal person would recognize as offensive:

“The diversity trainers explain that employees should not commit ‘microaggressions’ and ‘microinequities,’ defined as ‘indirect expressions of racism, sexism, ageism, ableism, or another form of prejudice’ that are ‘seemingly innocuous’ and often ‘unconscious or subtle,’ but make members of certain racial and sexual classes ‘feel different, violated, or unsafe.’ Members of the privileged classes must instead engage in the ‘lifelong process’ of demonstrating ‘accountability with marginalized individuals.’”

In a sense, Verizon is warning employees to stop doing/saying potentially offensive things that no reasonable person would raise an eyebrow at – as both the concepts of microaggressions and microinequities aim to address general non-issues or non-inflammatory language.

For instance, a prime example of what a “microaggression” would be is someone talking about a date they had not going well because their date seemed “kind of dumb” or “air-headed” – well, in the world of microaggressions, that would be an infraction showing one’s “ableism”.

And Verizon also hosted another contentious topic with this social justice indoctrination: police defunding. According to Rufo’s report, Verizon hosted a criminal justice reform speaker that championed defunding the police.

Adrian Burrell from Verizon’s speaking event stated the following about policing in America:

“I feel like over policing doesn’t work. And I feel like those same resources that are aimed towards hiring [police officers] with racist biases…need to be aimed at bringing more resources to the community at a at a root level, and then you just won’t need so many police.”

“If you want to call that ‘abolishing the police,’ or if you want to call that ‘defunding the police,’ so be it.”

So, not only are Verizon employees learning how to do their job, but they’re also learning that they’re either oppressors or oppressed, that America is systemically racist, and that police should be defunded.

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