DEI update: White men just got the legal break they needed... - Revolver News

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For years now, Americans have been told to ignore what they were seeing with their own eyes.

If you were a white guy watching doors quietly close at work, watching promotions go to less-qualified people, you were told it wasn’t real. Just business as usual. And if you pushed back, you were warned to shut up or you’d be next.

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So most men didn’t fight back and they didn’t organize. They just internalized what was happening and assumed this was just how things worked now… the new “normal” and that there was nothing they could do about it.

And that silence was the whole point. It allowed the discrimination against whites to continue and quietly grow.

But something happened that cracked that narrative wide open. People started talking, comparing notes, and finally fighting back.

Revolver:

In the mid-2010s a switch flipped. There was a change that took place in America, that we’re just now talking about honestly. Across elite industries, the rules quietly changed. Everything began revolving around identity. Who got hired and promoted started revolving around gender, skin color, and sexual preference. And young white men who didn’t fit the new “favored categories” could feel the ground shifting right under their feet.

The problem was that most of these demonized white men didn’t fight back by becoming political activists. They absorbed the hit, internalized it, and quietly watched doors keep closing in their faces.

What a lot of people don’t realize is that DEI wasn’t just a corporate trend, it reshaped careers, family formation, and basic trust in institutions, and it did it in ways we weren’t allowed to acknowledge or talk about at the time.

Compact Mag published a piece that closely examined the experiences of white millennial men across elite industries. In the piece, they point to a very specific turning point, and why the shift felt sudden to so many people. It wasn’t a slow cultural shift. The rules changed fast, right as an entire generation was entering the workforce.

Compact Mag:

In retrospect, 2014 was the hinge, the year DEI became institutionalized across American life.

In industry after industry, gatekeepers promised extra consideration to anyone who wasn’t a white man—and then provided just that. “With every announcement of promotions, there was a desire to put extra emphasis on gender [or race],” a former management consultant recalled. “And when you don’t fall into those groups, that message gets louder and louder, and gains more and more emphasis. On the one hand, you want to celebrate people who have been at a disadvantage. On the other hand, you look and you say, wow, the world is not rooting for you—in fact, it’s deliberately rooting against you.”

As the Trump Administration takes a chainsaw to the diversity, equity, and inclusion apparatus, there’s a tendency to portray DEI as a series of well-meaning but ineffectual HR modules. “Undoubtedly, there has been ham-fisted DEI programming that is intrusive or even alienating,” explained Keeanga-Yamahtta Taylor in The New Yorker. “But, for the most part, it is a relatively benign practice meant to increase diversity, while also sending a message that workplaces should be fair and open to everyone.”

This may be how Boomer and Gen-X white men experienced DEI. But for white male millennials, DEI wasn’t a gentle rebalancing—it was a profound shift in how power and prestige were distributed. Yet practically none of the thousands of articles and think-pieces about diversity have considered the issue by cohort.

What’s really important here is to think about who felt the impact, and who didn’t. Older white men were already settled and established by the time these new rules took hold. Younger white men arrived just as the gatekeepers started sending a very different message about who was welcome and who wasn’t…. and that’s the big picture to keep in mind.

But what did these changes actually look like on the inside of one of the most powerful companies in the world? And what did it feel like, as one of those “established white guys,” to be part of that system, to benefit from it, while slowly realizing the darkness it was creating.

That question brings us to Apple…

This is a powerful piece. You can read the entire article here:

Apple kicked off the WAR on white men…

Clearly, all the anti-white discrimination showed up quietly across nearly every major industry. It became part of  hiring practices, promotion decisions, and workplace culture. And for a long time, the white men on the receiving end were expected to take it in stride and just move on.

That’s why stories like the one Revolver published matter. They explain why so many people felt sidelined and why speaking up felt risky, even dangerous. For years, the mainstream message was simple: discrimination only flowed one way. And if you didn’t fit the approved categories, your experience didn’t matter. You were the villain, which meant you were expected to shut up and absorb the punishment.

That’s what makes what happened next so significant.

Because this time, the message isn’t being pushed by DEI-driven corporations. It’s coming from the Chair of the Equal Employment Opportunity Commission, the federal agency tasked with enforcing civil rights law in the workplace.

And she’s saying clear as day, that discrimination based on race or sex is illegal under federal law, including when the person on the receiving end is white and male. And that people who were harmed may have a legal path to fight back.

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These are words the DEI world never wanted to leak out: discrimination based on race or sex is illegal, including when the victim is white. And people who were harmed may now have a legal claim to recover damages.

EEOC Chair Andrea Lucas:

Are you a white male who has experienced discrimination at work based on your race or sex?
You may have a claim to recover money under federal civil rights laws. Contact the @USEEOC
as soon as possible.

The EEOC is committed to identifying, attacking, and eliminating ALL race and sex discrimination — including against white male employees and applicants.

Visit http://EEOC.gov to learn more and read our one-page explainer about DEI-related discrimination.

This is a very big deal.

Because once discrimination is treated like discrimination again, the entire DEI house of cards starts to crumble. Corporations can puff out their chests and virtue-signal all day long, but when the lawsuits start flying, they get nervous.

READ MORE: Mike Benz proves CNN was in on the 2020 coverup…

If this door stays open and people actually walk through it, DEI doesn’t just lose the narrative. It loses its legal shield and that’s the end of that.

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