Antifa in the Corner Office, Part II: ADL & Ad Council Facilitate Diversity Training

In part one of this series, I introduced CEO Action for Diversity & Inclusion. CEO Action is a network of C-level officers at some of America’s leading firms, educational institutions, and NGOs who pledge to mandate diversity goals in their organizations.  As part of their efforts to educate organizations on the right way to go about instilling the values of “diversity, equity and inclusion,” they provide management guides for trainers and facilitators.  These manuals come from case studies used successfully in the past.  Among the many goals of this series is to educate our readers on the content of these manuals and their underlying assumptions.    

On CEO Action’s “Education” tab, there are links to various diversity training prompts and discussion guides. One of these guides is called Love Has No Labels Community Activation Kit.  Love Has No Labels is a self-professed:

…movement to promote acceptance and inclusion of all people across race, religion, gender, sexual orientation, age and ability. We believe love is the most powerful force to overcome bias. We celebrate diversity and encourage people to come together because we know, together, we can create a more inclusive world.

In 2015, The Ad Council (also a member of CEO Action) created Love Has No Labels.  The Ad Council itself was created in 1942 as The War Advertising Council which encouraged public support for American involvement during the Second World War.  Their first campaign involved purchasing War Bonds. Other famous ads of that era included discouraging accidental espionage and encouraging more women in the workforce to support the war effort.  In peacetime, the Ad Council targeted communism, racism and homophobia. Although nominally independent, the organization is in fact an arm of the United States government. Currently, their most important ad campaign called “It’s Up to You” encourages Americans to get vaccinated for Covid-19.

Loose Lips Sink Ships: one of the War Information Council’s campaigns featuring Uncle Sam encouraging Americans to refrain from open discussion of troop deployments lest the “enemy” overhear.

BONUS CONTENT: Anyone logged into a Microsoft account receives reward points using Bing. These points can be used to benefit Ad Council or other approved charities.  Anti-Defamation League and ProPublica are also on Bing’s approved list.

Ad Council’s present CEO is Lisa Sherman. According to the non-profit’s statement, Sherman’s leadership allows Ad Council:

…to tackle the most critical social issues of today, through public engagement initiatives. Prior to the Ad Council, Lisa was at Viacom where she launched Logo TV, the first cable network for LGBTQ audiences. She has also held a number of senior operating roles at Verizon, ad agency Hill Holliday, and the Women’s Sports Network, the marketing company she co-founded. Lisa serves on advisory boards for several industry and public service organizations, including the World Economic Forum’s Information and Entertainment Stewardship Board.

Lesbian CEO of Ad Council Lisa Sherman.

In addition, Ad Council’s Chief Financial Advisor is a gay Jew named Ken Kroll.  Meanwhile, the Chief Revenue and Development Officer is the lesbian Jew Barbara Leshinsky.  She also serves on the President’s Advisory Board of Queens College and the United Jewish Appeal Sports for Youth Committee. 

Kroll resides in Newark, New Jersey with his “partner David Johnstone.”

Their creation, Love Has No Labels, is a propaganda suppository for various diversity initiatives and programs that attempt to train “implicit bias” out of the population. Many of their sponsors include State Farm, Prudential, Bank of America and Walmart. Non-profit partners include the Anti-Defamation League, The George Floyd Memorial, AARP, Human Rights Campaign, Unidos US (formerly La Raza) and the Perception Institute.

The Perception Institute is a partner of George Soros’ Open Society Foundation.  According to PI’s website, the group is:

…a consortium of researchers, advocates, and strategists that uses cutting-edge mind science to help organizations reduce discrimination linked to race, gender, and other identity differences. Working in sectors…[including] schools, workplaces, hospitals, justice system, and media—we translate findings into interventions and workshops, customize research, and develop strategies to communicate across difference and disrupt the cycle of bias and harm.

More stock footage from Love Has No Labels. It looks like an older Jew having sex with a green-haired boy. At this point, it’s up to them to prove otherwise.

Returning to the philo-Semitic group Love has No Labels, one of group’s aims is to encourage citizens to, “make sure our leaders create fair, equitable, and just policies and practices,” that benefit transgender and “gender nonconforming people” and fight discrimination. Also, “before you vote, educate yourself on the topics and issues that matter. Watch debate videos, read voting guides, and learn about the candidates.” Now, I’m not sure if anyone besides the shareholders of Bank of America actually voted for any of these woke policies, but regardless, the implication is that you must vote for the Democratic Party or you’re a bad ally. 

