Deconstructing Charlamagne Tha God's The Daily Show DEI segment | Roland Martin

Roland S. Martin
5 Apr 202441:08

Summary

TLDRThe transcript discusses the evolution of Diversity, Equity, and Inclusion (DEI) from affirmative action to its current form, highlighting the historical context and challenges faced. It critiques the performative nature of DEI in corporate America, emphasizing the need for genuine commitment and action from leadership to effect change. The speaker argues for the importance of DEI beyond just hiring practices, including economic equity and inclusion in business opportunities for minority-owned firms.

Takeaways

  • 🏠 The speaker is in the middle of moving houses and dealing with the anniversary of Dr. King's assassination.
  • 📱 There's a discussion about Charlamagne tha God's appearance on The Daily Show, where he talks about DEI (Diversity, Equity, and Inclusion).
  • 🤔 The speaker wants to deconstruct Charlamagne's statements as they have some thoughts and opinions on the matter.
  • 🌟 DEI is associated with fair hiring policies, anti-discrimination rules, and sensitivity training, but it has also led to a lot of performative actions rather than real progress.
  • 📺 Advertisements and corporate commitments to DEI have increased, but there's skepticism about the genuine impact of these initiatives.
  • 🏢 The history of DEI is rooted in the civil rights movement and affirmative action, which aimed to address economic disparities and lack of representation for African Americans.
  • 📈 DEI has evolved to include a broader range of identities beyond African Americans, such as women, Latinos, Asian Americans, Native Americans, and the LGBTQ+ community.
  • 💼 There's a critique that DEI programs are often filled by white people, and that they may not effectively address the systemic issues they aim to solve.
  • 🚀 Despite criticisms, there's evidence that DEI is becoming a priority in corporate America, with many companies having DEI programs and leaders who value diversity.
  • 🛠️ The effectiveness of DEI lies in the proactive measures taken by leadership, such as hiring practices, supplier diversity, and inclusive business strategies.
  • 🔥 The speaker argues that real DEI requires confronting systemic racism and economic inequality, and that it should not be reduced to mere performative actions.

Q & A

  • What is the significance of the 56th anniversary of Dr. King's assassination mentioned in the transcript?

    -The 56th anniversary of Dr. King's assassination is significant as it marks an important historical event that continues to influence discussions on race, equality, and social justice in the United States. The mention of this date in the transcript serves as a backdrop for the ongoing conversations about diversity, equity, and inclusion (DEI) that the speaker is about to discuss.

  • What does the term 'Dei' stand for, and what are its main objectives?

    -Dei stands for Diversity, Equity, and Inclusion. Its main objectives are to promote fair hiring policies, implement new anti-discrimination rules in the workplace, and provide sensitivity training and seminars to foster a more inclusive and equitable environment.

  • How did the Ker Commission Report influence the early stages of diversity initiatives in media?

    -The Ker Commission Report, which examined the causes of the 1967 riots, concluded that the news media contributed significantly to the unrest due to a lack of diversity. This led to the recommendation that media should be diversified, resulting in the first significant influx of African-Americans into mainstream media after 1968.

  • What was the role of Arthur Fletcher in the development of affirmative action programs?

    -Arthur Fletcher, often called the father of affirmative action, played a crucial role in the development of these programs. He was tapped by Richard Nixon to reach out to African-Americans and focus on economic initiatives. Fletcher's work helped lay the foundation for affirmative action programs that aimed to address economic disparities and promote equal opportunities.

  • Why did the shift from affirmative action to diversity occur in the 1980s?

    -The shift occurred due to Supreme Court decisions that began to limit affirmative action programs. This led to a change in focus from specifically targeting African-Americans to a broader concept of diversity, which included other underrepresented groups such as women, Latinos, Asian-Americans, Native Americans, and the LGBTQ+ community.

  • What is the speaker's view on the effectiveness of Dei programs?

    -The speaker believes that while Dei programs are well-intentioned, they are mostly ineffective and amount to performative actions by corporations. He argues that these programs often do not lead to substantial changes and can even contribute to tokenism and further discrimination.

  • How does the speaker address the criticism of Dei programs by conservative voices?

