Vanguard Is Anti-White
Episode Stats
Words per Minute
167.79973
Summary
In this episode, I talk about the anti-white racism and micro-aggressions that white men in the financial services industry are experiencing, and how they are being coached to believe that they are the bad guys, when in fact, 80% of white male managers see them happen on a day-to-day basis, and 80% are actively involved in the dei conversation.
Transcript
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so vanguard i'm sure you know the company is holding a anti-white diversity training course
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to teach white men just how bad they are now keep in mind the vanguard is only second to blackrock
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they're managing about seven trillion dollars in client assets and they're spearheading some of
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this crap together with blackrock you know things like esgs dei which is diversity inclusion and
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equity together with blackrock and we're going to take a look at clip here this is a hired diversity
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consultant called laura sherbin and she's doing an internal company session that's geared towards
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the white men in the company specifically the white managers in the company and they're basically
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actively indoctrinating them into this diversity equity and inclusion religion to ensure that
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these white men feel very uncomfortable with who they are but also that they have to accept this new
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uncomfortable emotions that they have when they're being you know painted as the bad guy essentially
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here's a small sample of what they were what they had to go through internally at vanguard this
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research that i'm about to present to you is actually an act of accidental exclusion or active inclusion
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depending on how you look at it in terms of us really ensuring and partnering with some of the leading
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companies in the field to ensure that white men white male managers are actively included in the dei
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conversation and that's the piece of research and that's the critical lever that we're here to talk
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about today engaging white male managers in advancing diversity and inclusion we partnered with as i mentioned
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some of the four most thinkers in the dei field and are so thrilled at vanguard for being one of our leading
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sponsors that there's clear expectations set for dei prioritization engagements and outcomes there's
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clarity on how both senior leaders and middle managers will and should be held accountable that we reinforce
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accountability through performance management process and feedback channels sort of added commentary here
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i would say just like we do for business results that are so important right do be aware of implicit biases
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and work to understand your blind spots this is one of the ways that inclusion training can help us all
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no i'm sorry do learn how to listen and accept criticism with grace even if it's uncomfortable
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a growth mindset principle in many what is is if you're growing it's likely uncomfortable this isn't supposed to
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be easy it's supposed to be hard but from our hard work we will grow and do the work to figure out how to
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engage and interrupt biased exclusion and microaggressions we heard in the research that 80 percent of white male
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male managers saw them happen on a day-to-day basis can you imagine if every one of those white male
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little managers were active allies and prepared and had the capabilities to understand how to interrupt
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yeah that's annoying when you're feeling that resistance and it's like hurting and uncomfortable that
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means it's working that means it's no that means it's a good thing it's really that that means it's
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kicking in it's helping we're you're gonna sit here we're gonna force you to hear these die lessons
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about how you should die and how you're the problem how you need to do this and you need to accept this and
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you need to change and you can't say anything about it otherwise it's it's your white fragility coming out
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right you're fighting against your white supremacy no you're attacking my race you were anti-white you
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were hating us as a people and this is just more trickery and wordplay because there is no racism
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so they have to invent it so again more microaggression crap oh you didn't just see that you
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didn't see it trying to like make them believe gaslight them into thinking that they're these horrible
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racist monsters and now do you catch that phrase active versus inactive inclusion it's always these new
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phrases to try and like get you to to really think oh maybe i am unconsciously racist you know this is
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disgusting yes pure psychological yeah manipulation basically right and again to people who are not
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equipped with the verbal or the verbiage to like tackle this or maybe even the the concepts of how to
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break this down or whatever i think a lot of them will be roped up to that including literally
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powerful people they're working at places like vanguard and blackrock and other thing i want to
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mention to us that this has nothing to do these companies of what they're doing nothing to do with
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money or capitalism or like raw you know like money making and say if they did they would have had
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courses on like how to be a ruthless capitalist right no is that is esg is that these companies
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are now at the it's not about money for them no they're so they're fighting for anti-white far-left
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pure just political ideological battles at this point and they're using these
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neoliberal capitalist companies to do it uh this is about control it's about humiliation it's about
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the anti-white agenda and and they've managed to i mean again you could then you could argue you
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know at least when it comes to black rock it's like well are the the jews in black rock are they
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getting educated but you know indoctrinated rather with this kind of stuff they don't attend
