Has CRT Worn Out Its Corporate Welcome?
American companies are finally beginning to realize that a polarized workforce is bad for business.
If you’re currently employed by one of those virtue-signaling entities whose leadership thought it’d be a good idea to teach their employees to hate one another, help may — may — be on the way. Critical Race Theory, whose proponents prevailed on corporate America in the wake of the 2020 George Floyd riots, and whose ill effects have been felt ever since, may well have worn out its welcome.
And not a moment too soon. As most bad ideas do, CRT escaped from the academy, much like a virus might escape from a lab. From there, it was picked up and embraced by woke CEOs and their order-taking HR departments. And from there, it began to wreck the American workplace. When one considers the root meaning of CRT, this outcome seems inevitable. As researcher Christopher Rufo defines it:
Critical race theory is an academic discipline that holds that the United States is a nation founded on white supremacy and oppression, and that these forces are still at the root of our society. Critical race theorists believe that American institutions, such as the Constitution and legal system, preach freedom and equality, but are mere “camouflages” for naked racial domination. They believe that racism is a constant, universal condition: it simply becomes more subtle, sophisticated, and insidious over the course of history. In simple terms, critical race theory reformulates the old Marxist dichotomy of oppressor and oppressed, replacing the class categories of bourgeoisie and proletariat with the identity categories of White and Black. But the basic conclusion is the same: in order to liberate man, society must be fundamentally transformed through moral, economic, and political revolution.
Further, CRT starts with a rotten, racist premise — a premise that we’re to be judged not by the content of our character but by the color of our skin. Specifically, all white people are racist, and they’ve created and maintained systems that perpetuate white supremacy. Or, as White Fragility author and CRT huckster Robin DiAngelo puts it, “White identity is inherently racist; white people do not exist outside the system of white supremacy.” Only through reeducation and reprograming can people with white skin be stopped from oppressing people with black skin. Or so the theory goes.
With those working premises, what could go wrong in Cubicle Nation? Plenty. The counterrevolution largely began organically, in homes and at school board meetings across the country. Even in traditionally progressive places like New York City and Northern Virginia’s Loudoun County, parents seemed to take offense at the notion that their children were little racists.
Said one father, Andrew Guttmann, in a letter to fellow parents at Manhattan’s $54,000-per-year Brearley School: “I cannot tolerate a school that not only judges my daughter by the color of her skin, but encourages and instructs her to prejudge others by theirs. By viewing every element of education, every aspect of history, and every facet of society through the lens of skin color and race, we are desecrating the legacy of Dr. Martin Luther King Jr., and utterly violating the movement for which such civil rights leaders believed, fought, and died.”
From there, the backlash began to hit corporate America. “HR departments,” writes the New York Post’s Charles Gasparino, “particularly on Wall Street, are worried that overly politicized and polarizing diversity training is among the most counterproductive fads in recent years if you want your workforce to get along.”
And, as it turns out, it’s bad for business — especially businesses that rely on teamwork and collaboration, as nearly all of them ultimately do. Indeed, the deeply misguided belief by corporate HR departments that employees would work better together when they’re divided along racial lines should be studied at business schools for years to come. But it won’t be.
Still, the corrosive nature of CRT has been exposed, and this realization is finally filtering its way back to the Diversity Industry. As Gasparino writes, “Workplace-inclusion consultants with whom I spoke say the trend away from this divisive training is happening because it’s both exhausting and idiotic to tell people they are inherently evil and expect them to work together.”
Soon, hopefully, the end of Critical Race Theory will be coming to a workplace near you.
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