    -The speaker argues that the criticism of Dei programs by conservative voices is rooted in a reluctance to address systemic racism and white supremacy. He suggests that these critics often frame Dei initiatives as reverse racism or unnecessary, ignoring the historical context and ongoing disparities that these programs aim to address.

  • What is the role of white leadership in the success of Dei initiatives, according to the speaker?

    -According to the speaker, white leadership plays a crucial role in the success of Dei initiatives. He argues that it is not enough to have black leaders; there needs to be a commitment from white executives who are in power to actively prioritize and implement effective Dei strategies within their organizations.

  • What does the speaker suggest is the real issue with Dei programs?

    -The speaker suggests that the real issue with Dei programs is that they are often performative and not backed by genuine commitment or action from corporate leaders. He points out that many Dei initiatives lack real power, budget, or decision-making ability, and that true change requires proactive measures and a willingness to confront systemic racism and inequality.

  • How does the speaker propose to improve the effectiveness of Dei programs?

    -The speaker proposes that Dei programs need to move beyond performative actions and become more substantive. This includes having white leaders who are willing to make proactive decisions, diversifying hiring practices, ensuring that Dei initiatives have real budgets and decision-making power, and holding companies accountable for their commitments to diversity and inclusion.

  • What is the importance of Dei in the corporate world, according to the speaker?

    -According to the speaker, Dei is crucial for the corporate world as it not only addresses ethical concerns of fairness and equality but also makes good business sense. A diverse and inclusive workforce can lead to better decision-making, innovation, and customer engagement. However, the speaker emphasizes that true diversity must be reflected in all aspects of business operations, not just in hiring.

Outlines

00:00

🏠 Moving and Reflecting on Dei

The speaker discusses their busy day, which included moving to a new house and reflecting on the anniversary of Dr. King's assassination. They also delve into the topic of Dei (Diversity, Equity, and Inclusion), prompted by Charlamagne's appearance on The Daily Show. The speaker expresses their intention to deconstruct Charlamagne's views on Dei, as they feel there's a need for a more nuanced understanding of the subject. They touch upon the evolution of diversity initiatives, from affirmative action to the current focus on Dei, and criticize superficial approaches to diversity in advertising and media.

05:02

📈 Historical Progress and Critiques of Dei

This paragraph continues the discussion on Dei, exploring its roots in the Kerner Commission report following the 1967 riots, and the subsequent integration of African-Americans into mainstream media. The speaker highlights the role of President Johnson and Nixon in shaping early affirmative action programs and the emergence of diversity officers in corporations. They critique the modern perception of Dei as a rebranded form of discrimination against white people and argue that Dei is a response to historical and systemic inequalities.

10:04

🤔 Unpacking Dei: Intentions vs. Reality

The speaker challenges the notion that Dei programs are ineffective or divisive, arguing that they are well-intentioned but often mismanaged. They discuss the resistance to affirmative action programs from the start and the shift in focus from targeting African-Americans to a broader range of identities. The speaker asserts that Dei programs are about creating a more equitable and inclusive environment, but they acknowledge the criticism that these programs can sometimes be superficial or lead to tokenism.

15:04

💡 The Truth About Dei: Misconceptions and Data

In this paragraph, the speaker addresses common misconceptions about Dei, citing statistics from the Pew Research Center to counter the argument that Dei efforts are not valued or effective. They highlight the majority of Americans support Dei initiatives and that there is a significant portion of the workforce that sees the value in such programs. The speaker also points out the partisan differences in views on Dei, with a stark contrast between Democrats and Republicans.

20:05

🚀 Dei in Corporate America: Progress and Challenges

The speaker discusses the presence of Dei in Corporate America, noting the increase in black CEOs of Fortune 500 companies and the challenges black leaders face in the corporate world. They argue that real Dei comes from black leadership and that white corporate leaders need to prioritize and effectively implement Dei initiatives. The speaker calls for a shift from performative Dei to actionable, results-driven practices within corporations.

