The Culture War - Tim Pool - Discrimination Against White Men EXPOSED, DEI Narrative COLLAPSES ft. Amber Duke

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00:00:58.080 You've probably seen a lot of chatter about DEI on the timeline,

00:01:02.080 especially, and this is really particularly strange,

00:01:05.620 is you're seeing condemnation of it from people who previously would lambast you for complaining about it.

00:01:11.460 You know, I think what was happening here,

00:01:13.600 I don't know if you've had the chance to read the piece yet,

00:01:15.320 it was probably one of the biggest pieces of all time.

00:01:17.440 It had like 6 million views on just one tweet regarding it.

00:01:20.880 Absolutely massive piece.

00:01:21.860 It was this gentleman, Jacob Savage, who he was scalping tickets in Los Angeles.

00:01:27.120 And he had done this entire write-up doing a deep dive on some of the data regarding these DEI practices in Hollywood

00:01:34.680 and how they've had this sort of oppressive effect on white men specifically.

00:01:40.760 I won't read through the entire article.

00:01:42.460 I do recommend it.

00:01:43.180 It's a good piece.

00:01:44.100 He wrote here, this is a specific instance of some data that he presented.

00:01:49.280 In 2011, the year I moved to Los Angeles, white men were 48% of lower-level TV writers.

00:01:53.880 By 2024, they accounted for just 11.9%.

00:01:56.700 Massive drop.

00:01:58.120 Keep in mind, white men still make up about 35% of the country, 30, 35% of the country.

00:02:03.640 The Atlantic's editorial staff went from 53% male and 89% white in 2013 to 36% male and 66% white.

00:02:15.340 White men fell from 39% of tenure track positions in the humanities at Harvard in 2014 to 18% in 2023.

00:02:23.640 In retrospect, 2014 was the hinge.

00:02:26.700 The year DEI became institutionalized across American life.

00:02:30.980 So this is a great piece.

00:02:31.980 I mean, it went everywhere.

00:02:32.820 I mean, J.D. Vance was talking about it.

00:02:35.320 This was J.D. Vance's take on it.

00:02:37.620 A lot of people think DEI is a lame diversity seminars or racial slogans at NFL games.

00:02:42.440 In reality, it was a deliberate program of discrimination, primarily against white men.

00:02:46.560 This is an incredible piece that describes the evil of DEI and its consequences.

00:02:51.100 Ann Coulter pointed out this data point, obviously, that I just read.

00:02:55.320 That 14.6% of tenure track assistant professors hired at Yale had been white American men.

00:02:59.720 And the humanities, the number was just 6 out of 76.

00:03:06.040 Sorry, the other way around, but it was 6-7.

00:03:07.560 That would have caused a big issue. 0.64

00:03:09.020 7.9%.

00:03:10.260 Horrific, horrific stuff. 0.99

00:03:12.620 I mean, there's no other calculation to make than just like full-blown hatred for white men.

00:03:16.520 This poster here, Lindy Capital, he posted some graphs showing the dramatic drops among white men in a lot of these institutions. 0.65

00:03:27.080 And he outlines, obviously, I'm running a little bit out of time here, but he outlines, obviously, a lot of the incentive structures that these companies have had to basically root out white men and favor women and non-whites.

00:03:38.480 And if they reached their goal, they received an interest rate discount on their debt by banks.

00:03:43.420 So the incentive structures were there.

00:03:45.820 This wasn't just like a conscious, like philosophical movement.

00:03:48.500 There was legitimate financial interests at play in conducting this rooting out.

00:03:53.600 Matt Walsh here, he wrote,

00:03:54.800 This is a very, very salient point.

00:04:21.520 We're being punished for success, suffering for success, if you will.

00:04:26.100 So with that, I will bring in Amber, and we're going to see what she has to say.

00:04:31.800 All righty.

00:04:32.660 Well, how are you doing today?

00:04:33.640 Can you give the people a quick intro, who you are and what you do?

00:04:36.860 Absolutely.

00:04:37.500 My name is Amber Duke.

00:04:38.520 I'm the senior editor for The Daily Caller.

00:04:40.920 I'm also the Friday co-host of Rising at the Hill and co-host of Free Media at Reason.

00:04:46.600 I love that.

00:04:47.300 Well, thank you so much for hopping on.

00:04:48.720 And I wanted to bring you on to discuss, obviously, this piece that everyone is talking about.

00:04:53.700 I mean, from J.D. Vance to Milo to Ann Coulter, everyone is jumping on this piece,

00:04:59.020 and they're really scandalized by the findings.

00:05:01.000 Obviously, the author, Jacob Savage, sort of combed through all of this data

00:05:05.520 regarding the DEI practices specifically in Hollywood,

00:05:09.360 the implications that's had on the market at large,

00:05:11.700 but also like personal anecdotes from him and his friends on how this is impacting them.

