Recently, Deloitte, one of the world’s largest accounting and consulting firms, told its employees that unintentional “microaggressions” are now going to be considered a punishable offense.
In a mandatory “anti-racism” training, U.S. employees at Deloitte were shown the company’s new “anti-racism culture.” They were told they are expected to help push the “anti-racist” culture when working with personnel and clients and to promote “equity.”
Deloitte has defined equity as “the outcome of diversity, inclusion, resources, and anti-oppression wherein all people have fair access, opportunity, resources, and power.” The training puts emphasis on the claim that “equity” is different from “equality” because “equality” does pay heed to the “historical and systemic barriers and privileges” of certain racial groups.
Part of this new “anti-racist” culture requires U.S. offices to investigate violations of “anti-racist” policies. Employees were told that “violations of [Deloitte’s] policies could extend to ‘microaggressions.'”
The repercussions for violating these policies can range from “verbal counseling” to complete termination. Other punishments include additional mandatory training, letters of reprimand, a negative impact on performance evaluations, and/or disciplinary bonuses, or monetary fines.
In a PowerPoint presentation about the new culture the firm claims that “microaggressions” can be unintentional acts, and regardless of intent, employees are still liable and can be punished.
“Racial microaggressions are brief and commonplace daily verbal, behavioral, or environmental indignities, intentional or not, that communicate hostile, derogatory, or negative racial slights and insults toward people because of their race,” the presentation states. “Perpetrators of microaggressions are often unaware that they engage in such communication when they interact with racial/ethnic minorities.”
This presentation provides examples of these “microaggressions.” One example included “asking your Black male colleague to join the flag football or basketball team.” Asking a black colleague to join a sports team was also considered an example of racial bias.
According to the new policy, employees are also showing racial bias if they are not in complete favor of affirmative action programs. If someone says “a person of color was given a role due to their race rather than having earned their role” it is considered racial bias, whether true or not.
Employees were also told that pushing back against the experiences of a minority peer is “racial gaslighting.” Therefore, if a peer complains about a potentially racially insensitive issue employees are banned from using the following phrases:
- “Maybe you misheard them?”
- “Calm down, you’re just being sensitive.”
- “In my opinion, I don’t think they were being racist.”
- “I know ___ very well and they are not like that.”
- “All Lives Matter.”
- “____ people are racist too.”
- “Why is everything always about race with you?”
This entire system is looking closer and closer to the old Salem witch hunts. They are looking for any little thing even if it’s unintentional. Deloitte seems to be going into this new policy with the thought process of assumed guilt until proven innocent. Those who do not follow the new culture are forced to go back to the brainwashing mandatory training or even docked pay.