Bad allies need to be brainwashed. According to LHNL’s Community Activation Toolkit, here’s how the brainwashing works: 

The materials in this guide can be adapted for large and small groups, used in formal and informal settings, and tailored to meet the needs of your community. Some examples of places where you can use these activities include diversity and inclusion trainings, community gatherings, company retreats and student group meetings. (p. 4)

Facilitators of Diversity training are provided with “tips” with which to lead the meeting. These were developed by none other than LHNL’s partner—the Anti-Defamation League. 

Naturally, there will be pushback on topics, which necessitates further training to inculcate compliance. However, the ADL discourages the facilitator from “monopolizing the conversation,” which may trigger resistance to authority. Now that’s pretty rich coming from Jews, whose extensive media and academic control allow them to monopolize the discussion on any subject including this very document!

Although the Jewish monopolist contradiction is undoubtedly something they would rather we not think about too hard, the more insidious part is that the facilitator allows participants to guide the discussion in a controlled fashion without appearing to enforce the ideas herself. Group consensus will mask the authority in the room. 

Training isn’t intended to be like the Suffering Olympics in which various ethnic minorities and sexual degenerates compete to be the most marginalized. Now that may be because the ADL doesn’t want any other group’s suffering to overshadow their own. The ADL doesn’t want an objective standard of who they say is privileged and who is not. Because when the standard is objective, that quickly ends with black grievance dominating the session and other minorities not sympathizing. They refer to this balancing act when stating, “there is a history of mistrust between certain groups.” A good facilitator manages various ethnic factions whilst making sure White people stay in their place at the bottom of the social hierarchy. 

To further muddy the waters the glossary defines privilege as:

[t]he idea that some people have certain unearned advantages and benefits over others simply because there are aspects of their identity that society values over other identities. You can have privilege whether you are aware of it or not. You can also be simultaneously privileged and marginalized for different parts of your identity. (p. 45)

Once again, the subversion is on full display. The assumption is that you are given some degree of absolution for the sin of stereotypical thinking provided you let your guard down and allow yourself to be socially browbeaten by other groups. 

What types of things are we supposed to self-reflect on? The appendix gives some example questions facilitators should ask (either in a group setting or on individual worksheets). It also provides ideal answers to those questions.

Here’s a selection:

Q: Have you ever assumed your female co-worker’s spouse is a man?

A: Not all people are in traditional marriages or relationships. Millions of people are in same-sex relationships or marriages. To be more inclusive, you can use the term spouse, partner, or significant other when discussing relationships. (p. 26)

That’s right, they suggest making communication more difficult. Instead of using gendered language, which is specific and clear, we are told to use neutral language which is more confusing.  But, that is the point, to create more confusion so a White worker walks on eggshells whenever he discusses his personal life. 

Another selection which might as well been directly written by a Rabbi:

Q:   Have you ever assumed a person’s stance on social issues based on their religion?

A: While religion can shape our values and our upbringing, it doesn’t mean everyone who prays or practices in a particular way always feels the same way. Our stance on social issues is shaped by our own experiences and understanding of the world. (p. 27)

Firstly, notice the grammatically incorrect use of “their,” over “he or she.” In their attempts to be inclusive of a tiny fraction of the population, the authors exclude the rest of us.

Secondly, given the ADL’s assistance with creating this document, one cannot help but notice the agenda. The authors intend to guard against people thinking Jews are a monolith. If Jews disagree on issues frequently, so the argument goes, then they couldn’t possibly conspire against their fellow citizens. It is also a good way of deracinating other religions and preventing them from organizing on those lines either.  The Christian conservative cannot feel safe in appealing to his fellow Christians even across racial lines.

ADL Director Johnathan Greenblatt

Q: Have you ever ruled out certain neighborhoods as places you might live or send your kids to school based on the town’s demographics?

