Quota Mongers are Working Overtime in 2003 (Sept. 8, 2003)
Editorial by Tim Fay, Chairman and
Founder, Adversity.Net, Inc.
Labor Day 2003 is over and most of us are getting back to work or school. And the
pro-quota crowd is getting back to work, too.
- The racial special interests and
doomsayers in California are busily making false statements about the effects of
California's Proposition 54 -- the Racial Privacy Initiative. The initiative would prevent
California from classifying its citizens according to race and ethnicity. The vote
is currently scheduled for Oct. 7 in the bizarro state of California.
- The Eastman Kodak company places
forced diversity and suppression of religious views ahead of economic competitiveness.
White guys and especially conservative Catholics need not apply.
- United Airlines places racial
quotas ahead of flight safety. The unfriendly skies are becoming the unsafe skies in
the name of forced diversity.
- The Philadelphia Fire Department
puts racial quotas ahead of ability to fight fires.
- The U.S. government puts race and
ethnicity ahead of tenure and experience. A recent federal study reports that the
feds gave 7 out of 10 new government jobs to preferred minorities, i.e., not to white
guys, and the feds continue to overhire preferred minorities by as much as several hundred
percent over their racial quota.
- The U.S. Supreme Court ruled last
June that the University of Michigan Law School CAN use racial quotas -- as long as they
continue to be indirect, subtle, and sneaky about it. By extension, all
colleges and universities can now use applicants' racial identity to grant special
admissions preferences to certain, preferred skin colors. (Except in states where
the state law prohibits such racial admissions criteria, such as California and Washington
- The Xerox Corporation remains one
of the largest, most active promoters of racial quotas in Corporate America. Like
Kodak, Xerox has a substantial presence in Rochester, NY and is adored by preferred
minorities for Xerox's staunch support of racial preferences and quotas. 35 years
ago, in 1968, Xerox executives issued an incredible order to all managers in which they
ordered them to hire underqualified blacks and then attempt to make them productive
members of the company by providing training and education opportunities not available to
"privileged" white employees.
Government Quote: Two months ago, in July, the U.S. General Services Administration
distributed a newsletter to its employees which said:
|"Don't ever hire somebody just like yourself. ... from the beginning
of time, executives have been unconsciously cloning themselves, stocking the shelves with
vanilla young men from impressive schools."
I don't know about you, but "vanilla young men" sounds an awful lot like a
racial slur against white guys with good educations.
Corporate Quote: In the Unsafe Skies at United Airlines, their Diversity
Highlights newsletter states in bold letters:
not about treating people the same. It's about treating people fairly."
The next time you find yourself on a United flight, you can comfort yourself by knowing
that the members of your flight crew -- particularly your pilot, co-pilot and flight
engineer -- were hired, trained and qualified by fair criteria and not by
the same criteria.
Media Distortion of Racial
If you ever doubted that the media distort and spin the news about diversity,
these two recent news stories will convince you that the media DO suppress news about
- If you read about the Benton
Harbor, Michigan race riots this past June you probably did not read that
the black man who crashed and died while fleeing police at a high rate of speed was a
multiple-convicted felon. Nor did you read that the officer pursuing him was black
and was not white! Nonetheless, racially intolerant blacks in this
impoverished Michigan city burned down businesses and stoned passing white motorists for
this alleged example of "racial profiling". Jesse Jackson is threatening
to open a Rainbow-PUSH office in Benton Harbor. God help them.
- If you read about the employee
shooting at Lockheed Martin's Louisiana facility this past July you were not
allowed to read that the white shooter had been sitting in a required diversity training /
racial sensitivity session when he went off, or that he had been repeatedly passed over
for promotions because of Lockheed's racial quotas.
KodaQuotas: The Eastman Kodak Company, the
venerable photo and imaging giant, is a very unfriendly place for non-minorities and
In October 2002 the largest QuotaMatic employer in Rochester, NY fired a loyal worker with
23 years service because he asked to be taken off Quodak's gay and lesbian email
list. The forcibly diverse work environment at the world's largest photo
and imaging company is so repressive that they fire people who have religious or moral
objections to homosexuality. Adversity.Net has no position on the issue of
homosexuality, but the last time we checked citizens of the U.S. have a constitutional
right to express their religious and moral beliefs.
Quodak has also publicly announced a purge of non-minority board members and managers.
And if you are a business which wants a piece of Quodak's lucrative purchasing and
supplies business your company must be owned by the right skin color AND you must convince
Quodak, in writing, that your company hires the right number of employees based on their
Quodak disingenuously calls all of this their "Winning and Inclusive
Culture" campaign. It would be more accurately described as their "Losing
and Exclusive Culture" campaign.
United Airlines putting the right colors in the cockpit is more important than passenger
The colors in United's logo may be red, white and blue, but the colors in their hiring
policies are exclusively brown, browner, and black. Small wonder they have been struggling
- One United quota hire almost
rammed a 747 full of passengers into San Bruno after taking off from San Francisco. Why?
