DEI Equals White Hatred

From a NY Times op-ed:

Unfortunately, the D.E.I. policies that followed at Anheuser-Busch were none of the above. In 2021 the company started using online dashboards that gave managers a breakdown of their employee base by demographic characteristics.

Then the company created annual performance targets linked to the company’s environmental, social and governance strategy, of which D.E.I. was one component, for thousands of employees. It was clear to me that if teams didn’t check the right boxes, managers could be punished. Promotions could be withheld. Bonuses could be lost. That year, senior executives, including me, attended weekly meetings to discuss D.E.I. initiatives. These meetings often distracted from more critical business matters, like the fact that the company risked losing employees as the Great Resignation set in. (Anheuser-Busch declined to comment for this article.)

Anheuser-Busch was hardly alone. At least 70 big companies — from Airbnb to G.E. — had set public targets for gender diversity hiring. Among the worst examples of efforts to accomplish D.E.I. goals was a diversity training course offered to Coca-Cola employees via a third-party platform that urged workers to “be less white,” which the presentation helpfully defined as being “less oppressive,” “less arrogant” and “less ignorant.” A course in Kentucky reportedly told nurses that “implicit bias kills,” that white privilege is a “covert” form of racism and that nurses may contribute to “modern-day lynchings in the workplace.”

Companies, schools, and other institutions have been anti-White for decades, with peak DEI following the death of George Floyd.