Meme - Tacoma Tidal: "White people... why do y'all climb mountains? Better yet what the hell is even at the top of a mountain?"
Ayomitunde @bobbysparkl...: "So why the fvck do white people climb mountains, what's ontop of the mountain :No Goddamn thing, so why climb"
"Why the fucc do white people climb mountains? Theirs nothing up their"
Amazement @Amaze_M: "The things white people do though. Why would anyone wanna climb mountains"
Rambo: "Why do white people climb mountains and shit you ain't never heard of a nigga climbing a damn tree"
Clearly, structural racism, discrimination and white supremacy are why "minorities" don't climb mountains (and go into the outdoors, in general)
DEI Invades Community Colleges Too - WSJ - "In campus meetings, expressing dissent on this matter can be risky. In a November Zoom meeting with some two dozen professors present, a faculty member tried to present a slide show outlining her concerns about the glossary. Thirty seconds into her presentation, the dean interrupted to upbraid her, saying “thousands of people” at community colleges across the state had already approved of the DEI glossary and that critics had no idea what they were talking about. The humiliated professor sat with eyes cast down and didn’t continue her presentation. I turned on my microphone to defend her with a single sentence to the dean: “You just used a bandwagon fallacy”—an appeal to popular opinion. The dean berated me, using obscenities and equating my criticism of the glossary with discrimination. Some colleagues joined the attack. To advance their careers, faculty are expected not only to refrain from questioning the DEI dogma but to propagate it actively. An email sent to my department informed recipients that one of the three criteria for being considered to teach a new English course is whether “you’ve been actively involved in DE [sic] programs (Umoja, Puente, Equity Committee).” New ethnic-studies courses are crowding out traditional history offerings and a proposed campus reorganization includes the appointment of a new vice president for equity. A couple of hours up the road, a trustee for Bakersfield College spoke of the need to “cull” anti-DEI faculty. Elite institutions deserve all the criticism they’ve received of late, but nonelite ones deserve some too."
Chicago cop sues city to change race on records, claims others can alter 'gender identity' - "Officer Mohammad Yusuf, 43, is currently listed as “Caucasian” in the Chicago Police Department’s (CPD) records, according to court documents reviewed by The National Desk (TND). He claims in the suit, however, he "currently identifies as Egyptian and African American." When Yusef joined the department in 2004, the lawsuit reads, he was only allowed to select between "Caucasian," "Black" and "Hispanic." The officer says he selected Caucasian “despite not identifying as white.” New members of the department now have the option between "Black or African American," "Hispanic or Latino," "White," "American Indian or Alaska Native," "Native Hawaiian or Pacific Islander," "Two or more races," or "I choose not to disclose," according to the lawsuit. When Yusef tried to update his records to match these options, he was allegedly denied due to a department policy prohibiting such revisions. The officer argues, however, this represents a “double standard” as CPD allows officers to update their records to reflect their gender identities. Being listed as "Caucasian," Yusef argues, has stunted his career growth as White officers in the department are allegedly routinely passed up for promotions. Since 2019, 75 officers have been promoted to sergeant, only 5 of which were White, the suit claims. "Despite Yusuf's exemplary qualifications and the purported race-neutral policy of the Merit System, Yusuf has been repeatedly bypassed for promotion in favor of less qualified candidates, based on their race, specifically African American officers, some of whom had disciplinary issues and were not suitable for the responsibilities of a sergeant," the lawsuit reads."
When a "Brown" Muslim alleges anti-white discrimination, does he have internalised white supremacy and is this anti-blackness?
2021 Emmys Criticized After No Actors of Color Win in Major Categories - "Emmys viewers took to Twitter with the hashtag #EmmysSoWhite to criticize the lack of winners of color."
