Blog #70 Radical Left Scam… DEI and the Ugly TRUTH
Entrance to Old Queen's, the oldest building on the Rutgers University campus, with historic plaque about slave labor, New Brunswick, N.J., December 27, 2020.(peterspiro/via Getty Images)
A new study found that diversity, equity, and inclusion materials have a wide range of negative consequences, including psychological harm, increased hostility, and greater agreement with extreme authoritarian rhetoric, such as adapted Adolf Hitler quotes.
Both the New York Times and Bloomberg were preparing stories on the findings, but axed them just before publication citing editorial decisions.
The Network Contagion Research Institute, or NCRI, and Rutgers University Social Perception Lab released the study “Instructing Animosity: How DEI Pedagogy Produces the Hostile Attribution Bias” on Monday. The study examined whether the themes and materials common in DEI trainings foster inclusion or exacerbate conflicts, ...
EXCERPT 1:
the limited evidence suggests that some DEI programs not only fail to achieve their goals but can actively undermine diversity efforts. Specifically, mandatory trainings that focus on particular target groups can foster discomfort and perceptions of unfairness 5 (Burnett and Aguinis, 2024). DEI initiatives seen as affirmative action rather than business strategy can provoke backlash, 6 increasing rather than reducing racial resentment 7 (Kidder et al., 2004; Legault et al. (2001). And diversity initiatives aimed at managing bias can fail, sometimes resulting in decreased representation and triggering negativity among employees 8 (Leslie, 2019; Kalev, Dobbin, & Kelly, 2006). In other words, some DEI programs appear to backfire.
Excerpt 2:
instead of reducing bias, they engendered a hostile attribution bias (Epps & Kendall, 1995), amplifying perceptions of prejudicial hostility where none was present 11 , and punitive responses to the imaginary prejudice. These results highlight the complex and often counterproductive impacts of pedagogical elements and themes prevalent in mainstream DEI training.
Excerpt 3:
The decision to utilize passages from Kendi and DiAngelo was grounded in their widespread application within DEI scholarship, and that their works are often viewed as essential frameworks for both understanding systemic racism and promoting anti-racist actions. Kendi’s "How to Be an Antiracist" encourages transformative practices that dismantle racism through active engagement, while DiAngelo’s "White Fragility" critically examines defensive reactions of white individuals when confronted with racial issues, arguing that these responses sustain racial disparities. The selected passages were intended to represent some core themes of these authors' influential works.
The themes selected in these essays were:
1. White supremacy and racism are a systemic and nearly universal norm, mindset, or worldview.
2. Normal institutions and Western ideologies are secretly enforcing racist agendas and White people are beneficiaries and entitled to the benefits of systemic white supremacy and racism.
3. The universality of white supremacy agonizes people of color by virtue of endless hostile encounters
4. Western countries are compromised by virtue of their racist ideology and past.
5. Anti-racist discrimination is the only solution to racist discrimination. In addition to articulating them in their best selling books, DiAngelo and Kendi have both repeatedly articulated the above themes in corporate programs, interventions and appearances.
But this does not prove that such themes are widely adopted in DEI interventions or policy by anyone save the authors themselves.
Note: Please click on the link to learn the rest of the story…
https://networkcontagion.us/wp-content/uploads/Instructing-Animosity_11.13.24.pdf