This anti-white stuff is coming for you, dude

 

Explicit anti-white racism is now de rigeur in our universities. If you think this is temporary, think again.

First demonstrate your contribution to “diversity”, as defined by the academic elites who seek to abolish themselves because, to no one’s surprize, they are white.The College Fix reports

For Cal Poly, requiring the diversity statement is one part of a larger effort school officials are engaged in to “improve diversity” via dozens of various endeavors outlined in its 30-page action plan. As part of the diversity initiatives plan, the university also has a goal of “increasing, in a Proposition 209-compliant manner, the hiring of diverse faculty utilizing cluster hires every other year.”

It is evident to me and to a growing number of reasonable people that the entire university sector is overinflated and needs drastic reduction of its financial resources. The government must stop subsidizing this racialist evil. And stop enserfing our children to debt for a useless and dangerous miseducation.

Here is a portion of Cal Poly’s action plan. To read it is to see the anti-white future:

 

Office of University Diversity and Inclusion
Diversity Action Initiatives
Items in bold are key initiatives.
Future Actions Initiative Anticipated Implementation Department(s) Description
Cultural Humility Institute
Winter 2019
Vice President for Student Affairs, Office of University Diversity and Inclusion
Cultural humility is a lifelong process of self-reflection, self-critique, and commitment to understanding and respecting different points of view and engaging with others humbly, authentically and from a place of learning (Tervalon & Murray-Garcia, 1998).

Student Diversity Advisory Committee
Fall 2018
Office of University Diversity & Inclusion
An advisory committee to the Office of University Diversity & Inclusion made up of student representatives to help guide work related to student concerns and to gain input on initiatives.

Campus-Wide Allyship Trainings

Fall 2018
Office of University Diversity & Inclusion and Cross Cultural Centers
An expansion of the currently offered Allyship workshops on Race & Ethnicity and Gender & Sexuality offered by the Cross Cultural Centers.

Collective Impact Strategic Action Plan Open Forum
Fall 2018
Office of University Diversity & Inclusion
The Inclusive Excellence Council will review the Collective Impact Recommendations and create a strategic plan to be shared in a Fall 2018 Open Forum.

Collective Impact Strategy Group Recommendations
June 2018
Office of University Diversity & Inclusion
The three Strategy Groups will have short- and long-term recommendations outlined.

Mandatory Implicit Bias Trainings for MPPs and Confidential Employees
Spring 2018
Office of University Diversity & Inclusion and Employee and Organization Development
The “Exposing Hidden Bias” workshop will be mandatory for all MPPs and Confidential Employees.

Collective Impact Listening Sessions
Spring 2018
Office of University Diversity & Inclusion
Open sessions reflecting the 3 Collective Impact Strategy Groups: Campus Climate, Curriculum, and Recruit & Retain. The sessions will garner input from participants.

All Faculty and Staff Association Meeting
Spring 2018
Office of University Diversity & Inclusion
A gathering of representatives from the 5 established Faculty Staff Associations.
Expand BEACoN mentors to include staff and alumni *
TBD
Office of University Diversity & Inclusion
Include opportunities for staff and alumni to provide mentorship for underrepresented students

Campus Climate Survey
2019
Office of University Diversity & Inclusion
A survey to assess campus climate will be re-administered.

New Employee Orientation
2017
Employee and Organization Development
An introductory training for new employees at Cal Poly. Onboarding for all new staff positions, including a diversity and inclusion segment.

BEACoN Research Mentor Program
2017
Office of University Diversity & Inclusion
The BEACoN Research Mentor Program pairs students with research mentorship under the guidance of faculty. Enhanced the faculty/student mentorship program to add paid research opportunities.

Collective Impact Process for Advancing Diversity & Inclusion at Cal Poly
2017
Office of University Diversity & Inclusion
The Collective Impact approach is premised on the belief that no single policy, department, organization or program can tackle or solve the increasingly complex social problems we face as a society. The approach calls for multiple organizations or entities from different sectors to abandon their own agenda in favor of a common agenda, shared measurement and alignment of effort. Unlike collaboration or partnership, Collective Impact initiatives have centralized infrastructure – known as a backbone organization – with dedicated staff whose role is to help participating organizations shift from acting alone to acting in concert.

Vice President for Diversity & Inclusion
2017
President’s Cabinet
The lead position in OUDI was elevated to executive level for greater impact.
Established the Chicana/o Latino/a and Indigenous Alumni Chapter
2017
Alumni Association
Supports and creates community for Latinx alumni.

Faculty Associate Positions
2017
Office of University Diversity & Inclusion
Faculty Associates are hired by OUDI to gain a faculty perspective in diversity and inclusion work.

Implicit Bias Trainings for Staff and Faculty
2017
Office of University Diversity & Inclusion and Employee and Organization Development
A two-part implicit bias workshop series that brings attention to the unconscious biases we all possess and provides some strategies for overcoming thier impact in our work and relationships.

Implicit Bias Trainings for Faculty Search Committees
2016
Office of University Diversity & Inclusion and Academic Personnel
This training introduces participants to implicit bias in decision-making and hiring. It is required for all tenure/tenure-track faculty search committees.

Diversity in the Curriculum Training for Faculty
2016
Office of University Diversity & Inclusion and the Center for Teaching Learning & Technology
A summer week-long workshop designed for faculty to incorporate diversity and inclusion topics into their curricula.

Bias Incident Response Team Established
2016
Office of University Diversity & Inclusion and Dean of Students
The Bias Incident Response Team (BIRT) is co-chaired by the Dean of Students and the VP for Diversity & Inclusion. The team meets to discuss the appropriate course of action on hate/bias incidents on campus. BIRT also works to support and provide resources to those who are targets and/or witness acts of bias in our campus community.

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Remember:

Diversity = uniformity

Inclusion = exclusion

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