00:05:15.860 I wanted to get your reaction to that piece, what your takeaway was,

00:05:19.880 and broadly what you think this means for the movement, or really America as a whole,

00:05:24.300 seeing these numbers laid out like that.

00:05:26.560 Exactly.

00:05:27.120 I think the numbers is really what was so shocking.

00:05:29.440 Everyone saw DEI happening in real time.

00:05:32.180 They saw this really concerted push from left-wing activists to not just have equal representation,

00:05:38.320 but actually over-representation by minority groups in various industries,

00:05:43.420 the media, Hollywood, academia.

00:05:46.280 He focuses on those three mostly in the piece.

00:05:49.080 But I don't think anyone realized just how bad it really was,

00:05:53.420 and particularly for young men.

00:05:55.420 People keep asking, why are young men turning right-wing?

00:05:58.860 Why are they seemingly open to radicalization and extremism?

00:06:02.460 Well, maybe it's because you don't let them have jobs.

00:06:05.420 And just to walk through some of these numbers, because they really are so stunning,

00:06:09.420 in the media, he talks about the Atlantic, which is the sort of left-wing, long-form, profile-type outlet.

00:06:17.760 Since 2020, nearly two-thirds of the hires have been women, along with nearly 50% of people of color.

00:06:23.620 And now, just as a reminder, white men make up about 30% to 35% of the population,

00:06:29.300 white people overall about 65% to 70%.

00:06:32.460 In 2024, the Atlantic announced that three-quarters of editorial hires in the past year

00:06:36.920 had been women and 69% people of color.

00:06:41.180 So if you're a boomer white guy, right, this is the point the piece makes.

00:06:45.960 You're kind of locked in.

00:06:47.140 You're grandfathered in pre-DEI.

00:06:49.660 You're probably not going to get outright fired.

00:06:51.780 Maybe your advancement will be stunted a little bit in whatever industry you're in.

00:06:56.320 But if you're a young Gen X to a Zoomer, you are completely being overlooked for these positions. 1.00

00:07:05.440 And it's clearly not the case, which was, this is the common left-wing argument about DEI-Tate,

00:07:11.660 is that the problem was not that they didn't want meritocracy.

00:07:16.420 It's that people who were meritorious but were people of color were being overlooked

00:07:21.380 simply because of their race or gender.

00:07:23.660 The fact that they are now overhiring to such a massive extent clearly demonstrates that that's not true.

00:07:31.900 I mean, are we really supposed to believe that this 69% of people of color,

00:07:36.740 despite being such a minuscule part of the population,

00:07:39.580 are better qualified for those roles than the 35% of white men or the 65% of white people in America?

00:07:48.480 Nobody believes that.

00:07:49.680 Yeah.

00:07:49.980 Yeah, absolutely.

00:07:50.920 I mean, there's so much to get into in this piece because I think there's also some valid criticism

00:07:56.540 coming from people on the right of some aspects of the piece.

00:07:59.840 But I think overall, again, it has this effect where, sort of like the Atlantic has done for years

00:08:06.000 with their long-form concept, I think Compact is sort of supplanting them in many ways

00:08:09.480 because they're putting this on people's kitchen tables.

00:08:11.700 They're laying out the data and people are saying,

00:08:13.620 wow, you know, I've heard people complaining about this, but I didn't realize how bad things were.

00:08:17.580 And I think that point that you made is very, very salient, which is, for kind of layman's terms,

00:08:23.800 you're seeing ladder pulling from a lot of these older guys where, like you said,

00:08:26.840 a lot of these boomers were sort of grandfathered into this.

00:08:29.340 They knew that they had job security, but they were pulling the ladder up from people

00:08:33.180 that came from the same background as they were because for a variety of reasons,

00:08:37.180 the incentive structures all bended towards hiring minorities, hiring women, 0.99

00:08:42.740 various other groups that were not like straight white men.

00:08:46.260 And so that's, I think, the really sinister part of all of this is that you're seeing these,

00:08:51.260 again, these straight white guys, these conventional hires that were in the boomer generation

00:08:56.920 really pulling the ladder up behind them.

00:09:00.340 That's exactly right.

00:09:01.840 And this is something that was really endemic to the DEI takeover.

00:09:08.040 For example, in academia, you would see that these white male university presidents

00:09:14.960 were so terrified of having protests on campus, of having students camp out in the president's office,

00:09:22.260 that they would just acquiesce to whatever demands that they had.

00:09:25.700 I mean, I remember at Georgetown, when it was discovered that the university had sold slaves

00:09:31.120 at one point in its history in order to save the university from bankruptcy, one of the responses

00:09:39.180 from student activist groups, one of the demands that they made was that the university needed

00:09:44.940 to make sure that new professors who were hired were like 50 percent people of color or something

00:09:51.200 in that vein.

