In article <ssn96e$kpt9$8@news.freedyn.de>
governor.swill@gmail.com wrote:
>
> Democrats are pieces of shit.
>

Carol M. Swain has a plan to counter the division, despair, and
anti-American sentiments that are devouring the nation�s
institutions.

It would be difficult to imagine a more fitting example of the
American dream than Dr. Carol M. Swain. By the same token, it
would also be almost impossible to envision a more suitable
messenger to counter the division, despair, and anti-American
sentiments that are currently devouring the nation�s
institutions under the banner of �diversity, equity, and
inclusion,� or �DEI.�

Born into grinding poverty in the Deep South, Swain had already
dropped out of high school and become a mother by the time she
reached her late teens. Swain seemed doomed to prolong the cycle
of poverty, but her life took a decisive turn for the better
just a couple of years later when a coworker encouraged her to
enroll at a local community college.

Swain took her up on the suggestion and went on to earn several
degrees � including her Ph.D. from the University of North
Carolina at Chapel Hill � and to establish herself as one of the
foremost conservative academics, political scientists, and legal
scholars in the country.

Over the years, much of Swain�s published work has focused on
the intersection of race and economics, and she has been a
consistent opponent of training and curricula infused with
Critical Race Theory (CRT). In addition to her participation on
�The President�s Advisory 1776 Commission,� which was designed
in large part to answer the CRT-based �1619 Project,� Swain has
written and edited multiple books that touch on the subject,
including her most recent work, �Black Eye For America: How
Critical Race Theory Is Burning Down The House.�

Offering an Alternative to Divisive Trainings
Within the past year, Swain has also made significant progress
toward one of her long-term projects � countering what she
describes as the �billion-dollar inclusion industry� with a
radically alternative approach, �Carol Swain�s Real Unity
Training Solutions.� Built around the national motto, �e
pluribus unum� (�out of many, one�), Swain�s program aims to
foster organizational unity around shared values and mission,
and a respect for the dignity of every individual who makes up
any given company, nonprofit, school board, or church.

�I have always believed in America. I�m a product of the
American dream,� Swain said. �I have had faith in the
Constitution, and the Bill of Rights, because that distinguished
us from other nations. So there�s a part of me that�s very
troubled at where our nation is at this point in time, but I try
to stay optimistic because I believe that whatever we may think
separates us, we are Americans at the core and . . . what
unites us is far greater than what divides us.�

The common approach to DEI � what prominent psychologist Dr.
Jordan Peterson has aptly renamed �DIE� � has long depended on
dividing participants into polarizing categories of �oppressed�
or �oppressor� based on their race, sex, or religion.

A Threat to Civil Rights
In early 2021, Coca-Cola was forced to retract a diversity
training module that called upon employees to be �less white.�
The training said, �to be less white � be less oppressive �
listen � believe � break with white solidarity.�

Far from the outlier in the DEI field, that incident fits within
a much larger trend of companies trafficking in divisive
concepts in their workforces. At least 78 percent of the 50
Fortune 1000 companies evaluated on the Viewpoint Diversity
Score 2022 Business Index utilize employee training that
undermines trust, respect, and openness in the workplace. One of
those companies, Bank of America, has launched a reeducation
program, telling employees they needed to be �woke� and white
employees to �decolonize your mind.�

On its website, Bank of America declares that, �Now more than
ever, we need to be comfortable with uncomfortable conversations
and deepen our understanding through self-education of people�s
differences.� These �uncomfortable� discussions include telling
all white employees that their lives are based on �white-skin
privileges.�

As Swain watched companies and institutions adopt increasingly
virulent forms of DEI training � especially during the summer of
2020 � she became convinced that they were courting legal
trouble. Her message to companies is that singling out employees
based on protected characteristics, like race, color, sex, and
religion, not only drives employees apart, but also violates
their civil rights.

�The current diversity training makes people feel miserable.
Everyone�s miserable at the end of the training. No one�s better
off,� Swain said. �Instead, we can actually present people with
a historical background of discrimination and the law, and then
present them with positive principles and training that bring
people together and educate them.�

In academic positions at several top universities, Swain
witnessed firsthand a rising intolerance for diverse viewpoints
on college campuses. But while she and many of her colleagues
had hoped that graduating students would correct course once
they stepped out of campus and into corporate America, that
hasn�t been the case.

�Many of us would chuckle and say, �Wait until they get into the
real world, they�re going to find out that they�re not going to
have safe spaces,�� Swain said. �Well, what has happened is that
these young people graduated from college � many of them from
elite schools � and they re-created the college experience in
the corporate environment. And so that�s part of what�s going
on.�

A Different Approach
As Swain continued to observe indoctrinated college graduates
rapidly changing the workplace, aided by a lucrative DEI
industry headlined by speakers such as Ibram X. Kendi and Robin
DiAngelo, she also found herself in more and more conversations
with leaders of corporations, churches, nonprofits, and schools
about what to do about the ill effects.

Presently, companies and other organizations looking to find
alternatives to divisive DEI programs have limited options,
although the number of choices is on the rise.

�I have a sense that this is probably about ready to explode,�
Swain said. �We are getting inquiries from companies that have
tried DE&I. It didn�t work and they like what we are offering
instead. We know what values and principles work. Employees want
to be treated with respect.�

As Swain took the initial steps of researching and building out
her alternative curriculum, she connected with Michelle Hooper,
a long-time educator, Ph.D., and former chief of staff for the
Oregon Department of Education.

Real Unity Solutions was recently approved by the Tennessee
State Board of Education to provide training to elected school
board members statewide.

�Most people who�ve been in leadership for any amount of time
recognize that unity is critical for mission success for their
company and for their teams. They recognize that at the core of
unity is trust, and that what we�ve all been seeing with the
DE&I training over the last few years totally erodes that,�
Hooper said. �These leaders feel freed when they have
conversations with us. It�s as if they�ve been given permission
to be honest and to say what has been on everyone�s mind. And I
think they�re finding it affirming.�

https://thefederalist.com/2022/10/14/a-plan-to-make-diversity-
equity-and-inclusion-die/