Diversity Management, Equality, Equal Opportunities, Affirmative Action, News & We The People!

Dr. Frances Cress Welsing, the noted psychiatrist and “the first scientist to psychoanalyse white racism in the history of Western psychiatry,” defines “White Supremacy” as “a global power system and dynamic that is structured and maintained by people who classify themselves as white. Regardless if it is conscious or subconscious, that consist of patterns of behaviour across all the areas of human activity, for the purpose of white genetic survival on planet Earth, where the vast majority people are classified non-white by so called white skinned people, who in fact are genetically recessive to non-white people in terms of skin colouration.(1)“ (Please see link to Dr Welsing’s precise definition below)

Dr Neely Fuller defines the “White Supremacist” as “people who classify themselves as ‘white’, and who generally function as ‘white’, and who practice racial subjugation (based on ‘white’-'non-white’, at any time, in any place, in any one, or more of the nine major areas of activity.(2)”
(Please see link to Dr Fuller’s precise definition below)

Dr Fuller also says that: “If you don’t understand white supremacy—what it is, and how it works—everything else that you understand will only confuse you.” White supremacy and capitalism does explain discrimination across all the under-represented groups.

I have defined “Cynical Diversity Management as the application of management technologies, structures and systems with the sole purpose of frustrating genuine equality of opportunity whilst maintaining a discriminatory status quo and GRABBING BILLION DOLLAR CONTRACTS.

Effective Diversity Management is the application of management technologies, structures and systems with the sole purpose of facilitating GENUINE EQUALITY OF OPPORTUNITY. (Please see link to my precise definitions below)

When I originally coined the phrase “DIVERSITY MANAGEMENT,” the concept and meaning was that as defined above for “Effective Diversity Management.”

I later coined the phrases EFFECTIVE DIVERSITY MANAGEMENT & CYNICAL DIVERSITY MANAGEMENT.

Dr Welsing in her work as a psychiatrist seeking to treat people in general and Black people in particular, found that racism kept on cropping up and wanted to understand why and investigated and concluded that racism is an expression of white supremacy that is motivated by the subconscious fear for white genetic survival and to prevent white genetic annihilation on planet Earth.

White genetic survival in the minds of people “who classify themselves as white” requires a system of white supremacy so as to divide people up in to groups of different colours where white is supreme and have them fight against each other while they the white, male power elite, continue to use “Capital” (capitalism) to consolidate global power and “prevent” the mixing of races and in particular the mixing of races of colour with white, placing particular pressure on the darkest skinned Black people of African decent, because they carry the highest potential for bringing about white genetic annihilation.

Sharon Martinas in her paper THE CULTURE OF WHITE SUPREMACY says: “The term white as applied to people was first used by slave owning colonialists in 17th century Maryland and Virginia to describe poor indentured servants who came from Europe. Originally, these servants had been called “Englishmen,” “Irishmen” or “Christians,” but the colonial ruling class began to use the term “white” to distinguish European servants from African ones, who were often called “Negro,” which means “black” in Spanish.

The Virginia legislature made the term “white” a legal distinction in 1791, after a series of joint rebellions by European and African servants, culminating in Bacon’s Rebellion of 1676, nearly brought down the colonial ruling powers. (Information provided by People’s Institute.) In the slave codes of 1705, especially in the “Act concerning servants and slaves,” colonial rulers gave poor “whites” certain legislated privileges, such as a small plot of land or “freedom dues” (wages) after completion of their term of servitude; the right to sue their masters in court; and exemption from public whipping for punishment! At the same time, the legislature wrote the laws which provided the institutionalised foundations for chattel slavery for Africans.