00:09:52.200 And I went and looked at the actual racial breakdown, the racial demographics of professors at Georgetown

00:09:59.060 at that time.

00:10:00.200 And it turned out that people of color were actually already overrepresented as a portion of the population

00:10:06.120 in the Georgetown professor roles.

00:10:08.400 So they were actually asking to make an overrepresentation problem worse

00:10:13.360 in response to this, you know, hundreds of years old controversy.

00:10:19.780 And the people at the top, you know, regardless of whether it was white men or otherwise, were

00:10:24.880 so terrified of these people.

00:10:26.440 They didn't want bad PR.

00:10:27.680 They didn't want social media campaigns.

00:10:29.860 They didn't want to have to deal with the annoyance of having student protesters running

00:10:33.700 around campus all day.

00:10:34.820 So they just completely abdicated leadership and responsibility for their institutions.

00:10:38.700 Yeah, yeah, I mean, because that's that seemed to be the main sort of I don't know if gripe

00:10:43.120 because I think everyone is acknowledging this is a good piece and this was good for

00:10:46.440 the country at large.

00:10:47.460 But one thing people pointed out is that pretty much all of the blame was laid at the feet

00:10:52.360 of sort of boomer white men.

00:10:54.600 And it wasn't addressed enough was the action and the activism of young women and ethnic minorities,

00:11:01.320 because in a lot of ways, I don't think it's necessarily fair to say I'm sure some of them

00:11:05.480 were, but I don't think it's fair to say that all these boomers were just complete

00:11:08.200 ideologues that wanted to ensure that young white guys were completely locked out of the

00:11:12.100 system.

00:11:12.600 I think a lot of them were, like you alluded to, were reacting out of fear.

00:11:16.080 They were reacting out of like terror.

00:11:18.280 And there was a lot of cowardice to not do the right thing because they were feeling threatened.

00:11:21.680 They felt like their position of standing might be threatened if they didn't acquiesce

00:11:25.320 to this activist insurgency that was occurring at the bottom levels.

00:11:29.060 And so in a lot of ways, again, a lot of the blame is laid at their feet because ultimately

00:11:34.160 they were the ones that refused to stand up for what was right.

00:11:36.980 They displayed immense cowardice, but a lot of them were just reacting to this activist

00:11:42.600 base that I think a lot of people are a little too afraid to critique in addition to the larger

00:11:48.040 issue.

00:11:49.540 Yeah, I think that's exactly right.

00:11:50.840 This was not an ideological move by the people at the top.

00:11:53.760 This was a move of cowardice.

00:11:55.100 And it definitely speaks to, I think, the just immense abdication of responsibility, as I said,

00:12:03.880 that they were willing to completely change institutional cultures for the sake of basically

00:12:10.000 new hires.

00:12:11.100 And we see this in media outlets, too.

00:12:13.120 I wrote about this in my book.

00:12:14.280 It's called The Snowflakes Revolt.

00:12:15.560 I talk about a lot of these issues in the media in terms of the shift towards really basically

00:12:25.960 trying to over-empathize with the feelings of young staffers who are making ridiculous

00:12:32.080 demands of their leaders.

00:12:34.600 And we would see in these media outlets that a lot of the people who were complaining about

00:12:41.660 editorial decisions that were supposedly racist or not sympathetic enough to LGBT rights, that

00:12:48.820 these people were not even in the editorial process.

00:12:52.820 It was people like cartoonists or people who worked in marketing.

00:12:56.740 These were not people who were even on editorial staff.

00:13:01.000 And a lot of them were part-time.

00:13:03.320 But they would get together.

00:13:04.780 They would create these unions.

00:13:06.660 And so that's another element here that I think needs to be explored in the media and

00:13:10.660 Hollywood space, is that a lot of this pressure comes from union leadership as well.

00:13:16.000 Once these young people are able to coalesce into a union, that obviously gives them greater

00:13:21.180 bargaining rights.

00:13:22.100 And no boss who's trying to run a profitable company is going to want to get in a long strike

00:13:28.760 or union fight, right?

00:13:30.600 That's just bad for business.

00:13:32.380 And so when you actually have an institutionalized way of these people protesting, as opposed to

00:13:37.460 just these sort of loosely collected people sitting in the president's office, that actually

00:13:42.880 becomes a danger to your bottom line.

00:13:45.120 Yeah.

00:13:45.380 I mean, that's what we saw with the writer's strike.

00:13:47.340 It was like a year or two ago with SAG-AFTA, where obviously they went on strike, basically held

00:13:51.920 all of Hollywood hostage for, it was a few months, if I recall.

