The following research is from excellent work by Christopher Rufo. He leads the fight against critical race theory.
Disney's diversity and inclusion program called "Reimagine Tomorrow" was recently exposed in whistleblower documents. Not only does Disney embrace controversial racial politics, but they also force those politics onto their employees.
Here's a look into what Disney teaches its employees:
America is racist: One of the modules in Disney's racial program is called "Allyship for Race Consciousness," where the company tells employees to “take ownership of educating [themselves] about structural anti-Black racism” and understand America's “long history of systemic racism and transphobia."
White employees are encouraged to “work through feelings of guilt, shame, and defensiveness" and to atone for beliefs that don't align with radical critical race theory and intersectionality. "All lives Matter" is as dangerous as "I don't see color." It was also stated that questioning black colleagues' experiences was not allowed.
Equality is bad: Another module emphasized rejecting "equality" (equal access to opportunity) and accepting "equity" (equality of outcome).
White values are bad: Employees were taught that the following beliefs are evidence of "white fragility"
“I am a good person, I can’t be racist” and “I was taught to treat everyone the same”.
They were also taught to avoid "white dominant values that create "white supremacy culture." The following are some of the mentioned traits:
"Competition," "individualism," "timeliness," "comprehensiveness," and "power hoarding"
The police should be defunded: Disney recommends employees read many how-to guides and books about their radical race ideology, such as “75 Things White People Can Do for Racial Justice."
It suggests that white employees should “defund the police,” “participate in reparations,” “decolonize your bookshelf,” “don’t gentrify neighborhoods,” “find and join a local ‘white space,’” and “donate to anti-white supremacy work such as your local Black Lives Matter Chapter.”
According to employees, the environment at Disney has grown hostile since. Conservative and Christian employees are discouraged from expressing their views.
Sources: City Journal, Christopher Rufo
Lockheed Martin is the nation's largest defense contractor. They held a three-day training for white male executives to understand their white privilege and why it's damaging t0 others.
Here's what the company teaches its employees:
White male culture requires fixing: The trainers emphasized that this race training will benefit the attendees by "improving the brand, image, and reputation of white men," having less feelings of guilt, and not getting replaced by those who understand diversity better than them.
The program's founders argued that white males wield unearned benefits because of their identities and need to acknowledge their white, male, and heterosexual privilege.
White men have bad associations: The program started with a "free association" exercise. Lockheed employees were to list out connotations for "white men."
Those running the training wrote down “old,” “racist,” “privileged,” “anti-women,” “angry,” “Aryan Nation,” “KKK,” “Founding fathers,” “guns,” “guilty,” and “can’t jump.”
White culture minimizes other races: The program then led the attendees to deconstruct their privilege by reading through "privilege statements." They included the following:
"My culture teaches me to minimize the perspectives and powers of people of other races.”
“I can commit acts of terrorism, violence or crime and not have it attributed to my race.”
White culture offends the less privileged: Lastly, the attendees read a series of "I'm tired" from the perspectives of those who don't share their white male privilege. They included the following:
“I’m tired of you making more money than me.”
“I’m tired of people disparaging our campaigns (like Black Lives Matter).”
“I’m tired of not wanting to play golf.”