Make sure to read Daniel Greenfield’s outstanding writings in the newest book by Jamie Glazov, Barack Obama: Real Legacy: How He Transformed America. According to a new survey, 1 in 6 hiring managers had been instructed to steer clear of hiring people who were specific in terms of gender and race. Politicians would have held hearings, editorials and cable news hits would typically have been scheduled, and every national and state agency’s legal rights apparatus, including the Department of Labor, would’ve launched extensive investigations. However, because white men were the target of discrimination, legal rights activists and the media applauded one another for a job well done. The survey revealed the true face of systemic racism yet as academics, journalists, and politicians continued to blather about the absurd idea of” Systemic Racism” toward minorities in a nation where white people pass themselves off as minority in order to advance their careers, pursue their education, or pursue business opportunities. 52 % of hiring managers think that their workplace policies constitute racial discrimination, and 50 % think they will be fired if they refuse to hire white men. The revelation that more than half of the country’s hiring managers are engaging in structural hiring discrimination out of fear of losing their jobs may as well have been the wind blowing through a forgotten corner of an isolated southwest desert, while the media pushed ridiculous stories claiming that highways, soap dispensers. and national parks were guilty of systematic racism. There were yawns in response to the exposure of the most widespread structural racism in generations. There are a lot of surveys, but at least ten of them from various companies all happen to point in the exact direction. According to a 2017 Ernst & amp, Young study, one-third of respondents thought that white men were being ignored. The majority of white respondents to an NPR survey that exact year stated that they thought light people faced discrimination. When applying for jobs, 31 % of that group claimed to have experienced discrimination, 19 % reported experiencing promotions, and 18 % said they had experienced it when applying to colleges. It was working class light men who were most likely to believe in discrimination against whites, despite the media elites’ mockery of such surveys and dismissal of them by citing the number of white male employees at Fortune 500 companies. 64 % of those making less than$ 50,000 a year and 65 % of whites without college degrees believed that white people were discriminated against. The least wealthy and powerful light people are the ones who are subjected to discrimination. According to a Pew survey from 2018, light people made up 20 % of those who reported racial discrimination at work. One worker claimed that” White males are currently an undesirable classification in environments seeking the managed utopia of balance and” diversity.” ” People from diverse ethnic backgrounds who have the same skills and experience have various opportunities.” A person who is officially classified as a minority will be given preference over someone of bright descent, according to another. Why is there structural discrimination in place? ESG and DEI are two acronyms with three letters. The foundation of the fresh systemic racism is made up of diversity, equity, and inclusion initiatives that are supported by business, social, or economic governance. Government, private equity, and commercial programs stem from the Biden administration’s mandate that every agency develop an equity program, the requirement that universities have diversity statements, as well as ESG scores, which have been linked to racial discrimination at work as it has been described by so many employees and hiring managers. Governments and woke investment firms demand DEI as a crucial component of their ESG scores. Widespread racism results from implementing DEI programs in order to obtain ESG scores. Consider Google, which has one of the highest ESG scores in the world. How is the sausage made with ESG made? According to the diversity report from the Big Tech monopoly, it” achieved our best year yet for hiring women globally, as well as black + and latinx + employees in the U.” A lawsuit filed by Arne Wilberg, a previous Google recruiter, sheds light on how this is accomplished. According to the lawsuit filed by Wilberg, Google” implemented obvious and indisputable policies of carefully discriminating in favor of job applicants who are Hispanic, African American, orfemale, and against American and Asian men ,” which were memorialized in writing and constantly carried out in practice. For instance,” Allison Alogna, manager of YouTube’s Tech Staffing Management Team, wrote an email to the staffing team in which she requests that they continue with the L3 candidates in process and only accept newL3candidates that are from historically underserved groups.” This is how employment discrimination, DEI, and ESG appear in the workplace. If a large corporation had been found guilty of refusing to hire non-Asian minorities, there would have been an uproar, multi-million dollar fines, and an entire