00:13:55.760 And that entire sort of movement, that whatever you want to call it, had a distinct leftist

00:14:01.380 flavor to it.

00:14:02.240 Because pretty much all of the demands that they were making, again, were pretty much

00:14:05.920 indistinguishable from sort of these left-wing activists that you would see across the country.

00:14:10.400 And the sort of makeup of this union, again, skewed very young, skewed towards groups that

00:14:18.660 you would see among activists.

00:14:20.540 And all the sort of support they would receive were mainly from older boomers that, again,

00:14:24.800 didn't really have to worry about losing their jobs, because all that was expected of them

00:14:28.440 was to sing along, hand the keys over, and then retire in five years.

00:14:32.020 And I think we need to take from this piece, too, a really fundamental question, which really

00:14:39.680 cuts at the heart of the advocation for DEI, which is the idea that representation matters,

00:14:48.020 because if you don't have certain voices in the room, or people from certain backgrounds

00:14:52.320 in the room, that there's going to be an inherent bias that is skewed against those voices, that

00:14:59.180 they have unique insight that is going to actually provide more value to the institution,

00:15:05.000 just by nature of them being Black or being a woman, et cetera. 1.00

00:15:09.600 Well, let's run through these institutions that the author is writing about, the media.

00:15:15.820 They have been hiring, as we demonstrated, 50% to 60% of their new hires are people of color

00:15:21.920 or general minorities.

00:15:24.680 Same thing in Hollywood.

00:15:26.500 He talks about TV writing.

00:15:27.960 He talks about academia.

00:15:29.900 Would anyone argue, at this point, that all three of those institutions, any of the three,

00:15:36.920 are better off now than they were prior to this big George Floyd push to over-representatively

00:15:47.960 hire POCs? 0.88

00:15:49.760 Right.

00:15:50.120 Or do people distrust these institutions more than ever?

00:15:53.640 Is the content bad, right?

00:15:55.780 Like, we haven't seen any value add from this diversity shift because, as we all know, the

00:16:03.000 real diversity that matters is ideological diversity, intellectual diversity, where you're

00:16:07.640 actually having debates about what TV shows are people actually going to watch?

00:16:12.520 Are we appealing to the wrong audience?

00:16:16.220 Is this writing snappy?

00:16:17.280 Or are we just trying to prove some kind of woke point?

00:16:21.860 So pretty much everything has gotten demonstrably worse.

00:16:25.420 Trust in institutions has gone down at the precise time that this DEI push was really ramping up.

00:16:31.220 Yeah.

00:16:31.440 I mean, the author points out, like, 2014 is where you start to see the groundwork laid.

00:16:35.780 But, yeah, things really started ramping up during the George Floyd BLM era.

00:16:39.720 But, yeah, something that's interesting, we had a guest on Tim Guest IRL last night who

00:16:44.200 was of the left.

00:16:44.980 There was no question about that.

00:16:46.440 And we kind of got into it in the after show because we got into this sort of debate over

00:16:51.340 immigration and these sorts of things.

00:16:53.560 And he was making this point that really what he values above all in regards to our immigration

00:16:57.580 system is it further diversifies the country.

00:17:00.860 He said he was a proponent of diversity.

00:17:02.940 And when I posited the question, what specifically about diversity has intrinsic value, he kind

00:17:10.480 of just kept dancing on the question because he was really just advocating for diversity

00:17:14.360 for diversity's sake.

00:17:16.020 And then eventually the mask slips and he just admits that I really just don't like when

00:17:20.060 places are very white.

00:17:22.040 He clearly, and this was a white guy, but he clearly had some bone to pick with white

00:17:27.320 people.

00:17:27.680 He had some sort of, you know, axe to grind.

00:17:30.700 And it was really hits at the heart of, I think, what's going on with a lot of these

00:17:34.380 things is that, again, most of the sort of boilerplate lines they're able to give about

00:17:39.400 diversity, like you're saying, like, well, you know, it increases like different ideas

00:17:42.680 in the, in whatever room the decisions are being made.

00:17:45.280 It's like, again, everyone is this point with how, how much democratization we've seen

00:17:51.600 of information.

00:17:52.180 Trust me, everyone has different ideas about a variety of topics.

00:17:55.080 Like we're not at a shortage of ideologues.

00:17:57.640 There's no question about that.

00:17:58.800 It's bizarre to me to advocate for a policy because, again, you just have a prejudice against

00:18:04.300 white people.

00:18:04.960 Fundamentally, you are discomfort, you're uncomfortable with being around like a very 1.00

00:18:10.280 white place.

00:18:11.100 And I think that's kind of at the core of what's going on here.

00:18:13.980 Oh, I totally agree. 0.96

00:18:15.200 This stems from just hatred, bitter, bitterness and resentment towards white men. 0.92

00:18:19.600 I mean, that's really what it's all about.