From that time on, throughout U.S. history, to be “white” has meant to have access to certain forms of preferential treatment, and exemption from racial oppression, solely on the basis of European ancestry and (allegedly) “white” skin. Thus, the concepts of “white people” and “white privilege” share the same historical and institutional roots. And both terms are artificial, historical constructions to serve political purposes: creating separations among oppressed peoples on the basis of skin color and ancestral origin so that they would not unite against a common oppressor.(3)”

White supremacy therefore requires the discrimination dynamic in order to prevent race mixing and therefore white genetic annihilation. To discriminate against and suppress EVERYONE not a part of its controlling white male elite. No “white” woman for example has ever become president in the 230year history of that paragon of white supremacy, the United States of America.

The suppression of white women by white supremacist men contributes to minimising race mixing and ultimately preserves a genetically isolated, “safe” incubator of white genes into the future. This is not to say that white women do not benefit materially from the proceeds of white supremacy nor uphold its ideals nor form part of its structure.

When applied to diversity management, the psychodynamics and application institutionally follows the PATTERNS of the wider society.

Quick view of a typical organisational pyramid reveals the dominant white male(s) at the top with a smattering of white women if any and as we descend the pyramid there are greater concentrations of the other folk if any.

White supremacy is institutionalised, consciously and subconsciously maintained daily, via structures, systems and professional practice that compel employees and other stakeholders to exercise white supremacy in the conduct of the organisation’s business.

This institutionalised white supremacy has been established by the wider society for hundreds of years, reinforced over many generations and has become so normal, so much a product of subconscious reflex action on the part of individuals and the institutions in which they work.

The mental health of all parties are compromised whatever their colour; People who have been brainwashed to “classify themselves as white” suffer a superiority psychosis(4) born of the oppressive hierarchy, separated from the “others” and experiencing guilt to the degree they maintain their common humanity under the daily onslaught of violence psychological and material against the others to which they must contribute, bear witness and cannot properly resolve within the subconscious.

They mainly exist in denial so as to cope. They know that the way things are with the world is immoral and exceedingly dangerous for life on earth because the same mindset drives the brutal abuse of our planet as a whole.

They understand to varying degrees that the human race of the future will inevitably become one that is a merge of all “races” of humans because nature has no care for artificial hierarchies and the price of pain and conflict and the wholesale destruction of our world and the apparent privileges it brings to themselves is simply not worth the price of being “white & superior,” yet feel powerless to make any change.

For the people “classified as non-white” by those who classify themselves as white, life is a continuous daily torture in the face of white supremacy, regardless of social position or lifestyle; we all know the familiar white supremacist saying “Once a nigger always a nigger” for example.

The constant unabated miss reading, miss representation, distortions, mistrust, manipulation, rush to judgement, confusion, mockery, put downs, denial, denial of simple human rights, hoodwinking, infighting, death, deaf ears, overt and covert violence mental and physical to ones person, one’s kin, friends and group and the whole world is madding.

It is not the “fault” of those others classified as non-white, that those who classify themselves as “white” do so falsely because they have been manipulated to do so by the unscrupulous.

Non-white people are not responsible for the resultant inevitable psychosis that exists within those who classify themselves as white “because they classify themselves as white!” being TOLD that they are white, behaving as though they are white.

“Non-white people” hope and pray and work for the day when white behavioural scientist will look at white supremacy for what it truly is and work with people who classify themselves as white to accept their recessive genetic status with reference to skin colour and their minority status on the planet with regard to numbers…

Hurting others, abusing other creatures and life forms and destroying our world in order to prevent race mixing will have no effect on such genetic status, nor minority status; it is like trying to “hold back the waves.”

Cynical Diversity Management under white supremacy is INEVITABLE… Its psychotic function is to ultimately prevent race mixing and white genetic annihilation. It is often consciously done; it is in the main subconscious and backed up by institutional power.

Cynical Diversity Management’s function is to distract the people and make it look like progress is being made in the context of disconnecting white supremacy’s stranglehold in the organisation. It uses all the common mechanisms white supremacy does: patterns of perception, logic, symbol formation, thought, speech, action and emotional response, as conducted simultaneously in all areas of people activity as well as the usual structures and systems and practice designed to maintain white supremacy.