A: When choosing a place to live or send our kids to school, we often evaluate whether the people in a community look like us. This is because we assume that people who look like us will share our values. However, almost all families want the same thing – to feel relaxed, safe and loved at home. There is also great power in living in a diverse community. By engaging with families who look a bit different than your own, you’ll break down stereotypes, learn new things and have the ability to form lasting relationships. (p. 27)

The idea that different races share the same values is not true, a fact that the more radical element in the left acknowledges. Certainly, racial preferences are engrained in our choices on where to live and the ability to view demographic profiles aids in these decisions. The so-called benefits of living in a diverse neighbourhood are not explained. There are various problems with more diverse countries and neighbourhoods. These are some of the attitudes, among many, that Love Has No Labels wants American students and workers to imbibe.

Logo of Love Has No Labels. They are honest on one point. LHNL is very emblematic of the ideology of America

What actions do they expect participants to take to “be better”?  Some of the solutions are targeted toward creating compliance in the workplace whilst others may be applied anywhere.  Here are several included actions participants are encouraged to engage in:

Appeal to allies or the neighborhood association:

If you witness biased behavior, [sic] contact the neighborhood association and ask if there are any policies in place to prohibit that kind of behavior. You can also appeal to allies within the neighborhood who can help you address the situation and keep an eye out for repeat instances. By working together, you can help each other create a neighborhood that is welcoming and inclusive towards everyone. (p. 29)

Instead of preventing criminal blacks from terrorizing your block, you should instead become the thought police, censoring and harassing anyone concerned with safety. You are encouraged to report your neighbours and if possible have them forcibly removed. The restrictive covenant which would have protected your White neighbourhood will be your undoing. One wonders if a Jewish person living in a gated community in Florida praises the occupation of Palestine should it be considered harmful bias leading to their expulsion?  You know the answer.

Support businesses owned by underrepresented groups:

Look for opportunities to try restaurants or support businesses that are owned by marginalized or underrepresented groups. Chances are, you’ll discover something new to love — and you’ll be able to spread the word and engage friends and family to do the same. (p. 28)

Naturally, that refers to patronizing black or Hispanic-owned businesses. But far from underrepresented, these places receive large minority business loans which Whites do not have access to.  Of course, Jews are highly overrepresented in business ownership.  Would the ADL not want us to patronize banks they owned in favour of community banks and credit unions?  What if we boycotted Israeli businesses, that are in no way marginalized?  We could be suppressed by the state for doing so!

Anticipate and rehearse:

If you think you may find yourself in situations where bias is likely to arise, try rehearsing possible responses like “Do you think some people might find that language hurtful?” or “What information are you basing that on?” Having a few responses at the ready will help you react quickly and confidently when the moment arises. By responding politely but firmly, you can lay the groundwork for a productive conversation while also making those who are experiencing bias feel welcome. (p. 29)

Participants are encouraged to come up with slogans and phrases intended to catch others off guard to dominate them.  However, don’t allow the subtlety to fool you, these passive-aggressive maxims aren’t the point.  There is no level of invective to which you as a White person won’t be subjected in the name of inclusion. 

Leverage internal support systems:

If you see areas within your workplace that could be made more inclusive, reach out to your HR department or upper management to learn more about what they are doing and share any additional thoughts or ideas you might have. Schedule a meeting, or send an email with something as simple as “I’d love to help make ___ a more inclusive place, and I could really use your help.” If you can, share clear examples of areas for improvement — and ideas on how to address them. By working with HR and upper management, you’re enlisting the help of people who can make a direct impact on policies and create lasting change. (p. 34)

Participants are asked to weaponize Human Resources. This type of training is used in companies. As mentioned in the previous article, Employee Resource Groups (ERGs) are used as the vanguard by the most active coloured people and homosexuals to further displace, demoralize and destroy opposition. The intent is to create bottom-up enforcement of what are top-down managerial dictates. Furthermore, every new formulation of antifascist mania can be filtered from the mentally ill transgenders and blacks, into policy implemented by HR.  Hence, that is also why the document calls on us to avoid “microaggressions.”

There are myriad other suggestions and actions the Community Activation Kit suggests we take, so consult the document for further details. I once again remind all of you that this is one of CEO Action’s preferred manuals to be used for business training purposes. There are several other manuals that we will discuss over the course of this series.  Part III, however, will focus on the origins of CEO Action and its fellowship CEO Action for Racial Equity.

Mystery Image: Who is this man? You’ll have to read the next installment to find out!

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