00:18:20.900 All of these academic intellectual arguments are just after the fact justifications for

00:18:28.920 racism.

00:18:29.880 That's the reality here.

00:18:31.660 And I think that definitely needs to be said stronger.

00:18:34.580 And that was one of the criticisms of the piece, too, was that they say, well, we don't

00:18:39.800 really blame the people who took the jobs from us because, you know, if you were offered

00:18:43.560 an opportunity, you would take it.

00:18:45.620 But I think that kind of ignores that a large amount of the advocacy for these policies came

00:18:54.120 from these groups that benefited, right?

00:18:55.860 This was self-interest at the expense of another racial group. 0.58

00:19:00.480 And so that needs to be acknowledged and called out for what it is.

00:19:03.960 Yeah, absolutely.

00:19:05.080 I mean, that kind of illustrates the, I think, the biggest kind of gripe people had with it.

00:19:10.080 Again, I want to reiterate, like, it's a good piece.

00:19:12.240 It's directionally correct.

00:19:13.480 I like that term.

00:19:14.460 I've learned that term recently.

00:19:15.840 We're still trying to flush out what that even means, but it's directionally correct

00:19:19.240 as far as, like, it has a benefit to the political zeitgeist in many ways.

00:19:24.080 But, and this is, I think, an accurate assessment of the piece is in many ways, it's a permission

00:19:28.800 piece because what it does is it allows people specifically to the left of, like, Ted Cruz

00:19:35.200 that have been lambasting and trying to push down people that are conservatives for years who

00:19:40.620 have been pointing this out saying, hey, like, white men are getting discriminated against

00:19:44.300 in a variety of ways.

00:19:45.500 And previously where they would try to get you fired or, again, try to freeze you out

00:19:50.040 of whatever career path you would have available to you for making this case.

00:19:54.160 All of a sudden this piece drops and then now all of them are like, yeah, this is an issue.

00:19:57.260 This is a big issue.

00:19:58.020 Like, duh.

00:19:58.760 We've all been saying, like, yes, we've been saying this for years.

00:20:02.440 Like, welcome to the team.

00:20:03.720 So I think there's some value in saying welcome to the team, but at the same time, that is

00:20:09.000 a big critique of it is that, A, again, it's this sort of permission piece, and then B,

00:20:13.940 that it begs the question of, like, okay, what now?

00:20:17.020 I mean, Jeremy Carl, he wrote a fantastic response because obviously Jeremy Carl's been writing

00:20:21.460 about this for, like, decades.

00:20:23.940 And he pointed out, like, look, I mean, again, I'm glad you laid out the data.

00:20:28.200 We've been saying this.

00:20:29.340 But it begs the question, what now?

00:20:31.660 What action can we make?

00:20:32.600 Because the piece ends just basically demoralizing.

00:20:35.440 Like, I don't know what I'm going to tell my kids when they try to follow their dreams.

00:20:38.800 And it's like, okay, it's useful to point out the issue.

00:20:42.980 Conservatives are very good at pointing out issues.

00:20:45.120 But what about the solution?

00:20:46.460 How do we get out of this?

00:20:47.640 Like, how can we ensure that your kids don't have to run up against that wall?

00:20:52.600 Yeah, it's a great point.

00:20:53.900 And I think describing it as a permission piece is pretty perfect.

00:20:57.420 It kind of reminds me of when there was that exodus from the New York Times with Barry

00:21:02.520 Weiss et al.

00:21:03.820 And they started writing about how crazy things had gotten on trans issues and how the newspapers

00:21:09.780 were totally captured by ideologues.

00:21:12.620 And we were all like, hey, welcome to the party.

00:21:15.280 We've been waiting five years for you to get here.

00:21:18.240 Yeah.

00:21:18.660 And it's like the exact same thing happening here, right?

00:21:22.400 It's for the people who don't really watch Matt Walsh's show or they think that Charlie

00:21:27.780 Kirk's comments on the DEI pilots were distasteful because they just hear the one sentence said

00:21:33.240 by the people, you know, trashing him after his death.

00:21:36.260 It's for those people to read an ostensibly, you know, mainstream argument and publication

00:21:42.500 from a guy who doesn't have like a long history of being a conservative activist and say,

00:21:46.580 oh, yeah, actually, I kind of agree with that.

00:21:48.080 Yeah, yeah, it is frustrating when people who were like dyed in the wool leftists until

00:21:52.420 like two years ago come along and then just start like lecturing conservatives on like

00:21:56.660 how we ought to conduct ourselves.

00:21:58.160 I'm not saying he specifically is doing that, but a lot of people that are like, no, this

00:22:01.960 is great.

00:22:02.300 It's like, OK, like, welcome.

