DEI’s Achilles’ Heel: How You Can Weaponize Your Employer's DEI Department Against Itself
Watch Them Self Destruct
The following article lays out how one can fight against corporate DEI and ESG policies by weaponizing the DEI system against itself. The article first discusses the current state of corporate America, then how Cultural Marxism developed and led to this point, and finally what the flaw in the DEI system is and how one can, if employed at a large company that follows the typical DEI practices, destroy that system from the inside in an innocent and clever way. Enjoy, and, as always, if you enjoy this article, please consider supporting The American Tribune by leaving a like (tap the heart at the top or bottom of the article) or upgrading your subscription to paid. Liking makes a big difference: by engaging with this post, you help amplify it and bring many new people to the TAT project.
Corporate Wokeness
Recently, Tractor Supply, which is known for its Heritage American customer base of rural conservatives, announced1 that it is ending its “woke” policies, a decision sparked by an online backlash spearheaded by conservative commentators like Robby Starbuck.2 Starbuck had exposed their corporate support for things such as:
LGBTQIA+ training for employees
Funding pride/drag events
DEI Council
Funding sex changes
Climate change activism
Pride month decorations in the office
DEI hiring practices
LGBTQIA+ events at work
Tractor Supply, after all the negative press over its support for far-left issues, retreated from those woke positions. Announcing that retreat in a corporate statement, it said, in part:
We have heard from customers that we have disappointed them. We have taken this feedback to heart.
Going forward, we will ensure our activities and giving tie directly to our business. For instance, this means we will:
No longer submit data to the Human Rights Campaign
Refocus our Team Member Engagement Groups on mentoring, networking and supporting the business
Further focus on rural America priorities including ag education, animal welfare, veteran causes and being a good neighbor and stop sponsoring nonbusiness activities like pride festivals and voting campaigns
Eliminate DEI roles and retire our current DEI goals while still ensuring a respectful environment
Withdraw our carbon emission goals and focus on our land and water conservation efforts
Tractor Supply’s forced retreat has been celebrated as a huge win by conservatives, who argue that it is a template for how to start going after companies that supposedly have a large conservative base yet support “woke” policies. But did Tractor Supply really capitulate, or did they simply rebrand?
There was no capitulation, just a rebrand. Notice the words “focus”, “refocus”, and “while still”. For instance, in point 2, Tractor Supply stated that it is “refocusing” its Team Member Engagement Groups (TMEGs), not getting rid of them. They have a TMEG for Women, Young Professionals, Veterans, African Americans, LGBTQ, and Hispanics. We emailed their corporate office and specifically asked if these individual groups would still exist or if they too would be eliminated, and received only a canned corporate response:
Thank you for reaching out to us and sharing your feedback. We work hard to live up to our Mission and Values every day and represent the values of the communities and customers we serve. We’ve heard from our customers that we have disappointed them, and we’ve taken this feedback to heart.
This decision is a result of us seeing the need to refocus on our 85-year-old culture and step out of political agendas. None of this changes our commitment to our Team Members and providing a safe, friendly and respectful workplace.
The next conservative target was the American corporate icon John Deere.3 That ostensibly American company supports Pride events, endorses programs aimed at “abolishing whiteness” and “Christian privilege”, has LGBTQ and race-based employee groups, and encourages employees to turn in other employees for not complying with their DEI policies like not using the pronouns or not saying “trans women are women”.4
The common response to news of John Deere’s wokeness was “GO WOKE GO BROKE” or “I’ll buy a Kubota!” or posting a list of all John Deere’s competitors. So, we took a readily available list of John Deere’s top 11 competitors and simply searched their names and the word “diversity.” What we found is that every single one of them also supported and imposed these same policies.5
We looked at any random corporation and found the exact same thing: corporate wokeness, namely support for DEI, highlighted on their website. Walmart,6 Target,7 Union Pacific,8 Boeing,9 The Hartford,10 Expedia,11 Home Depot,12 Huber,13 even Cracker Barrel14 and Chick-fil-A15 all have it.
Pick any Fortune 500 company, any corporation, they’re all the same. All of them. How much of a “coincidence” is that? How is it possible that all these supposedly separate corporations are structured the exact same way as far as DEI and “woke” policies are concerned?