25:06

💼 Leadership and Accountability in Dei

The speaker emphasizes the need for strong leadership in Dei initiatives, using examples from media and business leaders who have made significant changes in their organizations. They argue that Dei is not just about hiring but about creating an environment where all employees can succeed and feel included. The speaker also addresses the role of white leadership in acknowledging their part in systemic racism and working towards genuine Dei.

30:07

🎤 Charlamagne's Critique and the Reality of Dei

The speaker responds to Charlamagne's critique of Dei, arguing that the need for Dei in Corporate America is real and necessary. They highlight the importance of Dei programs in promoting diversity beyond just hiring practices and the benefits of a diverse workforce. The speaker also points out the need for more black leaders and the role of white allies in supporting and implementing effective Dei initiatives.

35:07

🤝 Collaborative Efforts for Dei

The speaker calls for collaboration and courage among corporate leaders to advance Dei initiatives effectively. They discuss the need for white corporate leaders to confront systemic racism and make genuine efforts to support diversity. The speaker also mentions the impact of Dei on consumer trust and business success, emphasizing that Dei is not just a moral imperative but also good for business.

40:08

🌐 Investing in the Creator Economy

The speaker transitions to discussing investment opportunities in the creator economy, highlighting a new social media app called Fanbase that is raising funds. They encourage investment in this platform, which aims to empower creators and offer a new era of social media for the creator economy.

Mindmap

Keywords

💡Diversity, Equity, and Inclusion (DEI)

DEI refers to the practices and policies that organizations implement to ensure a fair and inclusive environment for all individuals, regardless of their background. In the context of the video, DEI is discussed as a response to historical inequalities and as a means to create a more just workplace. The speaker critiques the effectiveness of DEI initiatives, arguing that while well-intentioned, they often fall short of achieving real change.

💡Affirmative Action

Affirmative action is a set of policies and practices aimed at increasing opportunities for historically underrepresented groups in education, employment, and other areas. In the video, the speaker traces the origins of DEI back to affirmative action programs, which were initially designed to address racial inequalities, particularly for African Americans. The speaker notes that these programs have expanded over time to include other marginalized groups.

💡Corporate America

Corporate America refers to the collective group of businesses and corporations in the United States. In the video, the speaker discusses the role of Corporate America in perpetuating or challenging systemic inequalities through their DEI initiatives. The critique is that while many companies publicly support DEI, their actions may not always align with these values, leading to performative practices rather than substantive change.

💡Systemic Racism

Systemic racism is the presence of racism within the systems and institutions that govern society, such as education, housing, and employment. It refers to the ways in which these systems perpetuate and normalize racial inequality. In the video, the speaker argues that DEI initiatives often fail to address the root causes of systemic racism, which hinders their effectiveness in creating real change.

💡Performative DEI

Performative DEI refers to the practice of organizations publicly expressing support for diversity, equity, and inclusion without making substantive changes or investments to back up their claims. In the video, the speaker criticizes DEI efforts as being performative, suggesting that they are more about public relations and less about actual progress towards inclusivity.

💡Backlash against DEI

Backlash against DEI refers to the negative reactions and opposition that some individuals or groups express towards DEI initiatives. In the video, the speaker notes that this backlash often comes from those who are resistant to change and who may perceive DEI efforts as threats to their own status or interests.

💡Glass Ceiling

The glass ceiling is an invisible barrier that prevents certain individuals, often women and people of color, from advancing to higher positions within an organization. In the video, the speaker discusses the glass ceiling in the context of African Americans in Corporate America, highlighting that many have reached certain levels but are then prevented from moving further up.

💡Economic Inequality

Economic inequality refers to the unequal distribution of wealth, income, and opportunities among different groups in society. In the video, the speaker connects economic inequality to the broader issues of DEI, arguing that addressing these disparities is crucial for creating a more equitable society and workplace.

💡White Supremacy

White supremacy is the belief in the inherent superiority of the white race and the desire to maintain white dominance in society. In the video, the speaker suggests that opposition to DEI is rooted in white supremacy, with critics often trying to undermine efforts that challenge the status quo and promote equality.