00:22:04.240 But like, you know, wait your turn.

00:22:05.720 Like we're busy doing things over here.

00:22:08.060 But yeah, I think Matt Walsh specifically made an excellent point regarding the sort of the

00:22:14.160 implication of DEI in which he said, if you look through, for example, the history of Western

00:22:19.080 civilization and you were to compile a list of like the thousand most impactful people in the

00:22:23.460 country and paraphrasing his tweet, if you were to compile a list of the thousand most impactful

00:22:27.420 people throughout civilization, he ballparked like 975 of them would be white men.

00:22:32.900 Again, this isn't necessarily chess beating.

00:22:34.820 He's just making the point like this is how you thank them.

00:22:37.720 I mean, you kind of ride with the hot hand in many ways.

00:22:40.320 Why punish them?

00:22:42.000 Because, again, if we believe in a meritocracy, you're just going to hire the best people that

00:22:47.080 are, you know, resume wise.

00:22:48.820 And if that skews white to white men, it skews to white men.

00:22:51.700 I don't see why that's like such a pernicious thing.

00:22:54.180 I don't really see white men organizing on the basis of identity.

00:22:59.260 That's still like very frowned upon all across the political spectrum.

00:23:03.600 But you see with other groups that they are sort of advocating as a group.

00:23:07.800 They are advocating for, look, we're not we don't care about merit.

00:23:11.020 We want to share at the table.

00:23:12.240 And that to me is specifically pernicious thing.

00:23:14.460 And that line that he used, this is how you thank them, seems very on point.

00:23:19.840 Absolutely.

00:23:20.380 And there's two points I want to make here.

00:23:22.660 And the second, I'll get into what's next because you raised that.

00:23:26.400 The first one is that when looking at the media, one thing I find really interesting about

00:23:31.080 your point about how groups organize and how white men and I think white people kind of

00:23:36.000 generally have excluded themselves from that paradigm.

00:23:39.400 One of the really fascinating dichotomies to watch in the media over the past 10 years

00:23:45.080 is that as they've made this concerted effort to start hiring more people of color, what

00:23:50.800 is still really underrepresented in the media are just normal Americans.

00:23:54.840 And what I mean by that is when the media decided in the early 1900s that you had to go to journalism

00:24:03.160 school to prove that you could meet some amorphous standard of objectivity in order to become a

00:24:09.280 journalist, whereas it used to be a working class trade.

00:24:12.060 What happened was that most of the people who work for these major publications are sort of all cut from

00:24:17.720 the same class.

00:24:18.620 They all have journalism degrees.

00:24:20.400 They all went to elite universities.

00:24:22.760 They mostly grew up in cities.

00:24:25.480 They tend to have parents who are white-collar.

00:24:27.780 There aren't a lot of journalists who have parents who are blue-collar.

00:24:30.300 I'm one of the few.

00:24:32.380 And if you look at the pages of the New York Times or the Wall Street Journal, one thing

00:24:37.080 that's really stunning is that they have the same educational attainment as U.S.

00:24:41.420 senators and Supreme Court justices.

00:24:43.760 I mean, it's wild.

00:24:44.980 Like, they really are like the elite of the elite.

00:24:47.360 And as far as I can tell, the effort to hire minorities hasn't changed that.

00:24:51.560 You're still getting people from relatively the same background.

00:24:54.380 So it's not really actually experience or background diversity at all in the way that

00:24:59.900 it was sold to us.

00:25:00.940 Now, on the what's next, there was a really amazing video that came out yesterday, actually,

00:25:07.540 from the EEOC chair, the Equal Employment Opportunity Commission, telling white men, if you

00:25:13.400 have been discriminated against in your jobs, we are going to go to bat for you.

00:25:17.220 Please reach out.

00:25:18.280 We want to make sure that the people who were racist against you are held accountable, that

00:25:23.540 your workplaces are places of equal opportunity.

00:25:26.380 So there is movement from the federal government.

00:25:28.860 Also, last week, the Department of Justice sort of quietly rolled back their disparate impact

00:25:36.840 liability, which means that if a workplace is discriminating, not intentionally so, not because

00:25:45.440 they don't like black people, but because the outcome is different.

00:25:48.460 So if you have a policy that leads to you hiring more white men and fewer black men, for example,

00:25:56.660 even if the policy itself does not have some different standard applying to white men versus

00:26:02.760 black men, if the outcome is different, that's disparate impact, and you can be held liable

00:26:07.860 under civil rights law.

00:26:09.780 The DOJ said we're basically not going to prosecute any of those cases anymore.

00:26:14.320 We're not going to investigate any of those cases.

00:26:16.540 One of the big ones that just drove me absolutely insane was during the Biden administration,

00:26:21.440 the same day that President Joe Biden went to Sheetz to do a campaign stop and basically

00:26:26.460 show how much of a working class guy that he is.

