A recent survey revealed that 1 in 6 hiring managers had been told to avoid hiring members of a particular gender and race. Normally editorials and cable news hits would have been scheduled, politicians would have held hearings and the civil rights apparatus of every federal and state agency, including the Department of Labor, would have launched massive investigations.
But since the group being discriminated against were white men, civil rights professionals and the media gave each other a thumbs up and congratulated themselves on a job well done.
Even while academics, journalists and politicians went on blathering about the nonsensical notion of ‘systemic racism’ toward minorities in a country where white people pass themselves off as minorities for career advancement, educational attainment and business opportunities, the survey peeled back the real face of systemic racism.
52% of hiring managers believe that their workplace practices racial discrimination and 50% believe that they will be fired if they don’t go along with it by refusing to hire white men.
While the media pushed ridiculous stories claiming that highways, soap dispensers, and national parks were guilty of systemic racism, the revelation that more than half of the country’s hiring managers are practicing systemic hiring discrimination for fear of losing their jobs may just as well have been the wind blowing through a forgotten corner of a southwestern desert.
The exposure of the most pervasive systemic racism in generations was met with yawns.
Surveys are a dime a dozen, but at least a decade of different surveys from different firms all happen to point in the same direction. An Ernst & Young study from 2017 found that a third believed that white men were being overlooked. That same year a majority of white people answering an NPR survey said that they believed white people faced discrimination.
31% of that group described being discriminated against when applying for work, 19% had faced discrimination when it came to promotions, and 18% when applying for college.
While media elites sneered at such surveys and dismissed them by pointing to the number of white men at Fortune 500 companies, it was working class white men who were likeliest to believe in discrimination against whites. 65% of whites without college degrees believed that white people faced discrimination, as did 64% of those earning less than $50,000 a year.
The white people being discriminated against have the least wealth and power.
A Pew survey from 2018 found that 20% of those who reported racial discrimination at work were white. “White males are an undesirable classification currently in environments seeking the managed utopia of balance and ‘diversity,’” one worker said. “People with the same skills and experience, but different ethnicities, have different opportunities. A person formally classed as a minority will get preference over a white,” another stated.
What’s behind this systemic discrimination? Two three letter acronyms: ESG and DEI.
Diversity, Equity and Inclusion programs fueled by Environmental, Social, and Corporate governance are the backbones of the new systemic racism. Racial discrimination at work of the kind described by so many workers and hiring managers has its roots in government, private equity and corporate programs from the Biden administration’s mandate that every agency develop an equity program, to mandatory diversity statements at universities, to ESG scores.
DEI is a fundamental part of ESG scores demanded by woke investment firms and governments. Implementing DEI programs in pursuit of ESG scores leads to systemic racism.
Take Google: the company with one of the highest ESG scores in the world. How does the ESG sausage get made? The Big Tech monopoly’s diversity report boasts that it “achieved our best year yet for hiring women globally, as well as black+ and latinx+ employees in the U.S.”
A lawsuit by a former Google recruiter, Arne Wilberg, cast light on how this is achieved.
Wilberg’s lawsuit appeared to provide documented evidence that Google had “implemented clear and irrefutable policies, memorialized in writing and consistently implemented in practice,
of systematically discriminating in favor of job applicants who are Hispanic, African American,or
female, and against Caucasian and Asian men.” For example, “the manager of YouTube’s
Tech Staffing Management Team, Allison Alogna, wrote an e-mail to the staffing team in which
she writes, ‘Hi Team: Please continue with L3 candidates in process and only accept new L3
candidates that are from historically underrepresented groups.’”
This is what DEI, ESG and employment discrimination looks like in the workplace. Had a major corporation been caught refusing to hire non-Asian minorities, there would have been a storm, multi-million dollar fines and a national conversation. But five years later documented evidence of employment discrimination against white and Asian employees by one of the biggest companies in the world have led to nothing. And that is all too typical of the double standard.
Compare that to a $20 million fine leveled against Walmart for using physical ability tests for grocery order filler positions and a $118 million Google settlement for underpaying women.
To paraphrase a long dead white man, “why does racism never prosper? If it prospers, none dare call it racism.” The only forms of bigotry we punish are those disapproved of by the state and that, by definition, means that they do not represent systemic racism. The only real systemic racism is that which the system and the state implement, but do not acknowledge.
Systemic racism is a form of bigotry that is approved and implemented by the state. The best way to spot it is by its pervasiveness and the lack of any government action against it.
White men and women are the only groups that can be safely discriminated against in hiring policies and promotions without investigations, million dollar fines or legal recourse. And they are therefore the ones who are most in need of workplace protections and civil rights action.
ESG ratings and DEI policies are the only forms of systemic racism still tolerated in the modern workplace. Eliminating them will require taking on the system even as it hides behind finding racism everywhere, from showers to sweatpants, except in its own ‘anti-racism’ policies.
The real systemic racism is backed by the system. And there’s no room for it in America.
