Racial Segregation in Seattle

by Christopher Paslay

The King County Library System’s fixation on skin color is quite ironic.

According to the King County Library System, there is rampant racism within their libraries. So much so that KCLS officials were forced to bring in Racial Equity Consultants, which in turn held racially segregated “listening sessions” to help root out systemic oppression.  These sessions were marked with pre-civil rights era signs which read DEI Session People of Color, and DEI Session People Who Are White.

A picture of the signs recently went viral on Twitter.

Christopher Rufo, a writer for the City Journal, reported the story:

At the King County Library System, a private consulting firm called Racial Equity Consultants recently held racially segregated “listening sessions.” The consultants “begin with an anti-oppression framework,” internal documents show, and they use segregated sessions to root out “institutional privileges and systemic inequities.” Widespread “institutional racism” is said to exist in the libraries, and employees who reject that premise are accused of “internalized racism.” When reached by e-mail, Racial Equity Consultants said that it was not authorized to comment.

The story prompted the KCLS to deny accusations of segregation, stating it was misinformation. “In 2019, under the guidance of our consultants, Racial Equity Consultants (REC), we provided caucused listening sessions for staff to help inform REC’s institutional racial equity assessment work,” the statement read in part. “These listening sessions were voluntary for staff and designed to gather information to help us better understand institutional racial equity concerns . . .”

Under REC’s “services” is something called “Racial Caucusing.” This is where “members work separately in their respective identity groups as either POC or White people,” their website states. “In racial caucus, POC and White people learn to work towards dismantling racism from their separate and particular positionality.” 

Separate — and segregated — positions. 

Racial Caucusing involves separating whites and people of color into “affinity groups” based on race, where POC are asked to reflect on their Internalized Racial Oppression, and whites are asked to reflect on Internalized Racial superiority. Some questions posed to whites are:

  • How was I socialized by IRS?
  • How do you collude with white culture in your institution/team at meetings, in organizing, during your day? 
  • How is white supremacy reflected in your institution/team?

Recently, at the urging of President Trump, the Department of Justice began investigating the City of Seattle for such trainings. Amazingly, Seattle Mayor Jenny Durkan stood by these workshops. 

“This is a stunning illustration of the administration’s warped priorities,” Seattle Mayor Jenny Durkan said in a recent statement. “In the midst of a nationwide reckoning with systemic racism and police violence, (the administration) is considering suing the City of Seattle for a training we provide that specifically seeks to combat racism and advance equity.”

Joe Biden, in the first Debate with President Trump, claimed these workshops are simply “benign sensitivity training.” 

But reality paints a different picture. A leaked video from a 2017 Seattle training shows facilitator Ashleigh Shackelford, a Black Lives Matter activist and organizer, disparaging whites in attendance. 

U.S. Civil Rights Commissioner Peter Kirsanow has argued that racially segregated training sessions violate the 1964 Equal Employment Opportunity act, which prohibits employers from segregating employees based on “race, color, religion, sex or national origin.”  

The KCLS’s fixation on skin color is quite ironic.  Named after Martin Luther King, Jr., the county is still judging its people by the color of their skin, and ignoring the content of their character. 

Dr. King is probably rolling over in his grave. 

Click here to watch the companion video, which provides additional commentary and video clips on the topic. 

Federal Agencies Directed To End ‘White Privilege’ Trainings

by Christopher Paslay

A new directive states that Federal agencies must cease and desist from using taxpayer dollars to fund trainings using critical race theory, white privilege, or any other training or propaganda effort that teaches that any race or ethnicity is inherently racist. 

The toxic, discriminatory tenets at the center of critical race theory — which serve as the basis for anti-racism, white fragility, white privilege, and so-called white supremacy culture — are being exposed at the highest levels of government. At the urging of Christopher F. Rufo, a contributing editor for City Journal whose investigative reporting has exposed how critical race theory has infiltrated the Federal government, the heads of executive departments and agencies have been directed to identify and terminate all Federal training which teaches all whites are inherently racist. 

On September 4, 2020, Russell Vought, the Director of the Office of Management and Budget, issued a letter addressing training in the Federal government titled, “MEMORANDUM FOR THE HEADS OF EXECUTIVE DEPARTMENTS AND AGENCIES.” 

The letter reads:

It has come to the President’s attention that Executive Branch agencies have spent millions of taxpayer dollars to date “training” government workers to believe divisive, anti-American propaganda.

For example, according to press reports, employees across the Executive Branch have been required to attend trainings where they are told that “virtually all White people contribute to racism” or where they are required to say that they “benefit from racism.” According to press reports, in some cases these training have further claimed that there is racism embedded in the belief that America is the land of opportunity or the belief that the most qualified person should receive a job.

These types of “trainings” not only run counter to the fundamental beliefs for which our Nation has stood since its inception, but they also engender division and resentment within the Federal workforce. We can be proud that as an employer, the Federal government has employees of all races, ethnicities, and religions. We can be proud that Americans from all over the country seek to join our workforce and dedicate themselves to public service. We can be proud of our continued efforts to welcome all individuals who seek to serve their fellow Americans as Federal employees. However, we cannot accept our employees receiving training that seeks to undercut our core values as Americans and drive division within our workforce.

The President has directed me to ensure that Federal agencies cease and desist from using taxpayer dollars to fund these divisive, un-American propaganda training sessions. Accordingly, to that end, the Office of Management and Budget will shortly issue more detailed guidance on implementing the President’s directive. In the meantime, all agencies are directed to begin to identify all contracts or other agency spending related to any training on “critical race theory/9 “white privilege,” or any other training or propaganda effort that teaches or suggests either (1) that the United States is an inherently racist or evil country or (2) that any race or ethnicity is inherently racist or evil. In addition, all agencies should begin to identify all available avenues within the law to cancel any such contracts and/or to divert Federal dollars away from these un- American propaganda training sessions.

