Equal Opportunity, NOT Equal Results!

If you believe in equal treatment under the law without regard to race, gender or ethnicity, then you are in the right place!

Racial Preferences = Racial Discrimination
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About Adversity.Net

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          Adversity.Net was founded in 1997 to promote fair and equal treatment under the law without regard to race, gender or ethnicity.  Our educational, tax-exempt mission includes:
  • Broaden and inform the public debate on the issue of racial preferences, targets and goals which are, by definition, racially discriminatory
  • Distribute facts about the adverse impact of racial preferences on those of us who are not members of any government-defined preferred class (also known as historically disadvantaged)
  • Provide a resource and support system for victims of reverse discrimination

          Adversity.Net is a non-profit, educational organization dedicated to the elimination of prejudice and discrimination -- including the elimination of divisive racial preferences and quotas -- and to the defense of human and civil rights secured by law.

          We are a non-stock corporation organized in the State of Maryland located just six miles from the U.S. Capitol.

          We are a 501(c)(3) non-profit, tax-exempt organization under IRS rules.  Dontations to Adversity.Net are fully deductible.

          Our audience consists of the victims and survivors of racial preferences, quotas, set-asides, and race-based "targets" and "goals" in hiring, promotion, school admissions, and government contracting. 

See Also:   Adversity.Net Board of Directors
See Also:  2002 Annual Report
See Also:  Philosophy and Theory

          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 equal results!

          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 disadvantaged".

          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. 

Factoids about Preferential Treatment

Fact:  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 Initiative".)

Fact:  The non-minority supporters of racial preferences tend to come from the following types of statistical groups:

(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 case analysis.

Are 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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Copyright 2002 Adversity.Net, Inc., an IRS 501(c)(3) tax-exempt educational organization.  For problems or questions regarding this web contact editor@adversity.net    Last updated: January 31, 2004.

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*  We use the term reverse discrimination reluctantly and only because it is so widely understood.  In our opinion there really is only one kind of discrimination.