The woke want quotas for awards. No wonder award shows viewership keeps falling
Raquel Evita Saraswati and the new 'race fakers' | The Spectator - "Meet Raquel Evita Saraswati. Saraswati is chief equity, inclusion and culture officer at the Philadelphia-based American Friends Service Committee, a Quaker organisation that fights globally for peace and social justice. Her qualifications for the role are impressive. Not only does Saraswati have the academic credentials and training required, she has that all important extra: lived experience. Saraswati is of Latino, South Asian and Arab descent. The human resources consultant involved in her recruitment, Oskar Pierre Castro, describes her as a ‘queer, Muslim, multiethnic woman’. What’s more, Saraswati is ‘an activist’, a public voice for ‘moderate’ muslims, used to fronting campaigns and challenging media appearances. Only it turns out, this is not just embellishment but outright untruths. Not the qualifications or employment history – the mundane stuff people usually exaggerate. No, Saraswati was less than truthful on the ‘lived experience’ section of her application. And she has now been publicly outed by her own mother, Carol Perone. ‘She’s as white as driven snow,’ Perone told the Intercept, an American online publication... We have been here before, most notably with Rachel Dolezal, the self-identified African American academic and civil rights activist who rose to become head of her local branch of the National Association for the Advancement of Coloured People before being outed as white by her parents. Then there is Jessica Krug, a former associate professor of history at George Washington University, who, by her own account, grew up as ‘a white Jewish child in suburban Kansas City’ before living, ‘under various assumed identities within a Blackness that I had no right to claim: first North African Blackness, then US rooted Blackness, then Caribbean rooted Bronx Blackness.’ The UK is not immune from such controversies. Anthony Ekundayo Lennon, an award-winning ‘theatre practitioner of colour’ and assistant director on Britain’s first all-black production of Guys and Dolls, turned out to be white. Despite publicly acknowledging his white parents, Lennon’s naturally dark skin meant people assumed he was mixed race. Eventually, Lennon simply stopped correcting people and, somewhere along the line, he dropped his middle name – David – for the Nigerian ‘Ekundayo’. Cynics might suggest ‘race fakers’ are motivated by money. Lennon is highly unlikely to have been hired to direct an all-black production if he had owned up to being white. Likewise, academics writing about race and identity are feted for sharing their lived experiences. Castro, who helped recruit Saraswati is clear: ‘In my mind it was, “great, a person of colour, a queer person of colour, who happens to be a Muslim and a woman”,’ he said. You can almost hear him shouting, ‘Bingo!’. Now the truth has come to light, Castro complains, ‘I definitely feel conned. I feel deceived.’ This is understandable. But we should ask why we now have entire industries and employment sectors that – under the weasel words ‘lived experience’ – are legitimately hiring, promoting and rewarding people apparently on the basis of their skin colour. Until the latter decades of the last century, racial discrimination was rife and overt. Hollywood stars such as Merle Oberon, who had an Indian mother, and Carol Channing, who had a black grandparent, kept their ethnicity secret or deliberately presented themselves as white. That the reverse is now happening seems a very curious sort of progress. Today, those who switch identities seem to be driven by more than just money. In an age when white women are ‘Karens’ who shed tears to detract from their white guilt, opting out seems attractive. Children constantly hear that gender is something that bears no relation to biology but is, instead, a feeling that must be respected. How do we begin to explain to a ten-year-old that race, which by all accounts is more fluid and socially constructed than sex, is something fixed for all time?... as well as questioning the race fakers, we need to hold to account the industries that privilege lived experience above all other qualifications, often while morally denigrating ‘whiteness’. And we need to ask why our culture seems to be as obsessed about skin colour now as it was a century ago."
Meme - "Miss Slovenia & Miss Poland *white girls*"
Meme - "Greta Gerwig's 'CHRONICLES OF NARNIA' adaptation for Netflix will reportedly be "bigger and bolder than expected.""
Aslan: "THEY'RE GOING TO MAKE ME GAY AREN'T THEY"
Most Black Students at Harvard Are From High-Income Families
i/o on X - ""Most minority students at Harvard, Princeton, and Yale come from high-income families... When students and faculty activists struggle for cultural diversity, they are in large part battling over what skin color the rich kids have.”... And when these children of privilege applied to a bastion of privilege, how were they treated? With an additional massive dose of privilege that can be expressed as following: Fewer than 1 out of 16 of the black applicants accepted at Harvard would have obtained entry had admissions been based only on high school academic achievement and standardized test scores. According to the linked article, 75% of the black students at Harvard were from African or Caribbean nations or were mixed race, and “more than two thirds of all Harvard's black students were either the children or grandchildren of West Indians or Africans [not US blacks].""
