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Posted by: TEEBONE ®

01/08/2018, 21:04:45

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nlpc.org

'Safe Spaces': Workplace Radicalism with a Corporate Logo - National Legal & Policy Center





U.S.
Bank isn’t just about banking. And Greg Cunningham wants everyone to
know that. Cunningham, vice president of diversity and inclusion at the
Minneapolis-based institution, is busy traversing the nation, coaxing
bank employees to confront their inner racism, sexism and other
attitudes that get in the way of a harmonious workplace. “Transforming a
culture of 67,000 people is never easy,” he says. “You have to make sure that everyone knows that there is something in this for them.”

Reprogramming
of this sort is a trend. Corporations are creating on-premises ‘safe
spaces’ for employees presumably at risk of harassment by managers and
peers. Advocates tout the practice as fostering teamwork and ultimately
profits. Don’t believe them. Under the guise of addressing a workplace
morale crisis, such ‘spaces’ actually create rather than resolve
employee divisiveness. It’s a variation on that national behavior
modification program known as “diversity,” which has nothing to do with a
diversity of opinion.

It’s not exactly front-page news that
corporations are partnering with radicals to weave multiculturalist
dogma into all company operations. The guiding assumption here is that
women, people of color, and sexual minorities are “excluded” and
“marginalized” by white male-dominated enterprises, and hence require an
extra effort by their employers to make everyone feel valued.

This
is a straw-man argument. The idea that employers systematically
marginalize minorities and women is absurd. Indeed, if anyone is being
targeted for marginalization, it is the putative villains in this
morality tale – white males. But because companies dread being tagged as
“racist,” “sexist,” “homophobic” or “transphobic,” they hire or
contract with trainers like Greg Cunningham to browbeat employees
(especially white ones) with pep talks, psychobabble and veiled
warnings. He’s hardly alone.


  • On-Ramps, a New York-based diversity service, explains its purpose:
    “As you know, diversity, equity and inclusion are fundamentally
    important to us. Creating a diverse, equitable and inclusive environment
    for our partners and ourselves is a core value that underlies all the
    work we do and the decisions we make.”

  • Various members of the Forbes Coaches Council
    recently compiled a list of ways in which employees can “feel included,
    appreciated and safe.” One of the priorities was to promote diversity
    and inclusion.

  • Mekaelia Davis, a diversity specialist with The Prudential Foundation, recently offered this blend of corporate and academic hokum:
    “Today, sexual orientation, race, class, nationality and other forms of
    identity has been (sic) embraced as a fluid spectrum. When combined
    with work place identities like tenure and function – companies are
    presented with an opportunity to redefine diversity and inclusion around
    the notion of intersectionality…”

[What the HELL does that MEAN? - TB]


One of the largest of these operations is Legacy
Business Cultures, creator of a curriculum called “Safe Spaces:
Recognizing and Preventing Harassment in the Workplace.” The program describes its mission:
“Starting with an exploration of what genuinely respectful workplaces
look like, this program explores the behaviors that lead to consistently
respectful work cultures and those that do just the opposite. This
leads to a discussion and exploration of the legal obligations (sic)
that we all have to co-create an environment free of discrimination and
harassment as defined by the Equal Employment Opportunity Commission*.”

[*Get RID of it. - TB]

And
that brings us to the unspoken reason why companies hire these attitude
adjustment services: insulation from lawsuits*. For the last few
decades, and certainly since the 1986 Supreme Court ruling in Meritor Savings Bank v. Vinson, employers have lived in fear of being sued for creating or even tolerating a “hostile work environment.” Any faux pas
– toleration of an off-color sexual joke, a mandate for black employees
to abide by the same standards that apply to other employees, a refusal
to designate a prayer room for Muslim employees – could result in a
suit and a costly settlement.

[*Tort reform, NOW. - TB]

Corporate diversity is a shakedown
racket. Its practitioners exude moral righteousness, often employing
cult-ish words like “embrace,” “confront” and “struggle” in their
presentations. Underneath it all is a desire for transferring wealth and
power. If you are a white male, look out: Someone wants your job.










LIBERTY HAS NO EXPIRATION DATE

Democrats wouldn't buy a clue if it was government subsidized.





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