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these no it's for everyone else it's for all the goys basically oh it's not it's for white
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people that's what that's why it's ridiculous and all these people try and say these anti-whites and
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non-whites that oh all of corporate america is white supremacist and you know hates black people
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and all this yeah right they're all anti-white and pro blm terrorism yep i love it too how they say
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that white people should just sit there and accept this criticism with grace a winner winner any other
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people ever singled out and criticized and forced to reflect on the actions of their own peoples that
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might create some tension and problems never here's the only race singled out absolutely here's
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the woman here laura sherbin some people said she was of the tribe i didn't manage to find anything on
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that uh she's an economist who specializes in the creation of advantage through inclusion and diversity
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most recently laura was a co-president at the center for talent innovation in new york city
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a premier think tank and content provider that studies global workplace diversity she taught
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women and globalization always women at the school of yes school of international and public affairs at
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colombia university there goes again the long march through the institution this is pure
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this is the pure end result of cultural marxism which people still some people are like oh it doesn't
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really exist this is not a big problem that's not an issue we should just talk about capitalism and
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groups like blackrock and vanguard yeah well look at what they're doing internally okay they're
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indoctrinating their own employees white people with the anti-white agenda yeah here's a more another
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clip by the way this is um one of the vanguard managers here tom rumpulla uh talking about his is just
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extremely important and a relationship that he had with a person who just he learned so much from
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listen to this if i could just add to that and um you know i think it is through some of those
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relationships uh and and being a mentor that mentee-mentee relationship has really helped me
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um advance across differences uh really seeking out those individuals that are different um one of my
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most fruitful mentee-mentee relationships was with somebody who is uh black transgender born in
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kentucky what's different about that honestly they're superior those are super there's nothing
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that's like common now yeah today i learned way more from them than they ever learned from me but
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it really helped me along my journey to to really kind of understand you learn makeup tips um experiences
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do you see how they put these people on that pedestal right and it's like they're better than you just
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because they're black and trans they're scholars and philosophers and priests now same agenda over
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and over again here's another clip with another vanguard manager who talks about um the amazing pride
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events that they put on one piece of advice that i give you if you're thinking about uh bringing your
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kids to participate in vanguard events that's also a beautiful thing to do so for example for um for
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pride this year i brought my girls on campus and we had incredible time at like if you were there
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you'd know it was the most amazing vanguard event that's been put on in a long long time if not
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ever and i would just encourage you to have your kids participate in those events as much as possible
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what more proof do you need like and this so this is not just a virtue signal this is what the the
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leftist will say oh well we're very this is not real like diversity they don't really believe this
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they just do it because they have to do it no when you're the biggest company in the i mean
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financial managing you don't have to do any you don't have to do this and in fact these are the
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very companies that are partnering with the world economic forum to drive this agenda together what
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what if you think about it what sway does the world economic forum hold really and why does people
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choose to go in with them that doesn't make sense because there's people internally which runs the the
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show right that they're the most powerful corporations and people in the world they come to
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them and they co-join together to drive an agenda and we played clips with of course larry flint from
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blackrock about we need to be coercive and we're like forceful in our you know in our approach to
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how we need to change things behaviors are going to have to change and this is one thing we're going
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to we're asking companies you have to force behaviors and at blackrock we are forcing behaviors
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we have some parts of the country that are very very worried about how this transition will mean for
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their their state their locality for their jobs and so this is not going to be an easy task capital
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is moving and it's going to move very rapidly every hydrocarbon company in the united states is now
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focused on this whereas i would say three four years ago they weren't they did not believe it and so
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we are making change and i would say we're making more rapid change because of bill and other other
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people who are expressing this openly this shows you that this is basically just pure anti-white
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political ideology that's running uh some of these large financial corporations at this point and
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if someone shows up and says well cultural marxism is not an issue or anti-whiteness is not an issue
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point them to stuff like this where you see that some of the biggest and most important and powerful
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institutions and companies in the world all drive the same damn anti-white agenda