DEI killed the CHIPS Act - "DEI — the identity-obsessed dogma that goes by “diversity, equity, and inclusion” — has now trained Google’s new AI to refuse to draw white people. What’s even more alarming is that it’s also infected the supply chain that makes the chips powering everything from AI to missiles, endangering national security. The Biden administration recently promised it will finally loosen the purse strings on $39 billion of CHIPS Act grants to encourage semiconductor fabrication in the U.S. But less than a week later, Intel announced that it’s putting the brakes on its Columbus factory. The Taiwan Semiconductor Manufacturing Company (TSMC) has pushed back production at its second Arizona foundry. The remaining major chipmaker, Samsung, just delayed its first Texas fab. This is not the way companies typically respond to multi-billion-dollar subsidies. So what explains chipmakers’ apparent ingratitude? In large part, frustration with DEI requirements embedded in the CHIPS Act. Commentators have noted that CHIPS and Science Act money has been sluggish. What they haven’t noticed is that it’s because the CHIPS Act is so loaded with DEI pork that it can’t move. The law contains 19 sections aimed at helping minority groups, including one creating a Chief Diversity Officer at the National Science Foundation, and several prioritizing scientific cooperation with what it calls “minority-serving institutions.” A section called “Opportunity and Inclusion” instructs the Department of Commerce to work with minority-owned businesses and make sure chipmakers “increase the participation of economically disadvantaged individuals in the semiconductor workforce.” The department interprets that as license to diversify. Its factsheet asserts that diversity is “critical to strengthening the U.S. semiconductor ecosystem,” adding, “Critically, this must include significant investments to create opportunities for Americans from historically underserved communities.” The department does not call speed critical, even though the impetus for the CHIPS Act is that 90 percent of the world’s advanced microchips are made in Taiwan, which China is preparing to annex by 2027, maybe even 2025. Handouts abound. There’s plenty for the left—requirements that chipmakers submit detailed plans to educate, employ, and train lots of women and people of color, as well as “justice-involved individuals,” more commonly known as ex-cons. There’s plenty for the right—veterans and members of rural communities find their way into the typical DEI definition of minorities. There’s even plenty for the planet: Arizona Democrats just bragged they’ve won $15 million in CHIPS funding for an ASU project fighting climate change. That project is going better for Arizona than the actual chips part of the CHIPS Act. Because equity is so critical, the makers of humanity’s most complex technology must rely on local labor and apprentices from all those underrepresented groups, as TSMC discovered to its dismay. Tired of delays at its first fab, the company flew in 500 employees from Taiwan. This angered local workers, since the implication was that they weren’t skilled enough. With CHIPS grants at risk, TSMC caved in December, agreeing to rely on those workers and invest more in training them. A month later, it postponed its second Arizona fab. Now TSMC has revealed plans to build a second fab in Japan. Its first, which broke ground in 2021, is about to begin production. TSMC has learned that when the Japanese promise money, they actually give it, and they allow it to use competent workers. TSMC is also sampling Germany’s chip subsidies, as is Intel. Intel is also building fabs in Poland and Israel, which means it would rather risk Russian aggression and Hamas rockets over dealing with America’s DEI regime. Samsung is pivoting toward making its South Korean homeland the semiconductor superpower after Taiwan falls. In short, the world’s best chipmakers are tired of being pawns in the CHIPS Act’s political games. They’ve quietly given up on America. Intel must know the coming grants are election-year stunts — mere statements of intent that will not be followed up. Even after due diligence and final agreements, the funds will only be released in dribs and drabs as recipients prove they’re jumping through the appropriate hoops. For instance, chipmakers have to make sure they hire plenty of female construction workers, even though less than 10 percent of U.S. construction workers are women. They also have to ensure childcare for the female construction workers and engineers who don’t exist yet. They have to remove degree requirements and set “diverse hiring slate policies,” which sounds like code for quotas. They must create plans to do all this with “close and ongoing coordination with on-the-ground stakeholders.” No wonder Intel politely postponed its Columbus fab and started planning one in Ireland. Meanwhile, Commerce Secretary Gina Raimondo was launching a CHIPS-funded training program for historically black colleges. Now the secretary is calling for a second CHIPS Act. Before that, let’s make the one we have usable. There’s an easy fix. A bipartisan group of lawmakers is already trying to pass a bill exempting CHIPS funding from the multiyear environmental review required by the National Environmental Policy Act. The same need for speed calls for adding in a veto of the Commerce Department’s diversity tag-alongs. All Congress has to do is insist it meant what it said in the CHIPS Act and no more: giving poor people opportunities isn’t a free pass to enact all of DEI’s pet causes, and especially not to make national security wait on them. What Congress didn’t give, Congress should be willing to take away. This is the stuff declining empires are made of. As America pursues national security by building a diverse workforce, China does it by building warships. The CHIPS Act’s current identity as a jobs program for favored minorities means companies are forced to recruit heavily from every population except white and Asian men already trained in the field. It’s like fishing in all the places you aren’t getting bites. Instead of solving the problem, the people in charge are trying to cover the problem up just long enough to win reelection. Don’t be fooled by the Biden administration’s upcoming weekend-at-Bernie’s act — the CHIPS Act is dead."