The answer is that the machinations of international finance have led corporations down the DEI route.16 All corporations need access to equity capital and debt to operate. They need millions of dollars of such financing, often even billions, to do so. To get access to that capital and debt, they must accede to the international finance-created ESG (Environment, Social, Governance) scoring. Under the ESG goals, corporations have to support and implement international finance’s preferred environmental, social, and governance policies to “repair the world.”17 A corporation’s ESG score dictates its level of finance from the ESG-obsessed financiers and capital allocators like Blackrock.
To comply with these ESG requirements, all corporations use the same ESG-compliance consultants,18 so they are all structured the exact same way. That’s why every corporation, from Bud Light to Lockheed Martin, suddenly and simultaneously began celebrating Pride Month and making their employees take mandated training on whiteness, systemic racism, white privilege, unconscious biases, white fragility, and microaggressions in the workplace.
That brings us back to Tractor Supply, which, as a reminder, is claiming it’s doing away with its “woke” policies. Thanks to the ESG and DEI requirements of the bankers on whom all companies rely, that’s likely not true. Rather, it is likely just “refocusing” its policies so those policies still comply with ESG mandates but aren’t as obvious to infuriated conservatives. Large, public companies can’t survive without access to finance, so they have to go along with the madness, however mad it makes their customers.
In fact, companies that don’t “get with the ESG program” get blacklisted or shut down. A former employee of one of these ESG-compliant companies who wishes to remain anonymous told us:
This is why I self-nuked my own lucrative job on a cutting-edge ESG Vector Scoring project at my last company. It's everywhere. In everything. And if you are too small or choose not to play, and you start gaining their attention, they simply pressure the bigger companies that DO do business with you and force them to blacklist you, or blacklist the businesses who won't blacklist you. Nothing is untouchable currently. Have a whole sector who won't play nice? Go after the foundries that supply their metal. Foundry in on it, hit the mining company to hurt the foundry. Mining company won't play? Use the E and G part to shut down the mine for ravaging the environment or mistreating workers or [LGBT employees], or have a school discover a possibly endangered tit mouse where you mine. It's all controlled.
If you as an employee do not go along with, disagree with, or openly oppose your employer’s DEI policies, it’s YOU who are violating company standards and ethics, and jeopardizing YOUR terms of employment (meaning they have grounds to fire you).
Why is international finance doing this? Why would the richest businessmen and mega capitalists in the world be pushing leftist/Marxist/communist ideologies on businesses? It’s an interesting and uncomfortable history, but the backstory must be understood in order to understand the present.
The History of Cultural Marxism and How It Led to the DEI Present
International finance and Marxists have always worked hand in hand for over a century now, a relationship that began with the Russian Revolution, if not earlier.19 Both seek a world of international equal individual economic units of labor/consumption “liberated from social constructs of oppression like family, nation, religion, shared history, morality, eternal truths, and private property that need to be abolished,” breaking up forms of collective power that get in the way of them gaining power over us as “equal individuals”.20
In order to bring this about, international finance has funded violent revolutions against monarchies, countries, and empires that wouldn’t allow them to run their central banks and financial institutions, such as with Wall Street support for the Russian Revolution,21 or they have done it by funding cultural, systemical degeneration.22
The Communist Revolution in Russia,23 for example, was funded by international financiers such as Jacob Schiff24 (the George Soros of his day) and carried out by the Bolsheviks (the Antifa of their day). The real beginning of cultural Marxism, which is the abolition of all societal norms and standards (family, nation, religion, shared history, morality, eternal truths) within the culture, was the Frankfurt School25 in the Weimar Republic, which was established after Wilhelm II’s abdication at the end of WWI and the November Revolution.26
Cultural Marxism attacks what it calls “power structures” of society. Those power structures are the things that bind a society together, the culture of a society. Cultural Marxists, to tear down those power structures, create a new narrative about a society they are trying to overthrow, and relentlessly critique and attack its power structures. That’s what Critical Theory is, and they use it to abolish host societies in favor of those that are more to their liking. Everything that is happening culturally and politically today (promotion of degeneracy, rampant drug and alcohol use, tearing down statues,27 rewriting history, pornography, miscegenation, homosexuality, transgenderism, trans surgeries,28 pedophilia,29 inflation and deflation) was first imposed30 on Germans during the Weimar Republic.
