Lockheed Martin’s getting looked into.
Last week, I covered the case of America’s largest defense contractor sending its white male executives to anti-white privilege training.
The classes had reportedly been provided by WMFDP, otherwise known as “White Men as Full Diversity Partners.”
Via its website, WMFDP explains our national situation:
When companies engage white males alongside their peers from different backgrounds, marginalized groups are freed from the exhausting work of coaching white men to understand their world. Most white men want to help. They just don’t know how. … Women and people of color cannot carry the burden alone.
Amid the training, the phrase “white men” was allegedly associated with things such as “anti-women,” “Aryan Nation,” “chauvinist,” “don’t listen,” and “racist.”
Straight white males were purportedly said to “minimize the perspectives and powers of people of other races,” “dismiss another’s voice with little or no consequence when he or she is the only member of their group,” be praised as a parent if they’re only “marginally competent,” not be required to be “overly attentive,” and be able to have B.O. without it being “taken as a reflection of [their] race.”
Additionally, the white guys found out Hispanics get poor school guidance counseling due to their race.
Furthermore, as it turned out, nonwhites in general have to deal with people “coming over to [their] house and asking to meet the new homeowners” and with “rudeness in retail and service settings.”
Moreover, the Caucasian dudes discovered that women drink whiskey, are pro choice, and have drive — which shouldn’t be intimidating (but commonly is).
Lockheed Martin has robust employee training programs focused on our core values of doing what is right, respecting others, and performing with excellence. Like many corporations, we employ multiple vendors and continuously evaluate the effectiveness of training programs to ensure they are aligned with our values, applicable laws and regulations, and incorporate employee feedback and best practices.
Well, now someone
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