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Disney is the latest company to be called out by Whistleblower employees over the ‘Diversity and Inclusion’ program by Rebecca Downs



It has happened once again. Whistleblowers have come out against their company’s “diversity and inclusion” program. This time it’s Disney World, according to City-Journal’s Christopher F. Rufo’s “The Wokest Place on Earth.” He says he has “received a series of whistleblower documents” regarding the program, called “Reimagine Tomorrow.”

In addition to evidence from the documents included on his website, Rufo writes that “several Disney employees who requested anonymity for fear of retaliation told me that the Reimagine Tomorrow program has been deeply politicized and engulfed parts of the company in racial conflict. ”

There is clearly a pattern involved, including through tons of implicit and explicit white guilt and shame. Training modules on “anti-racism” include “Allyship for Race Consciousness,” and that white employees must “work through feelings of guilt, shame, and defense to understand what lies beneath them and what needs to be healed.”

And boy, does Disney expect their employees to zone and act. One module is called “What can I do about racism?”, Which tells employees to reject “equality” in favor of “equity”.

There is also a focus on whiteness, specifically for employees to review with “How to Tell If You Have White Fragility.” Among the things white people should reject because they are “white dominant” and “maintain the white culture of supremacy?” It would be “competition”, “storage of power”, “comfort with predominantly white leadership”, “individualism”, “topicality” and “comprehensive”.

Seriously? If a minority was a minority, I would be very offended that Disney does not think I would abide by something like “timelines” because I am not white.

That is basically what we all have to fear with critical race theory complete with a reminder that America has a “long history of systemic racism and transphobia.” Not only do we have to fear that our school is affecting children, but Disney World is actually encouraging employees to push this on their children. One of the 75 included resources is a guide to “Your children are not too young to talk about race.”

Ironically, the company intends to achieve this crusade of “anti-racism” through segregation:

Finally, as part of an initiative labeled “CEO-sponsored priorities,” Disney has launched racially segregated “affinity groups” for minority employees with the goal of gaining “culturally authentic insights.” In the original launch, the Latin affinity group was called “Hola”, the Asian affinity group was called “compass”, and the black affinity group was called “Wakanda.” The racial affinity groups, also called BERGs (Business Employee Resource Groups), are technically open to all employees, but in practice they have been virtually separated by race, with the occasional exception of white “executives” who participate on behalf of corporate governance. . “What this company does very well is that they know politics, so they leave a lot of things unspoken,” said one employee, a racial minority who also claimed that affinity groups are meant to be racially segregated spaces. “I don’t think anyone has necessarily tried to participate in something that they would discover they are not welcome to.”

Rufo also added that:

Several Disney employees told me that the political environment of the company has intensified in recent months. There are “almost daily notes, suggested readings, panels and seminars that [are] everything centered around anti-racism, ”said one employee. The company is “completely ideologically one-sided” and actively discourages conservative and Christian employees from expressing their views. “I participated in several [training sessions] in the beginning just to see what the temperature in the discussion would be, and to measure whether I would be able to present my own objections in a safe way – a sure meaning for my career. And I have continuously received the unspoken answer: ‘no’ ‘, said the employee. “It has been very suffocating to feel that everyone continues to talk about having open dialogue and compassionate conversations, but when it comes down to it, I know if I said something that was truthful, based on data or even just based on my own personal experience, it would actually be pretty unwelcome. ”

Rufo has certainly done his homework. Not only does he provide 22 pages of documents, he also goes into detail over Twitter, in a thread Donald Trump Jr. indicates that this is the one thread you should read.

Seriously, when will these vigilant companies learn? Coca-Cola’s attorney general just withdrew from this kind of thing and their training in racial sensitivity may have violated federal law, as Matt reported. So do the American people does not do not want this at their workplaces and not for their children in school.




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