AT&T: “White People, You are the Problem”

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Christopher Rufo is one of the leading reporters on the CRT-takeover of America’s institutions and companies. In a recent article, for instance, he exposed how Walmart’s diversity program teaches minimum wage workers that whites have “internalized racial superiority.” In his most recent article for City Journal, he exposed how AT&T’s similar program teaches the ideas that “racism is a uniquely white trait” and that white people are “the problem.”

Relying on a cache of leaked documents, he exposes AT&T’s recently launched “Listen Understand Act” program as being grounded in the CRT principles of “intersectionality,” “systemic racism,” “white privilege,” and “white fragility.”

According to Rufo, AT&T’s CEO John Stankey launched the CRT-based program last year, telling employees that the company has an “obligation to engage on this issue of racial injustice” and to agitate for “systemic reforms in police departments across the country.

Furthermore, Rufo reports that “According to a senior employee, who agreed to speak on condition of anonymity, managers at AT&T are now assessed annually on diversity issues, with mandatory participation in programs such as discussion groups, book clubs, mentorship programs, and race reeducation exercises. White employees, the source said, are tacitly expected to confess their complicity in “white privilege” and “systemic racism,” or they will be penalized in their performance reviews. As part of the overall initiative, employees are asked to sign a loyalty pledge to “keep pushing for change,” with suggested “intentions” such as “reading more about systemic racism” and “challenging others’ language that is hateful.” “If you don’t do it,” the senior employee says, “you’re [considered] a racist.” AT&T did not respond when asked for comment.”

And that’s not all. Rufo also reports that the program’s internal portal insists that all white Americans are responsible for racism, telling employees that access it “White America, if you want to know who’s responsible for racism, look in the mirror.

Yet worse, after insisting that the US is a racist country, the aforementioned portal says “White people, you are the problem. Regardless of how much you say you detest racism, you are the sole reason it has flourished for centuries.” Rufo also reports that the portal tells employees that “American racism is a uniquely white trait,” “Black people cannot be racist,” “ [white women} have been telling lies on black men since they were first brought to America in chains,” and that all whites “enjoy the opportunities and privileges that white supremacy affords [them].” Someone named Dahleen Glanton authored that page in the portal.

Still, that’s not all. Rufo also reports that:

In the “Act” section of the training program, AT&T encourages employees to participate in a “21-Day Racial Equity Habit Challenge” that relies on the concepts of “whiteness,” “white privilege,” and “white supremacy.” The program instructs AT&T employees to “do one action [per day for 21 days] to further [their] understanding of power, privilege, supremacy, oppression, and equity.” The challenge begins with a series of lessons on “whiteness,” which claims, among other things, that “white supremacy [is] baked into our country’s foundation,” that “Whiteness is one of the biggest and most long-running scams ever perpetrated,” and that the “weaponization of whiteness” creates a “constant barrage of harm” for minorities. The 21-Day Challenge also directs employees to articles and videos promoting fashionable left-wing causes, including “reparations,” “defund police,” and “trans activism,” with further instruction to “follow, quote, repost, and retweet” organizations including the Transgender Training Institute and the National Center for Transgender Equality.

AT&T has struggled as a company in recent years. After a disastrous acquisition of Time Warner, its share price has struggled to climb and its revenues have declined. It appears that, despite those pressing financial issues, the company’s CEO has chosen to focus on diversity rather than shareholder returns or long-term business success.


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