I know that many of the posts on this blog are, for want of a better term, negative. One of the stated purposes of this site is to view the events of the day through the lens of National Socialism. Let’s be honest: it often doesn’t look good.

Accordingly, when the chance to write something positive comes along, however fleeting, it must be seized. We all need encouragement.

So it was with no small degree of excitement that I saw the following headline:

We’ll leave off pointing out at length that “walking back DEI policies” would not have been necessary if they hadn’t bought into the Social Justice Warrior flavor of the day, critical race theory, and other such anti-White nonsense in the first place.

But, better to take the victory and fight on.

The push for DEI hiring skyrocketed after the death of drug-user and repeat criminal offender George Floyd in 2020, reaching its peak in early 2023. Thereafter, the funding and staffing of DEI departments declined by about 5 percent later in that year, before receding another 8 percent in the first two months of 2024.

This is driven by essentially three forces (all interrelated): share price, stock-holders meetings, and consumer backlash. In short, many companies are starting to realize that towing the DEI-line hurts their business, both in terms of gross profits and market share. It’s not rocket science: alienating a majority to kowtow to a minority generally doesn’t pencil out, unless that minority is the majority of your customer base. See “market share” above. File that under, “Duh.”

The other reason for the recent DEI rollback is fear. Specifically, fear of legal (and therefore expensive) consequences: DEI is fundamentally racist. The only reason it is socially acceptable is that it is racist against that great evil—The White Man. But the courts are beginning to say enough is enough. The Supreme Court decided in July 2023 that the use of affirmative action in the college admission process was, in fact, a violation of the Constitution’s Equal Protection clause— effectively ending affirmative action in the hiring processes of any organization funded with tax-payer dollars.

This defacto acknowledgment that affirmative action is racist makes it much easier to build the case that DEI is also, thereby opening up private employers to lawsuits and other legal action and leaving many companies scrambling to rollback their DEI programs and departments before they get sued.

Shareholders at dozens of big companies, from GE Aerospace to UPS, are voting on proposals opposing environmental and social initiatives this year. Investors backed by conservative groups are suing Target and other companies for their progressive stances. And companies are muting their focus on diversity, equity and inclusion initiatives as DEI programs come under legal and political threat…Today, a quarter to a third of shares at large companies are often voted in support of measures asking companies to disclose or rein in political spending, up from less than 10% in 2005. (Source: MsnMoney)

Other companies that are waking-up to going woke could make them broke are:

• CNN: Disbanded its “Race and Equity Team” in July.
• DoorDash: Cut its DEI department.
• Google: significant cuts to DEI staffing and support, although it still talks the talk.
• Harley-Davidson: Removed sensitivity training and diversity spending goals, and said it will review its sponsorships to focus more on motorcycles, first responders, active military, and veterans. [emphasis added. Again, see “Duh” above].
• John Deere: dropping sponsorship of “social or cultural awareness” events and said it would audit all training materials “to ensure the absence of socially-motivated messages”.
• Tractor Supply Co. eliminated all of its DEI roles while retiring current DEI goals and stop submitting data to the Human Rights Campaign.
• Jack Daniels‘ owner Brown Forman: The company also said it would end its participation in the Human Rights Campaign’s Corporate Equality Index survey: “We will continue to foster an inclusive work environment where everyone is welcomed, respected, and able to bring their best self to work.”
• Lowe’s: Roll DEI group into general HR and no longer participate in the HRCCE.
• Lyft: Eliminated DEI staff.
• Microsoft: Laid-off DEI staff.
• Snapchat: Mass lay offs including DEI staff.
• Starbucks: Dropped Executive compensation related to DEI goals.
• Tesla: Removed all DEI implicit and explicit references from its Form-10k- a document required by publicly traded companies that detail, among other things, how a company conducts its business.
• Wayfair: Cut DEI staff.
• Zoom: Laid off DEI staff.

Make no mistake, these companies are not scaling back their DEI programs out of the goodness of their hearts or in an effort to preserve our race and heritage. They’re in it for the money. But if they are not working to protect traditional values, they are at least spending less time and resources actively undermining them. This is a good thing.

In addition, two consistent “themes” become apparent when reviewing the above list:

First, all of these companies are removing money from DEI overseers, incentives and initiatives, while some continue to pay lip-service to the Alphabet People. But it is only lip-service and meaningless without the resources to back it up.

Second, many of the above noted companies are no longer participating in the Human Rights Campaign Corporate Equality Index scam.

The Corporate Equality Index is a grift run by the HRC, a pro-Alphabet People lobby that surveys business’ and rates them on how strongly they support the bent-at-the-waist community… er… Alphabet People. The higher the score on their survey, the more they blow them kisses. The lower the score, the bigger monster they are. It could lead to funny looking people waving rainbow flags outside a corporate office.

Most Fortune 500 companies participate in the survey. To be honest, I’m not entirely sure why.

And more and more companies are wondering the same thing.

Here is some of the criteria the CEI considers in its survey when evaluating a company:

• The company has a written policy of nondiscrimination that includes sexual orientation and gender identity and gender expression.
• Equal health coverage for transgender individuals without exclusion for medically necessary care.
• Three LGBTQ Internal Training and Education Best Practices which could include:
  • Supervisors undergo training that includes gender identity and sexual orientation as discrete topics.
  • Integration of gender identity and sexual orientation in professional development.
  • Gender transition guidelines with supportive restroom, dress code and documentation guidance.
  • Data collection forms that include employee race, ethnicity, gender…[and] include optional questions on sexual orientation and gender identity.
  • Senior management/executive performance measures include LGBTQ diversity metrics [I suspect this is really where the issue lays].
• Company has an Employee Group or Diversity Council
• Three Distinct Efforts of Outreach or Engagement to Broader LGBTQ Community, which could include:
  • LGBTQ employee recruitment efforts with demonstrated reach of LGBTQ applicants.
  • Demonstrated effort to include certified LGBTQ suppliers.
  • Marketing or advertising to LGBTQ consumers.
  • Philanthropic support of at least one LGBTQ organization or event.
  • Demonstrated public support for LGBTQ equality under the law through local, state or federal legislation or initiatives.

Given all of the above, is it any wonder that companies are saying “Enough!”.

Unfortunately, like the receding tidal surge after a storm, the damage has been done; the high water mark is clearly visible and will be for years to come. Still, a step in the right direction is better than one in the wrong even if it serves simply to hold the line.

Finally, by way of a disclaimer and for clarification: There is more to DEI than simply promoting the Alphabet People agenda. It is inherently, and at its core, anti-White racism. But as can be seen from the increasing numbers of corporations no longer willing to participate in the Corporate Equality Index- a large part of the DEI malaise is driven by Human Rights Campaign, which is a pro-homosexual lobby. Personally, I have no issue with gay people generally. Some of the nicest people I know are, in fact, gay. What consenting adults do in the privacy of their own home, or where they find love and acceptance, is no business of mine.

But I do take issue with the increasing effort by a vocal and well-funded minority to undermine White traditional culture and values, as well as their effort to normalize the abnormal. If you want me to tolerate or respect your values, or, at the least, give you the space to be yourself, then show me the same courtesy. For example: if you are gay and want to go to a bar where your gayness is accepted, go to a gay bar. Don’t go to my bar and demand on pain-of-lawsuit that tampons be available in the men’s room.

Stop trying to normalize the abnormal and we’ll get along just fine. Like the increasing number of corporations noted above, more and more Americans are saying, “Enough!”

Amerika Erwache!

America Awake