00:26:29.200 He Scranton Joe, he went to get his schmuffin or whatever it was at Sheetz.

00:26:33.620 This is a great family-owned American institution.

00:26:36.040 It's based in the Mid-Atlantic for people who aren't familiar.

00:26:38.960 The same day, his EEOC announced a lawsuit against Sheetz under the disparate impact clause.

00:26:45.580 What did Sheetz do?

00:26:47.020 They said that they weren't going to hire certain criminals.

00:26:50.280 That's literally it.

00:26:51.180 They have a policy that they review every job applicant's criminal record, and there are

00:26:58.140 certain things, we don't know exactly what they are because their hiring standards are

00:27:02.040 not fully public, but there are certain things where whatever's on your criminal background

00:27:06.220 check could cause you to not get hired.

00:27:08.560 Now, I assume it's probably things like violent crimes, felonies, right?

00:27:12.020 If you meet some certain threshold of a criminal history, then you don't get hired at Sheetz.

00:27:16.700 Great.

00:27:17.040 I don't want the person working the cash register at Sheetz to be a hardened criminal, right? 0.99

00:27:21.320 Seems pretty common sense, but because Black people have higher crime rates and tend to 1.00

00:27:29.000 have lengthier criminal backgrounds or are more likely to commit violent crime, that had 0.97

00:27:34.180 a disparate impact on Sheetz's ability to hire Black people, and so the Biden administration

00:27:39.460 sued them.

00:27:40.420 The Trump administration dropped the lawsuit and is now getting rid of all similar investigations

00:27:46.060 related to disparate impact, which is huge.

00:27:47.900 Yeah, and that's kind of the tricky thing about undoing a lot of this because from the

00:27:55.260 EOC's perspective and other related government organizations, if they were to subpoena these

00:28:00.580 leaders that have built out this discrimination apparatus, it's really difficult to pin them

00:28:06.080 down because in the piece and also broader commentary, they've outlined how discreet a lot

00:28:12.300 of these things are because you look at the movies when you would see discrimination against

00:28:15.920 like Black people and they'd be like walking into a help wanted sign and they'd be like, 0.95

00:28:19.560 no, get out of here or whatever. 0.93

00:28:20.840 Like it was very on the nose.

00:28:21.740 Right.

00:28:22.400 But like when white guys are applying to these places, there's like an entire incentive structure

00:28:27.300 all across the United States that is pointing away from them.

00:28:33.220 And so these companies, they just have these really discreet things like, we want to hire

00:28:36.720 someone that comes from like a unique perspective, like a diverse background.

00:28:41.460 And then they can like, you know, ask a few pointed questions in the interviews to have

00:28:45.480 like a justification to say, ah, he just wouldn't be like a great fit for our company culture.

00:28:50.220 They have all these like really just like gay terms that they use to justify this discrimination.

00:28:56.540 And that's, what's going to make it so difficult if the government, for example, is to take action

00:29:00.780 on these, these sorts of things, because outside of the data, they have a lot of plausible deniability

00:29:06.520 with a lot of these things.

00:29:07.660 And that's what makes it so difficult to, again, put together a case here because it's

00:29:13.040 going, it's going to have to be case by case in a lot of situations, but yeah, so much

00:29:16.880 of it is just calculated prudent.

00:29:19.820 And that's what makes it also so sinister.

00:29:22.360 That's how you can tell it legitimately is a full throated effort to ensure that you can

00:29:27.480 crowd these people out and freeze them out forever.

00:29:29.720 That's right.

00:29:30.300 I think you have to start with the really obvious cases because especially from 2020

00:29:34.900 to 2023, there, there, people were admitting it out loud, right?

00:29:39.700 I mean, they were not, they were, a lot of them weren't discreet.

00:29:42.140 So you start with those, the ones that were more discreet and subtle, I think you have to

00:29:46.280 have whistleblowers who are brave enough to come forward, which is why the cowardice demonstrated

00:29:50.740 in the piece by certain people is so infuriating because it perpetuated the system.

00:29:55.580 Um, and I mean, I also think, um, getting to the point about, um, uh, just like moving

00:30:05.880 forward and what the EEOC is doing, having this come from the federal government and, and

00:30:11.740 really open up that, um, permission structure as we're talking about, um, from the government

00:30:18.820 is really important just to show people that they have someone who's on their side, um, and

00:30:23.280 that there is an actual force with teeth that can back them up.

00:30:28.320 Yeah.

00:30:28.800 Well, I guess we can start with Joe Biden.

00:30:30.780 Cause he literally said, I'm only going to hire a POC woman to be my vice president. 0.77

00:30:35.640 So, I mean, it's like at the highest level, but, uh, yeah, Amber, we, we're, we're starting

00:30:40.000 to run out of time here.