After the cultural, moral, and financial collapse of the Weimar Republic, Germans elected the NSDAP in 1933, at which point the Marxists of the Frankfurt School fled mainly to America.31 There, they found refuge at Columbia University and continued their work on Critical Theory. Acolytes of Frankfurt/Columbia, such as Stanley Levison32 and Harry Wachtel,33 for example, were instrumental in the Civil Rights movement.
The Cultural Marxists have since focused on overthrowing America. They considered the “power structure” to be destroyed the culture of America that they found upon arrival, and so they set about undermining it. They have succeeded wildly in doing so, something made starkly visible with the Smithsonian labeling rational thinking, hard work, and even being on time “white values” to be scorned.34 Because the Marxists succeeded in their long march through the institutions, the new narrative is that America and its social, moral, and legal standards and norms are racist, white supremacist, xenophobic, heteronormative and homophobic, antisemitic and Islamophobic, and sexist and patriarchal. To the Cultural Marxists, it’s not IF America is guilty of these oppressions, it’s HOW.
The biggest boogeyman is the straight, white, Christian male. As a result, the Cultural Marxists argue everybody but them must be liberated from loosely-defined oppression. This attitude was seen during the Cold War in America siding with the communists to destroy Rhodesia, one of the few functional states in the Dark Continent, because it was “oppressive” in a never-defined way.35 It was seen more recently in the Obama Administration working with al-Qaeda in an attempt to kill Christians in Syria and in the disaster in South Africa, where communists in the EFF and ANC are supported as they murder the Boers. Further, in the eyes of Cultural Marxists, since it is impossible to oppress an oppressor, anything goes against “the oppressor.” To the Cultural Marxists, if you are fighting against the power structures of society, you are justified in anything you do against “the oppressor”; it’s always an act of defense.
Fast-forward eight decades of this cultural critique, and now international finance, particularly that of the Blackrock mold crafted by Larry Fink, requires all corporations to comply with ESG scoring.36 Their ESG scoring includes implementing DEI policies and strategies that are targeted to “help liberate” the oppressed from their Heritage American oppressors, pushing America along the South African path.37
Now, as a result, every corporation is required to have things like Employee Resource Groups for every group other than straight, white, Christian men. These corporations are even required to track workplace demographics38 to prove they’re hiring more people who are not straight White Christian men. Like the demolition of Heritage American values generally, that DEI-focused hiring push has succeeded wildly, something seen in Bloomberg’s report that only 6% of new hires in the top 100 companies were white.39
How to Fight Back
So, what can you personally do about it? How do you fight something that is this systemic? It’s the ultimate David and Goliath scenario. Every movement has to start somewhere, and aside from the political will to rein in international finance-enforced ESG and DEI at the state or federal level, there is a way for you to throw a monkey wrench in the system and use the system against itself.
Because every corporation is structured the exact same way, finding a weakness in one exposes a weakness in all. And we’ve found that weakness.
DEI policies are just that: policies. But then there’s the law, stemming from both Constitutional Amendments and federal statutes. Under current American law as upheld by SCOTUS, businesses cannot discriminate based on race, sex, religion, sexual orientation, or like factors. So, instead of living in fear of being fired for not supporting your company’s DEI policies, what if you put your DEI department in the position of having to choose to violate its own policies and the law?
If your employer’s DEI policies allow any sort of group, club, meeting, etc., based on race, sex, religion, or sexual orientation, they cannot deny the same to you without violating the Civil Rights Act; that is the hidden flaw in their Cultural Marxist, ESG superstructure. But you have to ask for it.
For example, virtually all corporations that have DEI policies have these Employee Resource Groups (ERGs) or something similar for every race, ethnicity, and religion except for white Christians, so you have to advocate for your representation in the ERG program.
Make them live up to their own standards using their own words but applying them to White people, and if they refuse or retaliate against you for requesting the same things they allow for other groups based on race, go to HR or their ethics department, or sue for racial discrimination.