Because this undertrained quota hire used the ailerons when he should have used the
rudder. That's understandable, I suppose, given that this underqualified pilot also
thought the aircraft had blown a tire on take off when what had actually happened -- and
was clearly indicated by instruments in the cockpit -- was that an engine had failed.
- In another incident, a United
quota hire dumped hundreds of gallons of jet fuel into the air when the captain asked her
to balance the fuel tanks.
- On another flight, a female quota
hire member of the flight crew got so upset by thunderstorms that she fled the cockpit in
near hysterics, leaving a lone crew member to fly the plane.
- Several of United's non-English
speaking quota-pilots have been overheard by passengers (on those nifty little headsets in
the passenger cabin) trying in vain to communicate with the control tower. In all
reported cases, a crew member who was proficient in English (imagine that!) had to take
over and establish proper communication with the tower. (These incidents happened at
U.S. airports, by the way.)
- Many commuter and cargo airlines
have more stringent training requirements for their pilots than United. It seems
that United can't figure out how to make their unfriendly skies more forcibly diverse
without reducing the qualifications for pilots.
If you live in Philadelphia you will be comforted to know that the right number of black
and Hispanic firefighters will show up to try to save your burning house.
Unfortunately they might not know how to put out the fire.
You won't be comforted to know that the Philadelphia fire department hires
preferred minorities from the bottom of their recruit classes in order to achieve the
correct, court-ordered racial numbers in the fire department. They routinely pass
over whites with much higher test scores.
You also might not be so comforted to know that prison guards in Philadelphia have to
answer tougher math and reading-ability questions on their entrance exam than the Philly
firefighters. The Philly FD has had to dumb down their entrance exam several times in
order to try to get the right number of various colors employed. The tactic hasn't
increased the number of blacks and Hispanics in their ranks, so the Philly Fire Department
has resorted to skipping over non-minority applicants who perform better on the exams.
I don't know if blacks simply don't want to be firefighters in Philadelphia, but for over
30 years the Philly Fire Department just hasn't been able to meet their court-imposed
quota for blacks. By contrast, the rest of the Philadelphia city government has
consistently been able to hire and promote the "right" number of blacks for the
past 30 years. So what's up with the Philadelphia Fire Department?
Overhiring of Preferred Minorities: Earlier this year Adversity.Net published its third annual review
of federal overhiring of preferred racial groups. The results, as always, are truly
- In Fiscal Year 2001, the feds
created 12,310 new federal jobs, but only 22.9% of these new jobs were filled by
non-minorities. In other words, fewer than 3 out of every 10 new federal jobs were
filled by non-minorities.
- The U.S. Equal Employment
Opportunity Commission (EEOC) has employed 614.3% more blacks than their proportion in the
civilian workforce, and 168.1% more Hispanics.
- The U.S. Department of Education
employed 473.3% more blacks than their affirmative action target (quota).
- The U.S. Department of Housing and
Urban Development (HUD) employed 397.1% more blacks than their racial quota required. HUD
also employed 175% more Native Americans than their racial quota required.
Distortion - Benton Harbor: On June 16, 2003 a black man, Terrance Shurn, a multiple-convicted
felon, died while speeding to elude police at a high rate of speed on his motorcycle.
Black Benton Harbor residents responded by burning down businesses and stoning any white
motorists who happened to drive through.
The mainstream press portrayed this story as if the man who died, Terrance Shurn, had been
the victim of racial profiling. The national TV networks did not even mention the
race of the looters and rioters until two days after the incident.
The other things that the mainstream media have not told you are significant by their very
- The officer in pursuit at the time
Mr. Shurn met his demise was black, not white.
- Another officer who was white had
initiated the pursuit of Mr. Shurn but broke off the pursuit because he deemed it too
- The "victim", Terrance
Shurn, had an extensive arrest record, including felony charges for drug dealing. He
was no stranger to the police.
- The looters, vandals and rioters
who were burning sections of Benton Harbor also attacked responding firefighters.
They also targeted any white motorists passing through the area, pointing them out to the
crowd and shouting "White! White!" One white man who was stoned by
the angry mob may lose the hearing in one ear following reconstructive surgery to
A reasonable person must ask why
the media failed to report these facts.
Distortion - Lockheed Martin: Lockheed-Martin's Louisiana employee Doug Williams was a white,
frustrated, angry Lockheed employee who had repeatedly seen affirmative action (quotas)
diminish his job opportunities at Lockheed.
On or about July 8, 2003 he stormed out of a mandatory "race sensitivity
training" (diversity training) at Lockheed and came back with guns blazing. He
killed several people, including himself.
