The anti-white brainwashing continues to metastasize throughout Corporate America.
The latest purveyor: the Walt Disney Co.
On Friday, conservative journalist Chris Rufo, who has carved out a niche unearthing how Critical Race Theory is afflicting Big Business, revealed Disney’s “Reimagine Tomorrow” initiative for its employees.
In an article about the Disney program, Rufo said he obtained the document from several whistleblowers, anonymous of course because they feared being fired, who worry that Disney is becoming “deeply politicized” and that the Reimagine Tomorrow program is actually exacerbating racial conflict within the company.
Rufo notes the “diversity and inclusion” program asserts that America was founded on “systemic racism” and encompasses training on that as well as “white privilege,” “white fragility,” “white saviors,” “microaggressions,” and “antiracism.”
From that understanding, white employees – or perhaps it’s all non-black employees – must acknowledge that “deepening your insight and knowledge is a critical first step understanding the magnitude and complexity of the current state and building empathy to authentically connect with your colleagues,” the Disney “anti-racism” program says.
“Take ownership of educating yourself about structural anti-Black racism in the current and historical context,” it continues.
Accordingly, white employees must “work through feelings of guilt, shame, and defensiveness to understand what is beneath them and what needs to be healed.”
In one section, the program cites the “murders” of black people whose deaths were turned into causes by the national media — George Floyd, Breonna Taylor, Rayshard Brooks, among others – and notes that they and “countless others” are part of “a long history of systemic racism and transphobia.”
Disney, of course, skates right past the details and context of these deaths, excluding such facts that, for instance, Floyd and Brooks were committing other crimes and resisting arrest when they died at the hands of police.
But to achieve greater awareness of America’s past, staffers should “opt for sources from Black authors, journalists, and organizations. Do not rely on your Black colleagues to educate you. This is emotionally taxing.”
Workers also are told to understand that just working alongside black Americans does not mean they cannot “harbor bias.” They are encouraged to “acknowledge” and “address” the “discomfort” that should arise from examining their own “access and advantage.”
They are also told not to debate or question their black colleagues’ “lived experience” but instead must “offer statements of validation.” They also must avoid “conflating the Black experience with other communities of color” since “there is a unique history that has led to anti-Black racism.”
Moreover, they must reject notions such as “All lives matter,” or “I don’t see color.”
If an employee replies that he or she was “taught to treat everyone the same,” Rufo notes, that only provides “evidence of the participant’s internalized racism and white fragility.”
On another point, Disney calls “equality” a “noble goal,” but the real target is “equity,” or “equality of the outcome,” not the opportunities.
The initiative also includes a checklist so workers can answer “How Privileged Are You?”
The checklist is part of what Disney calls its “21-Day Racial Equity and Social Justice Challenge,” which Rufo notes starts by asking employees to simply accept that they have “all been raised in a society that elevates white culture over others.”
Once there, they must then “reflect” on America’s “racist infrastructure” and “think carefully about whether or not your wealth, income, treatment by the criminal justice system, employment, access to housing, health care, political power, and education might be different if you were of a different race.”
Moreover, Disney’s staffers are encouraged to personally change so they can “pivot” from “white dominant culture” to “something different.”
This document urges them to pivot from “white dominant” ideas such as “competition,” “individualism,” “timeliness,” “Standard American English” “fear of open conflict” and “either/or thinking” because these and similar values serve to “perpetuate white supremacy culture.”
Instead, adopt “collaboration,” “collectivism,” “sustainability,” “vulnerability,” and “self/community care.”
Lastly, Disney includes 75 helpful hints to help employees get over their whiteness. These include efforts to defund the police, “decolonize your bookshelf,” “participate in reparations.”
Rufo closes his piece by noting that his sources at Disney say they get bombarded with “antiracism” propaganda almost daily and that they tell him Disney “actively discourages conservative and Christian employees from expressing their views.”
Rufo suggests that is part of Disney’s effort “to achieve ideological purity.”
“Disney’s premise has always been to provide an escape for middle Americans, but its executives seem to harbor growing contempt for the very people who visit their amusement parks, watch their films, and buy their merchandise,” Rufo writes.
“Once known as the ‘Happiest Place on Earth,’ Disney has now committed to becoming the ‘wokest place on Earth’ — whatever the cost.”