Dropbox hiring manager tweets that she prefers others “over white people”, “could use less of them in her life”


SAN FRANCISCO, CA- There was a time when the following would have been considered illegal. In fact, it still is. According to BizPacReview, a woman who claims to be a manager for Dropbox, a San Francisco-based file hosting service who has previously tweeted about wanting fewer whites in her life apparently bases her hiring decisions on the same criteria.

Jasmine Friedl, head of design for the tech company and who has since protected her tweets, published tweets that were uncovered by Fox News producer Greg Re, as well as Libs of TikTok. When reached out to for comment, Dropbox’s chief legal officer, instead of responding to Friedl’s messaging, also went private.

Fortunately, the internet is forever and Libs of TikTok kept screenshots of the tweets. For example in one such tweet, Friedl said, “I choose to prioritize folks in our BIPOC and URM communities.” For those not up on acronyms, BIPOC stands for black, indigenous and people of color, while URM is an acronym for underrepresented minority.

In yet another tweet, Friedl wrote, “Things I need more in my life; feminism, comedy, truth and less white people.”

Re, who is a producer on Fox News Channel’s “Tucker Carlson Tonight” tweeted:

“Never seen anything like this. @dropbox hiring manager is openly saying she selects candidates based on race, contrary to federal law. Dropbox is ignoring all inquiries from us about this, signaling they are complicit in these violations. These are true believers, come what may.”

Re noted that he had “reached out to Dropbox to see how many candidates this manager has rejected in recent years and whether they will investigate,” he said.

Civil rights and First Amendment attorney Harmeet Dhillon said that what Friedl is doing is violating a number of US laws and could lead to a business ending up in court, noting it is illegal to discriminate on the basis of race.

“This is illegal under federal and state law. If a white candidate applied for such a job and was denied while a less-qualified candidate was hired, the company would have some questions to answer, and with this kind of evidence, a claim to defend,” she said in a tweet.

The chief legal officer, “Bart Volkmer” has likewise protected his tweets, despite claiming on his Twitter handle that he is a “father/husband, democracy fan.” Clearly that is a misnomer. According to BizPacReview, Volkmer has allegedly made a personal commitment to “advocate for diversity, equity and inclusion.” Just no on his Twitter page.

Re noted that Volkmer likely had a good reason to lock his account; he has also deleted his LinkedIn account; he is apparently also in charge of overseeing the company’s hiring practices.

In his Twitter thread, Re said, “This is a clear pattern with this racist Dropbox manager. For years, Jasmine [Friedl] has explicitly promised to offer extra assistance to certain applicants based on their race. It’s hard to overstate how irresponsible these tweets are.”

This seems to be yet another example of a woke US corporation engaging in DEI (diversity, equity, and inclusion) to actually engage in exclusion rather than inclusion.

It’s time Dropbox suffer the same fate as Disney, Coca Cola, Major League Baseball, and other companies who have sacrificed their integrity to appeal to the mob.


For more on woke companies, we invite you to read one of our prior pieces on the subject.


TLANTA, GA – Black leaders are calling calling out “woke” corporations that blindly threw millions of dollars at Black Lives Matter while denigrating America’s men and women in blue.

Concerned Communities for America, a group of black leaders, is specifically focusing attention on Papa John’s, Coca-Cola, Comcast/NBC and Peloton for their rush to support an organization whose leaders did nothing for racial justice while lining their own pockets.


CCA held a press conference in Atlanta on Wednesday to ask Papa John’s CEO Robert Lynch and Coca Cola CEO James Quincey to sign pledges in support of police officers. The group said in a press release:

“This pledge is in response to Papa Johns’ and Coca Cola’s blind support, vocally and/or financially, of the Black Lives Matter Global Network Foundation and its affiliates.”

Pastor Marc Little slammed the corporations for their social justice response. He said, in the press release:

“What I am exposing is the Four Ds: Defund, Demean, and cause our police to Die, Doing their job protecting and serving all of us.”


He accused the companies of “helping BLM leaders amass a reported treasure trove of hate mongering, blood money totaling 100 million dollars.”

CCA Executive Director DaQuawn Bruce said:

“Since the rise of the Civil Rights movement under the unifying leadership of Rev. Martin Luther King, there has been an attempt to exploit his movement’s effort to improve the lives and treatment of Black and Brown Americans.”

Major corporations publicly donated to Black Lives Matter and made numerous statements in support of racial justice during the 2020 “Summer of Love” protests and riots following the death of George Floyd in Minneapolis.

The group said:

“It believes that Black lives matter. But there lies a difference in supporting Black lives and conversely supporting terror and anarchy on our streets by BLMGNF, which seeks to corrupt the larger Black Lives Matter movement.”

The global BLM foundation is facing numerous questions as to where tens of millions of dollars in donations have gone. Amazon kicked the organization off of its charity platform earlier this year.


Bruce said NBC, The Coca-Cola Co., Peloton and Papa John’s:

“. . .have frequently demeaned active-duty police, and sadly those who have fallen protecting our communities.”

He accused the companies of creating “an atmosphere where police officers fear for their lives while doing their jobs.”

The pledge reads

“As the leader of (Company Name), I now realize our vocal and financial support of the Black Lives Matter Global Network Foundation and its affiliates was short-sighted and did not fully contemplate the ramifications of their words and actions.

“Those words and actions included the defunding, demeaning, and violence against the women and men who serve our communities as police officers and put their lives on the line across this country every day. Going forward, I pledge that on behalf of myself and the men and women who make up (Company name), we will strive to vocally and financially support our women and men ‘in blue’ as well as the millions of first-responders and military personnel, and their families, that protect us every day from harm.”