Mr. Williams may or may not have been a troubled, raging racist as portrayed in the few,
limited media accounts of this incident, but you really have to wonder why the
press has suppressed the fact that Williams was sitting in a "diversity
training" when he apparently decided he'd had enough. You also have to wonder
why the mainstream press has suppressed the fact that Mr. Williams was repeatedly passed
over for promotions by preferred minorities.
America and Racial Quotas: Adversity.Net's research indicates that most of Corporate America
has signed on to the "diversity at any cost" program advocated by the federal
Kodak, Boeing, Lockheed, Mars Candy, Xerox, American Express, Bausch and Lomb, Ford, GM,
Microsoft, and hundreds of others have instituted aggressive quota hiring policies.
These same firms, as well as hundreds of others, also refuse to do business with suppliers
and contractors who are not owned by preferred minorities.
In 1968, Xerox Corporation executives Joseph C. Wilson and C. Peter McColough wrote
an infamous memo which presaged not only Xerox's commitment to racial quotas but that of
most of the rest of Corporate America as well:
To All Xerox Managers:
We at Xerox are among those who are compelled to accept the indictment of the National
Advisory Commission on Civil Disorders: What white Americans have never fully understood
-- but what the Negro can never forget -- is that white society is deeply implicated in
White institutions created it, white institutions maintain it, and white society condones
We, like all other Americans, share the responsibility for a color-divided nation; and in
all honesty, we need not look beyond our own doorstep to find out why.
In Rochester, one of the first American cities scarred by racial strife, Xerox continues
to employ only a very small percentage of Negroes. In other major cities, including some
that have suffered even greater violence, we employ no Negroes at all.
Thus, despite a stated policy that seeks to fulfill our obligations to society -- and even
though the significant steps we have taken have been publicly praised -- our performance
is still far from a shining beacon of corporate responsibility.
We know, of course, that many Negroes - fearing rejection - simply don't apply to Xerox
for jobs. And of those who do apply, many fail to meet our usual standards of
But those factors obviously cannot be used as excuses. They are, rather, the very problems
which Xerox must and will attack in the future.
In order to respond with concerted action to the Advisory Commission's recommendations
that American industry hire, train and suitably employ one million Negroes within the next
three years, we are therefore going to adopt these immediate courses of action:
First, we will heavily intensify our recruiting of Negroes and other minorities. If,
as our past experience indicates, they are reluctant to come to us, then we will go to
A special recruiting effort at University Microfilms in Ann Arbor, Michigan has proved the
validity of this approach by substantially increasing minority employment in the space of
a few months. We will now extend that effort throughout all the departments,
divisions, and subsidiaries of Xerox.
Secondly, all managers responsible for hiring -- regardless of geographical location --
will re-examine their selection standards and training programs. Our past efforts, by and
large, have sought to find only the best qualified people for Xerox, regardless of age,
race or religion. But that goal, however valid, has inadvertently excluded many good
people from productive employment.
We are, accordingly, going to change the selection standards that screen out all but the
most qualified people. We will also begin devoting special attention to minority
employees of limited qualifications to make them genuinely productive in the shortest
possible time. Hopefully we can maintain standards of performance throughout.
Effective immediately, therefore, all Xerox managers are directed, on an individual basis,
to begin this effort, pending a more systematic company-wide revision of standards.
Thirdly, we are planning to increase substantially our training of unqualified Negroes,
and other minority members.
Although the Project Step Up Program to qualify people for entry level jobs has been
successful in the Rochester area, we feel that its scope must be considerably broadened
and the entry requirements modified. We are presently planning to incorporate the program
into our present hiring process, and to extend it to major Xerox facilities outside
The full and unqualified cooperation of all Xerox managers is expected in reaching our
minority hiring goals. Corporate Personnel has been given the responsibility for
implementing our plans, and for establishing an accountability system through which top
management -- beginning immediately -- can regularly assess progress in all divisions,
departments and subsidiaries of the corporation.
Today there are 22 million Negroes in the United States.
The exclusion of many of them from our society is a malignancy that the nation cannot
endure. To include them as integral to the nation, however, will mean even more than the
correction of an intolerable injustice. It will also mean the creation of an enormous and
affluent market for new products and services, and of an equally enormous pool of manpower
to help meet the critical shortages predicted for the future.
We are fully aware, of course, of the progress that Xerox has already made in assisting
the civil rights movement. But it simply has not gone far enough.
We must do more because Xerox will not add to the misery of the present condition of most
Negroes. It will not condone the waste of a great national resource. It will
not compromise the conviction on which the success of this enterprise and of the nation
(Signed) Joseph C. Wilson and C. Peter
Those of us who believe in the quaint notion of equal treatment under the law without
regard to race, gender or ethnicity certainly have our work cut out for us. The
quota mongers are working double-overtime to preserve discriminatory racial preferences
and quotas. Each of us should be working equally hard to restore a color blind
-- Tim Fay
-- Editor and Chairman
-- Adversity.Net, Inc.
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