 The President, and his Administration, are fully committed to the fair and equal treatment of all individuals in the United States. The President has a proven track record of standing for those whose voice has long been ignored and who have failed to benefit from all our country has to offer, and he intends to continue to support all Americans, regardless of race, religion, or creed. The divisive, false, and demeaning propaganda of the critical race theory movement is contrary to all we stand for as Americans and should have no place in the Federal government.

This directive from Vought is long overdue. The toxic, divisive policies at the center of critical race theory — which extend to anti-racism, white privilege, white fragility, white supremacy culture, implicit bias, and microaggressions — must no longer be tolerated. Singling people out by their race or culture clearly violates Federal anti-discrimination laws, and has been doing so for some time. 

One can only hope state and local governments will use Federal agencies as a guide, and in turn commit to routing out such divisive trainings and discriminatory practices as well. 

Seattle’s Reeducation Training For White People

Seattle’s Office of Civil Rights recently developed a training for its 10,000 city employees with a breakout session for whites titled “Internalized Racial Superiority for White People.” Christopher F. Rufo, the director of the Discovery Institute’s Center on Wealth & Poverty and a contributing editor for City Journal, recently obtained new documents from this training. This video analyzes these documents, and the training as a whole. Thanks for watching.

Exposing Seattle’s ‘Internalized Racial Superiority for White People’ Training

by Christopher Paslay

Under the banner of “antiracism,” Seattle’s Office of Civil Rights is now explicitly endorsing principles of segregationism, group-based guilt, and race essentialism—ugly concepts that should have been left behind a century ago.

Christopher F. Rufo, the director of the Discovery Institute’s Center on Wealth & Poverty and a contributing editor for City Journal, recently obtained new documents from Seattle’s segregated “whites-only” trainings, which induct white employees into the cult of critical race theory.

As Rufo writes on his website:

Seattle’s Office of Civil Rights has developed a “race and social justice” curriculum for all 10,000 city employees.

I’ve obtained new documents from the city’s segregated “whites-only” trainings, which induct white employees into the cult of critical race theory.

The trainers require white employees to examine their “relationships with white supremacy, racism, and whiteness” and explain how their “[families] benefit economically from the system of white supremacy even as it directly and violently harms Black people.”

Under the banner of “antiracism,” Seattle’s Office of Civil Rights is now explicitly endorsing principles of segregationism, group-based guilt, and race essentialism—ugly concepts that should have been left behind a century ago.

Clearly, this is a violation of The Civil Rights Act of 1964, which exists to outlaw discrimination based upon a person’s race, color, religion, sex, or country of national origin. It explicitly expands these protections to employment programs. Under  Title VII:

It shall be an unlawful employment practice for any employer, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining, including on-the-job training programs to discriminate against any individual because of his race, color, religion, sex, or national origin in admission to, or employment in, any program established to provide apprenticeship or other training. (42 U.S. Code §2000e-2(d).)

Here are some of Seattle’s ‘Internalized Racial Superiority for White People’ training documents:

This slide below introduces the segregated training based on race, and asks white participants to introduce themselves and name their preferred “pronouns,” callously assuming the participants are even comfortable doing so (or communicating in such a manner).

This slide below, titled “Internalized Racial Superiority,” teaches that all whites internalize a “system of white supremacy,” and insists that all segregated white participants in the room suffer from such stigmatizing things as “cognitive dissonance,” “arrogance,” “violence,” and “anti-blackness,” among a dozen others.

This slide, titled “What We Do In White People Space,” encourages the segregated whites in the room to process white feelings (like sadness, shame, paralysis, confusion, and denial), to accept retraining (to learn new behaviors, concepts, missing histories, and ways of seeing that are hidden from them in white supremacy), and to take action to shift power (get politically active in helping redistribute resources, change who’s in power, and alter situations).

This slide, titled “Our Relationship With White Supremacy, Racism, and Whiteness in this Moment,” asks the segregated whites in the room to respond to one prompt. Prompt #1 asks: How are you aware of the ways that your family benefits economically from the system of white supremacy even as it directly and violently harms Black people and non-Black people of color and Indigenous people? Prompt #2 asks: How are you aware of your “white silence” (not naming race, racism or the system of white supremacy or taking action to end it) when it comes to comments and actions that cause harm to Black people? And prompt #3 asks: How is your “white fragility” showing up at work? (White fragility is a reflexive, defensive and sometimes deflecting response that we as white people can experience when feeling challenged about our relationship to race, racism and the system of white supremacy.)

It’s unclear whether any Seattle employee has filed a lawsuit against the city thus far.  However, Christopher F. Rufo is planning to file a complaint against Seattle’s Office of Civil Rights. In a July 29 Tweet, Rufo writes:

In the coming weeks, I will be filling an official civil rights complaint against Seattle’s Office of Civil Rights. They have created a new form of “institutional racism” that violates the core principle of “equality under the law.” It’s time to fight back.

It’s only a matter of time before others take Rufo’s lead and stand up against such divisive and polarizing racial discrimination. Proactively advocating for diversity, equity, and inclusion is one thing (and should be encouraged and applauded), but reeducating employees with toxic racial bigotry that clearly violates Title VII under The Civil Rights Act of 1964 should not be tolerated.