Yet another premier American corporation is peddling the lie that systemic racism is harming blacks and other “people of color.”
Raytheon has joined a long line of businesses that harangue white employees with “anti-racist education.” Its chief executive officer, Gregory Hayes, is part of an outfit called CEO Action for Diversity & Inclusion, which pushes the same agenda: teach whites to apologize for being white; i.e., to hate themselves.
A whistleblower at the defense contractor gave the Manhattan Institute’s Chris Rufo a company propaganda sheet published last summer. If it’s not the most embarrassing corporate document ever published, it must be in the Top 10.
Struggle Session
Like all “anti-racist” education, which is pathologically anti-white, Raytheon’s Stronger Together Employee Guide: Becoming an Anti-Racist Today is little more than an updated version of the Maoist Struggle Session.
It begins with a quote from the anti-white leftist Ibram X. Kendi:
To be antiracist is to think nothing is behaviorally wrong or right — inferior or superior — with any of the racial groups. Whenever the antiracist sees individuals behaving positively or negatively, the antiracist sees exactly that: individuals behaving positively or negatively, not representatives of whole races. To be antiracist is to deracialize behavior, to remove the tattooed stereotype. from every racialized body. Behavior is something humans do, not races do.
If that were true, whites would not be the target of “anti-racist” education. Anyway, the document’s hectoring includes these items:
• Contribute. Financially and verbally support pro-POC movements and POC-owned businesses.
• Reach out. Ask for honest and direct feedback from colleagues about your speech and behavior. You might need someone else to shine a light on areas where you’re in the dark
• Be open. When someone gives you feedback, try not to take it personally if what they’ve said is upsetting. Just listen and allow yourself a few days to ponder whether there might be some truth behind their comments.
Translation: Give to Black Lives Matter, and shut up if a “person of color” attacks you for being “racist.”
More cringeworthy are the items under “What Not To Say to Your Black Colleagues Right Now,” and then, of course, “What To Say.”
For instance, a Raytheon employee must never say, “I’m scared to say the wrong thing to you,” because that “asks your Black colleague to either console you or help you figure out what to say, which isn’t fair.”
Of course, if companies such as Raytheon would stop pushing this anti-white propaganda its employees wouldn’t be “scared to say the wrong thing.”
Something else not to say: “I hope/pray things change soon.” That inexcusable remark says you “mean well, but meaning well isn’t enough…. This is the time to do well.”
Nor should you say say this: “I can’t wait for things to calm down and get back to normal.” That means “your comfort is more important than the message of anti-racism.”
Most Raytheon employees likely do think they’re “comfort is more important than the message of anti-racism” because they don’t need or want to hear the message.
Among the things you can say to black colleagues is, “I’m having conversations about racism with my non-Black family and friends, even though I’m afraid,” because it “shows Black colleagues that you’re being courageous enough to take a stand.”
You may also utter these remarks, the manual says:
- “I’m taking these steps to become a better ally.”
- “I’m shutting down racist comments on my team.”
- “I’m supporting the fight against racism by calling my representatives, backing Black businesses, and/or XYZ”
No one in his right mind believes that “teams” at Raytheon tolerated openly racist remarks, but anyway, all those comments supposedly show “you’re paying more than lip service to the anti-racism movement.” In fact, if an employee does say any of those silly things, he probably is paying lip service to the “anti-racism movement” to keep the Raytheon’s woke speech police off his back.
Last, you can also say, “I realize my discomfort is a fraction of what you’re feeling.” After all, “while you might feel unsettled,” blacks are “exhausted, mentally rained, frustrated, stressed, barely sleeping, scared and overwhelmed; feelings which demand empathy and action.”
Where Asians and Hispanics fit in we aren’t given to know. Raytheon did include advice on another equally bogus idea: “intersectionality.”
That “is the way in which different forms of discrimination overlap,” the struggle-session manual says:
For instance, a Black person who is also a member of the LGBTQ community, or a Chinese-American who is disabled, face different and greater discrimination than someone who carries one marginalized identity.
Who knew?!
Amusingly, Rufo observed, the company is pigeon-holing employees into “resource groups.” The different “Ray” groups include “RayPride,” the in-house Lavender Lobby, RayBen, the black employees network, and other fringe collectives for Asian, Hispanics, Indians, and women.
Whites and men are left out. So are Christians.
Woke Capitalism
The message of all this: Chrisitan white men had better learn their place at Raytheon.
That aside, CEO Hayes and his woke pals at CEO Action for Diversity & Inclusion plan to hector white employees until they comply or quit.
“The persistent inequities across our country underscore our urgent, national need to address and alleviate racial, ethnic and other tensions and to promote diversity within our communities,” all 1,670 of them say:
Experts tell us that we all have unconscious biases — that is human nature. Unconscious bias education enables individuals to begin recognizing, acknowledging, and therefore minimizing any potential blind spots he or she might have, but wasn’t aware of previously. We will commit to rolling out and/or expanding unconscious bias education within our companies in the form that best fits our specific culture and business. By helping our employees recognize and minimize any potential blind spots, we aim to facilitate more open and honest conversations. Additionally, we will make non-proprietary unconscious bias education modules available to others free of charge.