INEQUALITY is the key word with white supremacy and Cynical Diversity Management. It readily disposes of any attempt by professionals to do any serious work, it requires incompetence and prefers the approach of cynical white male consultants and the like, highly paid to maintain the status quo, non-whites need not apply. Effective Diversity Management is about generating EQUALITY and the job of white supremacy and Cynical Diversity Management is to remove any equality by definition.

For example organisations typically use a very powerful instrument called a “Person Specification” to select and recruit new people, this is standard format through out the HR community worldwide. Prior to EFFECTIVE diversity management the form had 3 columns, effective diversity management added a 4th column, specifically about MEASURING selection criteria, enabling an objective process of measurement and accountability. Cynical diversity management typically removes the 4 columned version of the document, because it does not want to MEASURE, to be OBJECTIVE… It WANTS to DISCRIMINATE! Whilst looking good misusing the term DIVERSITY MANAGEMENT and maintaining the status quo.

All the above simply PROVES to non-white and other oppressed under-represented groups that those who classify themselves as white have no intention to change the way things are despite their smiles and platitudes and expressions of regret and hopes for a better future. (Better future for whom?)

They, the people who classify themselves as white, REFUSE to change the structures and systems that ENABLE discrimination.. It’s empirical!

It also proves to under-represented groups that change will only come, that effective diversity management will only come when the cynical is exposed for what it is, challenged and replaced.

What people DO reveal their INTENT, not what that SAY!

The Campaign Against Cynical Diversity Management(5) is designed to provide a resource for Recognising, Exposing, Defending against and Correcting the policy, practice and damaging effects of white supremacy in the context of our social organisations and institutions.

The Campaign is designed to help all people “TELL THE TRUTH” about white supremacy or “its representation” or equivalent in their organisation across “all jurisdictions” and activate for change that brings EQUALITY OF OPPORTUNITY.

At the Campaign’s website are links to materials for:

¤ Establishing Effective Diversity Management Processes.(6)

¤ Identifying documentation establishing Cynical Diversity Management processes.(7)

¤ Exposing Cynical Diversity Management processes in particular organisations one works for or seeking jobs from or receiving benefits from or financial support etc, by “leaking them” anonymously into the public domain so they can be challenged.(8)

¤ Discussion of Cynical Diversity Management processes as well as campaigning initiatives designed to educate the general public so they may create “pressure” for change.(9)

¤ Weblog for discussing and contributing articles and materials on any issue pertaining to White Supremacy, Effective and Cynical Diversity Management.(10)

Please join the campaign and contribute, “tell the truth about it!”

Floyd Campbell (CAMPAIGNS)
THE CAMPAIGN AGAINST CYNICAL DIVERSITY MANAGEMENT.
©2010 ALLRIGHTS RESERVED

(1) Dr Welsing’s Defn: http://www.africawithin.com/welsing/welsing.htm

(2) Dr Fullers Defn: http://www.houseofnubian.com/IBS/SimpleCat/Shelf/ASP/Hierarchy/010J.html

(3) Sharon Martinas article in full http://www.prisonactivist.org/archive/cws/cws-culture.html

(4) Psychosis Defn http://dictionary.reference.com/browse/psychosis

(5) Campaign Against Cynical Diversity Management http://www.cynicaldiversity.com/diverdefn.htm

(6) Establishing Effective Diversity Management Processes : http://www.campbellconsent.com

(7) Identifying documentation establishing cynical diversity management processes: http://discuss.campbellconsent.com/

(8) Exposing Cynical Diversity Management processes in particular organisations by “leaking them” into the public domain so they can be challenged: http://www.cynicaldiversity.com/upload.htm

(9) Discussion of cynical diversity management processes as well as campaigning initiatives designed to educate the general public so they may create “pressure” for change: http://discuss.campbellconsent.com/

(10) Weblog for discussing and contributing articles and materials: http://weblog.campbellconsent.com/

E-mail: consenthm(AT)hotmail.com for more information