nation-wide discussion. However, despite evidence to the contrary, one of the largest corporations in the world has discriminated against light and Asian employees for five years. And the double standard is both very common in that. Compare that to the$ 20 million fine Walmart received for using physical aptitude tests for positions filling grocery orders and the$ 118 million Google settlement for underpaying women. Why does racism not thrive, asked a long-dead white man? If it succeeds, no one would dare label it racism. The only types of bigotry that we sanction are those that the government finds objectionable, which by definition does not constitute widespread racism. The only form of structural racism that the system and the state actually practice but do not recognize is that. Bigotry that is accepted and practiced by the state is known as systemic racism. Its pervasiveness and the lack of any government action against it are the best indicators of its presence. The only groups that can be properly discriminated against in hiring policies and promotions without investigations, million dollar fines, or legal action are white men and women. And as a result, they are the ones who most require legal rights and workplace protections. The sole forms of structural racism that are still tolerated in contemporary workplaces are ESG ratings and DEI policies. Even though the system hides behind the fact that racism is present everywhere, from showers to sweatpants, with the exception of its own” anti-racism” policies, getting rid of them will be necessary. The system supports the actual widespread racism. And in America, there is no room for it.
[Editor’s Note: Be sure to read Daniel Greenfield’s masterpiece contributions in Jamie Glazov’s new book: Barack Obama’s True Legacy: He Transformed America. A recent survey revealed that one in six hiring managers were told to avoid hiring people of a certain gender and race. Politicians would have held hearings, and the civil rights apparatus of every federal and state agency, including the Department of Labor, would The media has been pushing ridiculous stories about how soap dispensers and national parks are guilty of systemic discrimination. But the survey revealed that more than half of hiring managers in the United States are discriminating against white men because they fear losing their jobs A 2017 study by Ernst & Young found that a third of respondents believed that white men are being overlooked. In the same year, a majority of white respondents to an NPR survey believed that white people face discrimination. 31% of this group said they had been discriminated against while applying for a job, 19% when it came to promotions and Whites with no college degrees, and those earning less $50,000 a year, were more likely to believe that whites face discrimination. One worker stated that “White males” are a undesirable group in the current environment, which is aiming for a managed utopia of ‘diversity’ and ‘balance’. People with the same skills and experiences, but of different ethnicities, are given different opportunities. What’s behind systemic discrimination? The new systemic racism is fueled by Diversity, Equity, and Inclusion programs that are fueled by Environmental Social and Corporate Governance. Racial discrimination in the workplace, as described by many workers and hiring managers, has its roots in government programs, private equity, and corporate programs. From the Biden Administration’s mandate to every agency to develop an equity program to mandatory diversity statements Implementing DEI in pursuit of ESG score leads to systemic racist. Take Google, the company with the highest ESG score in the world. How is the ESG sausage made? This is what DEI and ESG look like in the workplace. If a major corporation had been caught refusing non-Asian minorities to work, there would be a storm and multi-million dollar fines, as well as a national discussion. Five years after the documented evidence of employment bias against white and Asian workers by one of the largest companies in the world, nothing has happened. This is a classic example of the double standard. Compare that to a $20,000,000 fine levied against Walmart for using physical abilities tests for grocery order filler jobs and a $118,000,000 Google settlement for underpaying female employees. If it prospers, no one dares call it racism. The only forms we punish are those that are disapproved by the state, and by definition they do not represent systematic racism. Systemic racism is bigotry that the state and system approve and implement. It is easy to identify by its prevalence and the lack government action. White men and women can be discriminated against in hiring and promotion policies without fear of investigations, fines worth millions or legal recourse. They are the ones most in need of civil rights and workplace protections. ESG ratings and DEI policies remain the only forms of systemic racist behavior that are tolerated today. To eliminate them, we will have to take on the system, which hides behind racism in everything, from sweatpants to showers, except its own ‘antiracism’ policy. There’s no place for it in America.