00:30:40.860 I wanted to ask for maybe your closing thoughts, um, on, on all of this that we've discussed

00:30:45.420 and also where people can find you to get more of your work.

00:30:48.360 Absolutely.

00:30:48.800 I want to tell one more quick story on this point of the subtlety when I was working at

00:30:53.260 WMAL, which is a conservative radio station in DC, they were owned by a corporate, uh,

00:30:58.320 conglomerate called Cumulus media, which owns a lot of the conservative media stations around

00:31:02.820 the country.

00:31:03.440 And on their, uh, workplace database, I was shocked one day when I logged on and I found

00:31:08.940 out that they were offering bonuses to people who recommended diverse candidates to be hired.

00:31:16.820 If the candidate ultimately got hired, you would get like a $2,000 bonus in your check.

00:31:20.840 So it's exactly what you said, Tate.

00:31:22.700 It's, it's the diverse backgrounds, right?

00:31:25.220 And we're going to, we're going to actually give you money if you recommend some black woman 1.00

00:31:29.660 and she ends up getting hired at the radio station.

00:31:31.700 So it really is unbelievably pervasive.

00:31:34.860 Um, I think this piece is, is a good start, I guess, and, and at least illuminating the problem

00:31:40.800 and just how bad it got.

00:31:42.000 Um, but we're going to need serious action to correct this.

00:31:45.040 And so I'm Amber Duke, everybody, you can find my work at dailycaller.com.

00:31:49.400 I'm also on Substack under state of the day.

00:31:51.960 And every Friday I'm on rising every Tuesday and Wednesday on reason, uh, on YouTube.

00:31:57.080 So thanks to everybody.

00:31:58.360 Awesome.

00:31:58.860 Thank you so much, Amber.

00:31:59.680 I'll see you around and Merry Christmas.

00:32:01.520 Merry Christmas.

00:32:02.320 We can say that now.

00:32:03.560 It's so true. 0.84

00:32:04.300 All right.

00:32:04.640 See you later.

00:32:05.660 Bye.

00:32:06.560 All right.

00:32:07.140 Well, that was the great Amber Duke, man.

00:32:08.740 Yeah.

00:32:09.000 It's, it's so pernicious.

00:32:10.920 The, the oppression against swag, swagged up white boys with a little bit of motion. 0.58

00:32:15.840 They hate to see that the left really hates to see the left really hates to see a swagged 1.00

00:32:20.820 out boy with motion open in the corner, because we will knock that down every single time.

00:32:24.840 I'm talking Kyle Corver.

00:32:26.360 That is sort of the level that I'm talking about.

00:32:29.400 They hate to see it.

00:32:30.400 And they've built an entire apparatus around destroying that.

00:32:33.860 They hate to see that dub with that.

00:32:37.800 Guys, this is the last live show of the year.

00:32:41.540 It's very sad.

00:32:42.620 I have to say goodbye to you guys.

00:32:44.020 And, uh, I don't know what this sort of show is going to look like in the new year.

00:32:47.460 I hope I'm here again to chat with you guys, but there's a lot of things moving behind the

00:32:51.780 scenes.

00:32:52.000 So we'll have to see how this show evolves and whatnot.

00:32:54.880 We are going to raid you guys. 0.93

00:32:56.680 We're going to send you guys over to the great DeVorey darkens and, uh, you'll go hang

00:33:00.740 out with him for the next hour.

00:33:01.820 It's going to be fantastic.

00:33:03.120 And, uh, yeah, I just want to say thank you guys very much for, um,

00:33:06.920 hanging out as the show develops.

00:33:08.720 Obviously I had to develop, we had to, uh, a lot of different, uh, wrenches thrown in

00:33:13.160 and we sort of made it work.

00:33:14.500 And this, I think this week it went well.

00:33:15.960 I'm very happy with sort of how this presentation went, but I hope I will see you guys in the

00:33:19.540 new year.

00:33:19.780 You'll definitely see me on Tim cast IRL and some of our other shows.

00:33:23.120 But with that, you can follow me on X and Instagram at real tape Brown.

00:33:26.800 Come give me a follow there.

00:33:27.920 Just in case I don't see you after the new year, just in case, um, we will be back tonight

00:33:31.720 at 8 PM for Tim cast IRL.

00:33:33.840 I want to wish everyone a merry, merry Christmas and a happy new year.

00:33:37.820 See you guys later.

00:33:38.580 I want to wish everyone a merry, merry Christmas and a merry Christmas and a happy new year.

The Culture War - Tim Pool - December 18, 2025

Discrimination Against White Men EXPOSED, DEI Narrative COLLAPSES ft. Amber Duke

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