Adversity.Net analyzes and distributes information to the public concerning affirmative
action, minority and disadvantaged business programs, women-owned business programs,
government contracting policies pertaining to same, race-based and gender-based aid
programs, and, in particular, government-sanctioned discrimination based on age, race,
ethnicity or gender.
|The U.S. Constitution guarantees EQUAL OPPORTUNITY not
The preponderance of information sources currently available on this topic examine these
issues from the perspective of specific racial, gender and ethnic groups defined by the
government as historically disadvantaged.
By extension, there is a great shortage of information regarding race, gender and ethnic
discrimination against individuals who are not classified as "historically
In the interest of fostering robust and informed debate about these crucial issues,
Adversity.Net, Inc. supplies informational, educational and research materials on the
topic to any and all interested citizens.
Adversity.Net operates as a charitable, educational, non-profit organization for the
benefit of all citizens. To that end, Adversity.Net's resources are available to any
and all members of the general public, 24 hours per day, 7 days per week, 365 days per
year, via our Web Site on the Internet.
about Preferential Treatment
The vast majority of voters are now, and always have been, opposed to the racial
preferences enshrined in various statutes, regulations and policies. Poll after
poll has proven this, and yet the citizens have never been allowed to vote on this
issue! (We duly note the pioneering efforts of our colleagues in California, and
applaud their victory regarding Proposition 209! We also applaud Washington State
for passing the "Initiative 200" ballot initiative which prohibits Washington
State from practicing reverse discrimination! We are confident that the Michigan
Civil Rights Initiative will pass by an overwhelming margin in November 2004! See
"Michigan Civil Rights
The non-minority supporters of racial preferences tend to come from the following types of
|(A) Employed: Employed non-minority
supporters of racial quotas tend to be somewhat older, and tend to enjoy job security
and/or seniority. Many in this group will retire within the next 5 to 10 years; and
therefore many of them will be "out of the system" well before preferential
treatment and racial quotas can negatively affect them. It is easy for them to say
"no big deal" to preferences.
|(B) College Students: Non-minority
college students who support racial quotas do not have a clue. They got into a
respectable school in spite of racial admissions quotas, and are, in all likelihood, being
financed by their parents. This group has not yet been exposed to the effects of
racial preferences and quotas in the actual work place. Many of them are old
enough to vote, however.
|(C) Political Appointees and Government Employees:
This group comprises an enormous voting bloc -- from 15% to 40% of the
work force, depending on whether you count government contractors, military personnel, and
military contractors. Many of them don't privately support preferences, but they
aren't about to risk their comfy government jobs by publicly opposing racial quotas.
Believe it or not, their employers / contracting agencies often extract a signed
agreement that the employee/contractor will support government racial quota
programs. (This is a group that Al Gore had counted upon to get him elected as the
next Bill Clinton, Jr.)
|(D) Corporate Executives: Non-minority
executives who support racial quotas are a specialized subset of "A",
above. These are people whose lush lifestyles depend in large part on keeping the
government off their backs, keeping a low profile, avoiding negative publicity, and
avoiding Jesse Jackson's wrath. To see what motivates these fat cats, see especially
our Dirty Racial Politics
YOU on the Government's "Preferred List" of Historically Disadvantaged?
If you are not on the government's approved list of "historically
economically disadvantaged" then you are a target for "racial
preference discrimination" (i.e., reverse discrimination*)! Here's the
government's official list of racial and ethnic categories designated for "fast
tracking" in your company, organization, or government agency:
Black Americans, Hispanic Americans, Native Americans (American Indians, Eskimos, Aleuts,
or Native Hawaiians), Asian Pacific Americans (persons with origins from Burma, Thailand,
Malaysia, Indonesia, Singapore, Brunei, Japan, China, Taiwan, Laos, Cambodia (Kampuchea),
Vietnam, Korea, The Philippines, U. S. Trust Territory of the Pacific Islands (Republic of
Palau), Republic of the Marshall Islands, Federated States of Micronesia, the Commonwealth
of the Northern Mariana Islands, Guam, Samoa, Macao, Hong Kong, Fiji, Tonga, Kiribati,
Tuvalu, or Nauru), Subcontinent Asian Americans (persons with origins from India,
Pakistan, Bangladesh, Sri Lanka, Bhutan, the Maldives Islands or Nepal), or, more
recently, thanks to Bill Clinton, female regardless of race or ethnicity.
You're not in this list? Then your employer may be illegally
discriminating against you! Recommended reading: The
"D" Word; EEOC Note; and the Risk Factors Quiz!
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