Meme - "Wow, representation is super easy *painting white Superman black*"
Meme - Pointy Haired Boss: "MANAGEMENT ASKED ME TO ADD SOME DIVERSITY TO THE ENGINEERING TEAM. MEET DAVE."
Black Guy: "I IDENTIFY AS WHITE."
Pointy Haired Boss: "YOU'RE RUINING EVERYTHING"
An Unintentional, Robust, and Replicable Pro-Black Bias in Social Judgment - "Empirical evidence and social commentary demonstrate favoring of Whites over Blacks in attitudes, social judgment, and social behavior. In 6 studies (N > 4,000), we provide evidence for a pro-Black bias in academic decision making. When making multiple admissions decisions for an academic honor society, participants from undergraduate and online samples had a more relaxed acceptance criterion for Black than White candidates, even though participants possessed implicit and explicit preferences for Whites over Blacks. This pro-Black criterion bias persisted among subsamples that wanted to be unbiased and believed they were unbiased. It also persisted even when participants were given warning of the bias or incentives to perform accurately. These results suggest opportunity for theoretical and empirical innovation on the conditions under which biases in social judgment favor and disfavor different social groups, and how those biases manifest outside of awareness or control."
We will still be told that DEI and affirmative action are about correcting prejudice against "minorities", and ensuring that the best candidate succeeds
Meme - NPC: "It doesn't matter what skin color hobbits and elves have, it's all make-belief, you nerd."
Normal person: "So if it doesn't matter, then you are cool with them all being white, right?"
NPC: *upset*
Meme - Drew Hall: "Losing out on a job for being male middle class and white is a literal skill issue."
An example of a left winger mocking white men for being discriminated against in hiring. As usual, "this is not happening, and it's good that it is". Of course, good luck if you mock a "minority" for losing out on a job due to discrimination
Washington no longer requires passage of bar exam to practice law - "The Washington Supreme Court ordered on Friday, March 15, that attorneys now have “alternative pathways” in lieu the bar exam to become licensed to practice law in Washington State. The Washington State Bar Licensure Task Force (WBLTF) cited that the bar exam “disproportionately and unnecessarily blocks marginalized groups from practicing law” while escalating a “law dessert” across the state. “In addition to the racism and classism written into the test itself, the time and financial costs of the test reinforce historical inequities in our profession,” Supreme Court documents state. “Despite these issues, data indicates that the bar exam is at best minimally effective for ensuring competent lawyers. Among the deficiencies and common complaints about the bar exam is that it bears little resemblance to actual practice and tends to simply restate the same results already provided by law school grades.”"
Meme - i/o @eyeslasho: "The tiny number of blacks and Hispanics achieving elite-level MCAT scores demonstrates the impossibility of the best medical schools being able to fill their de facto race quotas with only high-level applicants. There simply aren't enough smart blacks and Hispanics to go around."
"The Proportion of Elite (MCAT > 520) Students by Race, 2022-2023
White 51% Asian 44% Hispanic 2% Black 2%"
Meme - "Medical School Acceptance Rates by MCAT Score, GPA, and Race/Ethnicity United States (2013-16)
MCAT: 24-26, GPA: 3.2-3.39. Black: 56%, Hispanic: 31%, White: 8%, Asian: 6%
MCAT: 27-29, GPA: 3.4-3.59 (average). Black: 81%, Hispanic: 60%, White: 29%, Asian: 21%
MCAT: 30-32, GPA: 3.6-3.79. Black: 94%, Hispanic: 83%, White: 63%, Asian: 58%
Source: Association of American Medical Colleges
California Physicians
Physicians with Complaints: European 28.0% African 43.0% Latin 36.5% Asian 24.7%
Physicians with Investigations: European 6.7% African 11.7% Latin 9.7% Asian 5.3%
Physicians Disciplined: European 1.0% African 1.5% Latin 1.9% Asian 0.8%
Source: Facing Reality by Charies Murray, page 144"
Clearly, patients and investigators are discriminating against "minorities"
Meme - Wolfgang O'Schneider: "Affirmative action does not lead to unqualified people filling positions. I'll explain how in an example even a simple person can understand. You have 5 open positions. You have 100 qualified white applicants and 13 qualified black applicants. 2 of the positions go to the black applicants and 3 to the white. Zero unqualified people employed for the position."