Revealed: Mandatory Coca Cola training teaches employees ‘try to be less white’

February 20, 2021

ATLANTA, GA – Coke is “woke.”  And the Coca-Cola Company has demanded that its employees walk in lockstep with anti-white ideology.

The soft drink giant has reportedly implemented mandatory training via a LinkedIn course called Confronting Racism, presented by Robin DiAngelo, author of White Fragility: Why It’s so Hard for White People to Talk about Racism.

The course promises to address “white privilege – the relative immunity white people (people of European origin) enjoy relative to the challenges people of color face.”

One eleven-minute segment of DiAngelo’s course, entitled “Understanding what it means to be white, challenging what it means to be racist,” has reportedly become mandatory training for Coca-Cola employees.

This revelation was first shared Friday, February 19, by organizational psychologist, writer, speaker, and YouTube personality Dr. Karlyn Borysenko.

Borysenko states that she received word from an anonymous whistleblower that that person had received an email from Coca-Cola regarding required viewing of the “Understanding what it means to be white” course.

The whistleblower sent Borysenko several screenshots of the training, which she shared on a viral YouTube video and via Twitter.

One slide in the course declares:

To be less white is to:

– be less oppressive

– be less arrogant

– be less certain

– be less defensive

– be less ignorant

– be more humble

– listen

– believe

– break with apathy

– break with white solidarity.

Clearly, the message here is that whiteness conveys oppression, arrogance, certainty, defensiveness, ignorance, lack of humility, inability to listen, inability to believe, apathy, and is imbued with white solidarity.

It does not get any more racist than that, folks.

The messaging did not end there, however.

Another slide proclaimed:

“In the U.S. and other Western nations, white people are socialized to feel that they are inherently superior because they are white.

“Research shows that by age 3 to 4, children understand that it is better to be white.”

Glaringly absent from these claims is any sort of reference or footnote to back them up.

According to Dr. Borysenko, lack of scholarly references is the “M.O.” for DiAngelo.

In her YouTube video, Borysenko explains that there are “no academic references for a lot of the information” in DiAngelo’s book White Fragility.

Borysenko asserts further that self-confessed racist DiAngelo in the book speaks from her own perspective and assumes that since she was racist, all white people are racist.

The LinkedIn training ends with a slide instructing viewers to:

“Try to be less white.”

Needless to say, after Borysenko broke this story on YouTube and shared the images on Twitter, social media users had plenty of remarks.

Some found the content objectionable.

One Twitter user wrote:

“How is any of this legal?  If we replaced white with any other race there would literally be hell to pay.”

Author and political speaker Candace Owens noted:

“If a corporate company sent around a training kit instructing black people how to “be less black,” the world would implode and lawsuits would follow.”

Other respondents were in favor of the anti-white training, with one writing:

“The people freaking out about this are the ones who need to take the training.”

Another explained:

“No other race has the kind of power that white people have the power in America.

“Other races face discrimination that white people don’t have to deal with.

“That’s why they have this type of training.”

As for Coca-Cola, the company has conceded that it has offered this course to its employees.

In a statement, Coca-Cola reported:

“The video circulating on social media is from a publicly available LinkedIn Learning series and is not a focus of our company’s curriculum.”

The statement goes on to add:

“Our Better Together global learning curriculum is part of a learning plan to help build an inclusive workplace.

“It is comprised of a number of short vignettes, each a few minutes long. The training includes access to LinkedIn Learning on a variety of topics, including on diversity, equity, and inclusion.”

The statement concludes:

“We will continue to refine this curriculum.”

What is absent is an acknowledgement as to the mandatory nature of any of the training the company mentions, although noting the presence of “a learning plan to help build an inclusive workplace” suggests that the company is aiming for widespread ‘education’ of its employees.

Given the availability of this LinkedIn course to any person or company who chooses to access it, Dr. Borysenko noted in a follow-up video that “probably thousands” of companies are implementing this training.

According to National File, the list of companies from which employees “liked” the course in question on LinkedIn includes:

“Microsoft, Singapore Airlines, the Philadelphia Eagles, the DNC, AIG Insurance, Adidas, Santander Bank, Walmart, LEGO, Carhartt, Regeneron, LA’s Unified School District, the UNHCR, the ADL, Nokia, Seattle PD, the Blue Cross, Tiffany and Co, Renault, Verizon, Dropbox, Vodafone, Western Union, and LinkedIn itself.”

Obviously, this list does not mean that these companies have mandated or even encouraged this particular course for their employees, but it is still significant in that it does show an interest in the course across multiple employees from different companies.

As it turns out, courses like DiAngelo’s may actually backfire when it comes to spreading ‘wokeness’ among the ‘privileged white.’

According to evidence cited in the Washington Free Beacon, studies have shown that “anti-bias tools” have a negligible effect and may, in fact, have the opposite influence of their intent.

The Beacon reports:

“A review of nearly 1,000 studies of anti-bias tools found little evidence that they have any impact.

“In fact, recent studies suggest anti-bias training’s primary effect may be to encourage discrimination: Firms with diversity training end up with fewer minorities in management, and field research finds that training both reinforces stereotypes and increases animosity against minority groups.”

Borysenko has promised in her follow-up YouTube video to continue to work on this story.

In an effort to find additional persons who have been subjected to the training course, Borysenko has invited persons whose companies have implemented “woke, anti-racist training” to contact her anonymously.

She added in her video:

“I’m happy to continue shining light on this stuff for as long as we need to, to get it out of training curriculums.

“It is racist, it is harmful, it teaches people to hate themselves, and it doesn’t contribute to the work environment in any way.”

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