MADISON, WI- When is this anti-white discrimination going to be called out for exactly what it is? And when will the federal government step in and do something about it?
According to the U.S. Equal Employment Opportunity Commission:
“...it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex…” [emphasis added]
That seems pretty straightforward. Employees are not permitted to discriminate against anyone based on their race.
The above regulation is based on the Civil Rights Act of 1964, which “prohibits discrimination on the basis of race, color, religion, sex, or national origin.” [emphasis added]
Note neither the regulation nor the Civil Rights Act excludes being white. Yet in 2023, it appears to be perfectly fine to discriminate against whites (in particular white males) in employment.
For example, the Twitter page “End Wokeness” printed excerpts of mandatory DEI training conducted by the University of Wisconsin Healthcare. Employees are instructed to read specific articles and “do self-reflection.”
The two articles to be read include “6 ways to be antiracist, because being ‘not racist’ is not enough, and “Stop Killing Us: A Real-Life Nightmare. Here are some of the “reflection” questions:
- Do I understand the definition of racist? Do I understand that not being racist isn’t the same as being anti-racist?
- Have I confronted my fear of identifying my power and privilege?
- What am I doing every single day to force myself to think about racism and white supremacy?
- What am I doing every single day to stop the killing of black people?
The training then informs white employees “what UW Health is Doing and What You Can Do.” Employees are instructed to do their “own learning and un-learning,” which is intended to show their “commitment to dismantling systemic racism in yourself and our system.” White employees are then told to “Choose 2-3 UW Health tools and resources to help you get started with our unlearning.”
UW Health offers several web-based trainings to assist white employees in overcoming their so-called racism. They include:
- Race, Racism and Antiracism
- Overcoming Unconscious Biases
- Cultural Appropriation
Another section of the mandatory training asks employees to “select claims you have been guilty of that are examples of white privilege and fragility in action.” Answers include, “I know people of color,” “I marched in the sixties,” “You are judging me,” and “You don’t know me.”
“From this list, select assumptions you have been guilty of that are examples of white privilege and fragility in action.” Answers include, “I am free of racism,” “I’m a good person, I can’t be racist,” “I have friends of color, so I can’t be racist,” and “If you knew me or understood me, you would know I can’t be racist.”
Another list asked white employees to “select feelings you have been guilty of that are examples of white privilege and fragility in action. How might you become more cognizant of interrupting these feelings in the future?” Answers include “attacked,” “silenced,” “accused,” “judged,” and “angry.”
Finally, another checklist asked white employees to “select behaviors you have been guilty of that are examples of white privilege and fragility in action.” Answers include “physically leaving,” “arguing,” “denying,” focusing on intentions,” and “avoiding.”
Finally, another checklist asks white employees, “As a white person, in which zone do you fall on your continued journey towards antiracism?” Antiracism is marked with an asterisk, which is addressed at the bottom of the checklist and reads, “Not necessarily for use by BIPOC. These zones may look and feel different when on the receiving end of daily interpersonal, institutional, and structural racism.” In other words, the training suggests that BIPOC individuals cannot be the facilitators of racism, only whites.
The last checklist asks employees to identify what “zone” they believe they are in towards antiracism.” One can either be in the “comfort zone,” the “fear zone,” the “learning zone,” or the “growth zone,” the latter of which is the place to be if you’re a white person browbeaten into white guilt.
If you’re a woke antiracist in the “growth zone”:
“I identify how I may unknowingly benefit from racism,” “I promote and advocate for policies and leaders that are antiracist,” “I speak out when I see racism in action,” “I educate my peers how racism harms our profession,” “I yield positions of power to those otherwise marginalized,” and “I surround myself with others who think and look differently than me.” [emphasis added]
Needless to say, the End Wokeness tweet on X got a lot of attention:
“This is the definition of systemic racism. It’s also antiwhiteism. Making employees go through this in order to keep their jobs is illegal. UW Health needs to be sued into oblivion. This wokeness is absolutely ridiculous and a blatant crime.”
“Starting to think we should have a national day of protest where white people just don’t go to work for a day. If even 5 percent of us didn’t show up there would be utter chaos. Show them a glimpse of the future they’re trying to being [sic] to fruition.”
And finally:
“Imagine the level of self-loathing it would take to accept this as a condition of employment.”
The next time you hear about anyone who isn’t a straight, white (especially male) person being “marginalized,” look at what this DEI crap is doing.
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