Toddlers Are Racist and Other Bank of America Awakened Training Ideas

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Bank of America Corp. has implemented a racial re-education program that claims the United States is a white supremacist system and encourages employees to wake up at work, asking white employees in particular to decolonize your mind and hand over power to the people colored.

This year, BOA executive Charles Bowman announced a new equity initiative called United in Action, in partnership with United Way of Central Carolinas. According to the documents I have reviewed, BOA executives kicked off the initiative by encouraging employees to participate in a 21-day running training challenge funded in part by the bank and based on the principles of critical theory. of the race.

On the first day of the programs, Bank of America teaches employees that the United States is a racialized society that uses race to establish and justify systems of power, privilege, disqualification, and oppression.

According to the training program, all white people, regardless of their socio-economic background or other disadvantages, live a life with white-skinned privileges. Even children are involved in the white supremacist system: According to program material, white toddlers develop racial prejudice between the ages of 3 and 5 and should actively learn to recognize and reject the smog of white privilege.

Over the next three days, Bank of America is plunging its employees into a full-spectrum CRT, including calling all whites oppressors and all racial minorities blameless. Racism in America idolizes white physical features and white values ​​as supreme over those of others, the program says. Due to their belonging to the dominant culture, whites are more likely to have a more limited imagination, to experience fear, anxiety, guilt or shame, to contribute to racial tensions, to hate and violence and react in broken ways.

People of color, on the other hand, cannot be racist because racism is used to justify the position of the dominant group. . . and to defend white supremacy and superiority. Therefore, the discussion guide claims that reverse racism and discrimination are not possible.

On days five and six, the banking giant encourages white employees to confront their white privilege and white fragility, to find out where [they] are on the spectrum of privileges. As part of the program, BOA employees pass a series of diagnostic tests, in which they assess their racial and gender identities, check a series of boxes to identify their white privilege, and probe for racist attitudes that might contribute to their white frailty. .

In Days Seven-16, BOA covers a long list of progressive concepts and political priorities, including microaggressions, racial trauma, police abolition, the school-to-prison pipeline, and environmental justice. The training program claims that racist microaggressions can contribute to post-traumatic stress disorder in black Americans and that racism can be just as devastating as gunfire or sexual assault.

The economy of the Americas is described as a caste system, with African Americans being exploited and geographically separated. The American police system, according to the documents, was based on slave patrols whose task was to capture, control and brutalize enslaved people (an ahistoric lie); this system is written in the DNA of American society and, according to the activists of the training module, can only be solved by the financing and even the abolition of the police force.

During the final days of the programs, BOA encourages employees to wake up at work and practice the alliance. Participants must recognize that their words and actions are intrinsically shaped and influenced by systemic oppression and must commit to doing the inner work to find a way to recognize how [they] participate in oppressive systems.

After addressing their complicity in racial oppression, employees are encouraged to engage in actions aimed at creating a culture of racial equity using a worksheet.

In its own name, Bank of America claims to represent the United States. Yet instead of promoting American ideals, company executives embraced the radical, pseudo-scientific concepts of critical race theory. They intensely push ideological messages about their employees, from collective race-based guilt to police abolition. Inform the American public and judge accordingly.

Christopher Rufo is one of the editors of the City Journal, from which this column has been adapted.

Twitter: @RealChrisRufo

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