There’s a simple template anyone can follow, here are the steps:
First, search your employer’s name and the word “diversity,” and you’ll find a link to their DEI webpage. Let’s use Home Depot40 as an example.
Second, scroll through their DEI page and find their Employee Resource Groups. They’ll likely have one for Black, Asian, Latino, Indigenous, LGBT, Disabled, Women, Seniors, and Veterans. Home Depot calls them Associate Resource Groups.41
Third, find out who your chief diversity/people officer is, and get their email. You can find it in your company’s directory or LinkedIn. Derek Bottoms is the Chief Diversity Officer of Home Depot.42
Fourth, Using their own DEI language from their website, email your chief diversity officer from your company email and ask if there is an approved process, standard, or procedure to create one of these employee resource groups, and that you’d like to create one for people of European descent and/or who identify as White. Here’s an example of such an email to Derek Bottoms, Home Depot’s Chief Diversity Officer:
Mr. Bottoms,
I recently learned that Home Depot has Associate Resource Groups (ARGs) which promote our culture of inclusion, support diversity, and help drive employee engagement through fostering professional development, raising cultural awareness, celebrating diversity, and offering community outreach opportunities.
As far as heritage ARGs are concerned, I saw that we have an ARG for African American, Hispanic, Native American, and Asian American associates.
I would like to contribute and help increase the diversity of the ARG program, and promote Home Depot’s culture of inclusion by creating an ARG that includes, represents, celebrates, fosters professional development, raises cultural awareness, and offers community outreach opportunities for my heritage: Americans of European descent and/or who identify as White.
Is there an approved process, standard, or procedure for creating a new ARG?
Thank you for your time.
You can even do this with heritage/history months. Your corporate employer likely recognizes and celebrates nationally designated months like Black History Month, Asian American Pacific Island Heritage Month, Hispanic American Heritage Month, and Pride Month.
Here’s a list43 of nationally designated White/European ethnic heritage months that your employer likely doesn’t recognize or celebrate:
March: Irish American Heritage Month, Greek American Heritage Month
April: Scottish American Heritage Month
June: Portuguese American Heritage Month, Danish American Heritage Month
July: French American Heritage Month
October: German American Heritage Month, Italian American Heritage Month, Polish American Heritage Month
Fifth, you can ask your employer how you can go about recognizing and celebrating these White/European heritage months, and if they refuse, take it up with HR or sue. This works at schools and universities as well, which have race, sex, and LGBT-based student unions.
The purpose of this tactic is threefold:
Getting representation for White people that’s afforded to every other group on the basis of race in this “diverse and inclusive multiracial democracy”, especially for the next generation of White children who are already a minority44 in some states, and will be entering a hostile labor market.45
Having them tell you no or retaliate against you for requesting the same things they offer to every other group based on race gives you standing to sue, and lawfare is the only language they understand.46
They cut off their nose to spite their face and end their DEI programs, because they would rather do away with it all than afford the same privileges to White people as a collective.
No matter what the outcome, the anti-DEI crowd wins. Either the woke company will face having to celebrate a European ethnicity via group or heritage month, which they won’t want to do, face a DEI-related lawsuit and the attendant bad press and possible boycotts that could go with it, or just drop the nonsense entirely.
If this is a tactic you would like to engage in to fight against those who despise you, we at DEI 4 White Guys47 will give you advice, help you write the letters, and comply with procedures. We are also creating a network of lawyers and law groups who we can refer you to if your employer chooses discrimination or retaliation. The greatest weakness in corporate and government DEI policies is white people see themselves as a collective and start to act like it, such as by following the above procedure to go to war with corporate DEI and ESG.
Funny how that works.
This post was written by DEI 4 White Guys. Shoot them an email at DEI4WhiteGuys@gmail.com and follow them on Twitter at https://x.com/dei4whiteguys.
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What about Pinkskin's like myself? We are always getting discriminated against by those pesky Andorian's, who think because they have blue skins and cranial appendages it somehow makes them superior.
(a little Star Trek humor) * but seriously, y'all are doing yeoman's work in fighting against this evil, divisive and ultimately destructive ideology. Keep the Faith!