But since the group being discriminated against were white men, civil rights professionals and the media gave each other a thumbs up and congratulated themselves on a job well done.
52% of hiring managers believe that their workplace practices racial discrimination and 50% believe that they will be fired if they don’t go along with it by refusing to hire white men.
While the media pushed ridiculous stories claiming that highways, soap dispensers, and national parks were guilty of systemic racism, the revelation that more than half of the country’s hiring managers are practicing systemic hiring discrimination for fear of losing their jobs may just as well have been the wind blowing through a forgotten corner of a southwestern desert.
The exposure of the most pervasive systemic racism in generations was met with yawns.
Surveys are a dime a dozen, but at least a decade of different surveys from different firms all happen to point in the same direction. An Ernst & Young study from 2017 found that a third believed that white men were being overlooked. That same year a majority of white people answering an NPR survey said that they believed white people faced discrimination.
31% of that group described being discriminated against when applying for work, 19% had faced discrimination when it came to promotions, and 18% when applying for college.
While media elites sneered at such surveys and dismissed them by pointing to the number of white men at Fortune 500 companies, it was working class white men who were likeliest to believe in discrimination against whites. 65% of whites without college degrees believed that white people faced discrimination, as did 64% of those earning less than $50,000 a year.
The white people being discriminated against have the least wealth and power.
A Pew survey from 2018 found that 20% of those who reported racial discrimination at work were white. “White males are an undesirable classification currently in environments seeking the managed utopia of balance and ‘diversity,’” one worker said. “People with the same skills and experience, but different ethnicities, have different opportunities. A person formally classed as a minority will get preference over a white,” another stated.
What’s behind this systemic discrimination? Two three letter acronyms: ESG and DEI.
Diversity, Equity and Inclusion programs fueled by Environmental, Social, and Corporate governance are the backbones of the new systemic racism. Racial discrimination at work of the kind described by so many workers and hiring managers has its roots in government, private equity and corporate programs from the Biden administration’s mandate that every agency develop an equity program, to mandatory diversity statements at universities, to ESG scores.
DEI is a fundamental part of ESG scores demanded by woke investment firms and governments. Implementing DEI programs in pursuit of ESG scores leads to systemic racism.
Take Google: the company with one of the highest ESG scores in the world. How does the ESG sausage get made? The Big Tech monopoly’s diversity report boasts that it “achieved our best year yet for hiring women globally, as well as black+ and latinx+ employees in the U.S.”
A lawsuit by a former Google recruiter, Arne Wilberg, cast light on how this is achieved.
Wilberg’s lawsuit appeared to provide documented evidence that Google had “implemented clear and irrefutable policies, memorialized in writing and consistently implemented in practice,
of systematically discriminating in favor of job applicants who are Hispanic, African American,or
female, and against Caucasian and Asian men.” For example, “the manager of YouTube’s
Tech Staffing Management Team, Allison Alogna, wrote an e-mail to the staffing team in which
she writes, ‘Hi Team: Please continue with L3 candidates in process and only accept new L3
candidates that are from historically underrepresented groups.’”
This is what DEI, ESG and employment discrimination looks like in the workplace. Had a major corporation been caught refusing to hire non-Asian minorities, there would have been a storm, multi-million dollar fines and a national conversation. But five years later documented evidence of employment discrimination against white and Asian employees by one of the biggest companies in the world have led to nothing. And that is all too typical of the double standard.
Compare that to a $20 million fine leveled against Walmart for using physical ability tests for grocery order filler positions and a $118 million Google settlement for underpaying women.
To paraphrase a long dead white man, “why does racism never prosper? If it prospers, none dare call it racism.” The only forms of bigotry we punish are those disapproved of by the state and that, by definition, means that they do not represent systemic racism. The only real systemic racism is that which the system and the state implement, but do not acknowledge.
Systemic racism is a form of bigotry that is approved and implemented by the state. The best way to spot it is by its pervasiveness and the lack of any government action against it.
White men and women are the only groups that can be safely discriminated against in hiring policies and promotions without investigations, million dollar fines or legal recourse. And they are therefore the ones who are most in need of workplace protections and civil rights action.
ESG ratings and DEI policies are the only forms of systemic racism still tolerated in the modern workplace. Eliminating them will require taking on the system even as it hides behind finding racism everywhere, from showers to sweatpants, except in its own ‘anti-racism’ policies.
The real systemic racism is backed by the system. And there’s no room for it in America.
Daniel Greenfield is a Shillman Journalism Fellow at the David Horowitz Freedom Center. This article previously appeared at the Center's Front Page Magazine.
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Comments
The largish hospital system I work for in Michigan had a box in the corner of the employee website-" White males will no longer be considered for positions above the level of manager"
ReplyDeleteThey seemed quite proud of it at the time. Did I mention that the place is literally falling apart since then?
We also dropped the requirement to be COVID vaccinated in June. We fired 3,000 people for that..........Funny how they are not rushing back to fill our thousands of vacancies.
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