OPINION: This article contains commentary which reflects the author's opinion
American corporations are increasingly pushing left-wing critical race theory at the expense of white workers, though the trend shows no signs of slowing
This week, for instance, the Coca-Cola Company was ripped online over a required training program that encourages its Caucasian workforce “to be less white.”
The program appears to mimic so-called “Critical Race Theory” instruction which promotes the belief that American jurisprudence and institutions are inherently racist against people of color.
🚨🚨🚨 BREAKING: Coca-Cola is forcing employees to complete online training telling them to "try to be less white."
These images are from an internal whistleblower: pic.twitter.com/gRi4N20esZ
— Karlyn supports banning critical race theory in NH (@DrKarlynB) February 19, 2021
Screenshots of the training program were posted online by psychologist and activist Karlyn Borysenko.
According to the screenshots, one panel says, “To be less white is to:
— be less oppressive
— be less arrogant
— be less certain
— be less defensive
— be more humble
— break with apathy
— break with white solidarity
Another simply says: “Try to be less white.”
Yet another claims, “In the U.S. and other Western nations, white people are socialized to feel that they are inherently superior because they are white. Research shows that by age 3 to 4, children understand that it is better to be white.”
The materials have been traced back to a Linkedin Learning course called “Confronting Racism,” which is taught by Robin DeAngelo, a left-wing radical believer in the critical race theory who created the highly criticized manifesto “White Fragility.”
For its part, Coca-Cola didn’t come out and deny anything outright but did issue a somewhat vague explainer.
“The video circulating on social media is from a publicly available LinkedIn Learning series and is not a focus of our company’s curriculum. Our Better Together global learning curriculum is part of a learning plan to help build an inclusive workplace,” the statement says.
— Chris Pandolfo (@ChrisCPandolfo) February 20, 2021
“It is comprised of a number of short vignettes, each a few minutes long. The training includes access to LinkedIn Learning on a variety of topics, including on diversity, equity, and inclusion. We will continue to refine this curriculum,” the statement continued.
The course and the beverage company both were ripped online including by author, conservative activist, and co-founder of the “Blexit” movement, Candace Owens.
“If a corporate company sent around a training kit instructing black people how to ‘be less black’, the world would implode and lawsuits would follow. I genuinely hope these employees sue @CocaCola for blatant racism and discrimination,” she wrote.
If a corporate company sent around a training kit instructing black people how to “be less black”, the world would implode and lawsuits would follow.
— Candace Owens (@RealCandaceO) February 19, 2021
— Tamie k (@TamieKotowski) February 21, 2021
— EveryBitTheJourney – mute/block all ads. (@dprovenzanosc) February 21, 2021
Meanwhile, McDonald’s executives were warned by corporate bosses this week they would lose part of their bonuses if they failed to put more minorities in positions of senior leadership.
“We’re implementing policies that hold our leaders directly accountable for making tangible progress on our [diversity, equity, and inclusion] goals,” McDonald’s Corp. noted in a press release titled “Allyship through Accountability.”
The corporation says it wants to achieve “gender parity” by 2030 and that it “expects to increase representation of historically underrepresented groups in leadership roles (Senior Director and above) located in the U.S. to 35%” and “to increase representation of women in leadership roles globally (Senior Director and above) to 45%” by 2025.
Those figures currently are at 29 percent and 37 percent, respectively.
The corporation further noted that 15 percent of bonuses for senior executive vice presidents will be tied to “quantitative human capital management-related metrics.”