Example of a left winger claiming there's nothing wrong with affirmative action, since qualified people still get the job (of course, there's been a mischievous eliding of the most qualified person getting the job and a sufficiently qualified person getting the job - not to mention DEI means unqualified people get the job)
Meme - Monsoonx @monsoonsharma: "DEl is an entire industry devoted to purposefully ignoring this:"
"Figure 1: Time high school students spend on homework by race and parent's income
*most time spent by Asians, then Whites, then Hispanics, then Blacks. More time spent by non-low income than low income students**
Left wingers hate homework anyway and claim it's useless, so
Steve McGuire on X - "👀 UC Berkeley said in a 2023 job ad that its Division of Equity & Inclusion has a budget of $36 million and 1,087 full and part time workers."
The Rabbit Hole on X - "Delaware reduced the:
- Threshold to pass the bar exam
- Number of legal proceeding categories one must observe
- Weeks of clerkship required
Why? A report from a committee focusing on diversity indicated aspects of the state's law licensing process "may be potential barriers to admission to the practice of law for people from underrepresented racial and ethnic groups who may nonetheless be qualified to practice in the State.""
i/o on X - ""Antiracism" necessarily dumbs down most everything it touches because the disparities in outcomes between groups which it seeks to close are mistakenly ascribed to racism rather than existing average differences in ability between groups, and forcing "equitable" outcomes between these unequally-performing groups pretty much ensures a weakening of standards."
Mocking SF Values on X - "Antiracism is almost the perfect Orwellian term though it’s too on the nose. Because we all know antiracism is just racism against the approved target group."
“He had no f—king black friends”: Captain America Star Anthony Mackie Calls Daniel Radcliffe’s $7.7B Harry Potter Franchise Racist Despite Inspiring Millions for Years - "Harry Potter movies did not have any prominent Black actors and thus lacked representation. “Harry Potter had no f—ing Black friends. Frodo walked across the entire universe and never met a Black dude. I want to see Frodo in the hood, which if I ever do Saturday Night Live is going to be a skit I’m going to do.”"
Of course, if you criticise an all-black show for having no diversity, you're the racist one
Letters: If Parliament can’t even see how to behave morally, no wonder it’s making a mess of Brexit - "The Armed Forces can never represent society
The new Defence Secretary states that he wants to see the Armed Forces “properly represent” modern society. I welcome him warmly and wish him luck but with, if I may, an observation. I can only speak for my own service when I say that the Royal Marines should never reflect, or represent, modern society nor should they ever be regarded as an all-inclusive employer. In the Royal Marines we refuse entry to members of the Communist Party, the middle-aged, the deaf, the blind, the mentally ill, the physically deformed, the drug addicted, the short, the fat, the infirm and the uneducated. We recruit people whom we gauge, through rigorous admission tests, to be capable of reaching a state of supreme mental and physical fitness. We train them to kill with their bare hands, to handle lethal weapons, to live for long periods away from home, and to survive in arduous conditions. We train them to fight and go to war. This is our business. I trust that this is not the job description of a normal, all-inclusive employer or a representation of modern society.
Lt-Col Ewen Southby-Tailyour
Ermington, Devon"
From 2017
Chris Brunet on X - "Over the past few years, @McKinsey has released at least 4 studies claiming a positive relationship between DEI and firm performance. A new paper published today in @EconJWatch finds these results can't be replicated. ''Our inability to [replicate] their results suggests that ... they should not be relied on to support the view that US publicly traded firms can expect to deliver improved financial performance if they increase the racial/ethnic diversity of their executives.''"
McKinsey's Diversity Matters/Delivers/Wins Results Revisited · Econ Journal Watch : Firm financial performance, executives, racial diversity, ethnic diversity - "In a series of very influential studies, McKinsey (2015; 2018; 2020; 2023) reports finding statistically significant positive relations between the industry-adjusted earnings before interest and taxes margins of global McKinsey-chosen sets of large public firms and the racial/ethnic diversity of their executives. However, when we revisit McKinsey’s tests using data for firms in the publicly observable S&P 500® as of 12/31/2019, we do not find statistically significant relations between McKinsey’s inverse normalized Herfindahl-Hirschman measures of executive racial/ethnic diversity at mid-2020 and either industry-adjusted earnings before interest and taxes margin or industry-adjusted sales growth, gross margin, return on assets, return on equity, and total shareholder return over the prior five years 2015–2019. Combined with the erroneous reverse-causality nature of McKinsey’s tests, our inability to quasi-replicate their results suggests that despite the imprimatur given to McKinsey’s studies, they should not be relied on to support the view that US publicly traded firms can expect to deliver improved financial performance if they increase the racial/ethnic diversity of their executives."
Even without addressing causality, there is no association between diversity and corporate performance