💡Black Enterprise

Black Enterprise is a黑人拥有的媒体公司,专注于为黑人社区提供商业,财务,投资和创业相关的信息和资源。在视频中,提到了Black Enterprise的创始人Earl Graves,他通过获得联邦政府的资助而成功启动了这家公司。这表明了黑人企业家在克服资金障碍和获得支持方面的努力。

💡Corporate Leadership

Corporate leadership refers to the individuals who hold high-ranking positions within a company and are responsible for making key decisions that shape the organization's direction and culture. In the video, the speaker emphasizes the need for corporate leaders to take an active role in promoting DEI and to make it a priority, rather than just a performative gesture.

Highlights

The discussion revolves around the concept of Dei (Diversity, Equity, and Inclusion), its evolution, and its current state in various institutions.

The speaker reflects on the historical context of Dei, tracing back to the 1960s and the impact of the Ker Commission Report on the diversification of media.

The role of affirmative action in the 1970s and its influence on the presence of African-Americans in Corporate America is highlighted.

The transition from affirmative action to diversity initiatives in the 1980s and 1990s is discussed, emphasizing the shift in focus to a broader range of minority groups.

The speaker critiques the performative nature of Dei, arguing that it often lacks real progress and meaningful change.

The impact of political changes, such as the election of Ronald Reagan in 1980, on the limitations of affirmative action programs is mentioned.

The speaker addresses the criticism of Dei by right-wing individuals and groups, suggesting that opposition often stems from a reluctance to confront white supremacy and systemic racism.

The importance of having diverse perspectives and experiences in decision-making roles within organizations is emphasized.

The speaker calls for more effective and proactive leadership in implementing Dei policies, rather than mere performative measures.

The need for Dei to focus on economic equity and providing opportunities for minority-owned businesses is discussed.

The speaker highlights the increase in Dei jobs and the need for these roles to have real impact and authority within organizations.

The discussion touches on the role of corporate America in supporting Dei initiatives and the pressure to make genuine changes beyond public relations efforts.

The speaker argues that Dei programs should not be about hiring unqualified candidates but about recognizing and utilizing diverse talent.

The importance of confronting economic inequality and systemic barriers faced by minority groups is emphasized.

The speaker calls for white corporate leaders to take a stand against critics of Dei and to prioritize diversity, equity, and inclusion in their organizations.

The discussion concludes with a call for more action and less performative rhetoric in the pursuit of genuine diversity and inclusion in the workplace.

Transcripts

00:00

all right so yesterday was crazy busy

00:02

I'm sitting there in the middle of a

00:03

move to another house and and and man we

00:06

were busy with April 4th uh the 56th

00:09

anniversary of assassination of Dr King

00:12

and and so folks start with texting and

00:14

calling me then I saw social media and

00:15

all these folks were uh talking about uh

00:18

charlam man the god and being on The

00:20

Daily Show and him talking about Dei and

00:23

and I was just like okay y'all I've been

00:25

sorry I've been busy so um I I looked at

00:29

it looked at it two three times today

00:31

and we've talked about some of these

00:34

things before that he laid out in it and

00:37

so I I wanted to deconstruct it because

00:39

I do have some thoughts uh about what

00:41

was said so um we're going to take it

00:44

from the top uh and then I'm going to

00:45

walk y'all through this and share some

00:48

things with you uh that hopefully you

00:51

can uh be more well-rounded and informed

00:55

about the reality of what we're talking

00:57

about with Dei go called diversity

01:02

equity and inclusion are Dei it means

01:05

more fair hiring policies new

01:07

anti-discrimination rules for the

01:09

workplace and sensitivity training

01:11

seminars and the first thing it led to

01:13

was a shitload of ads real progress on

01:16

diversity and inclusion doesn't happen

01:18

without real

01:21

work say celebrate diversity into your

01:24

X1 voice remote to discover curated

01:26

content today every day General Mills

01:29

serves the world by making food people

01:31

love and inclusion is one of our secret

01:35

ingredients at craft times our purpose

01:38

is to make life delicious and we believe

01:40

we can't achieve that without one

01:42

essential ingredient

01:45

diversity it's diversity that makes life

01:48

delicious we're on a 400 year long

01:51

journey and scars don't fade but neither

01:54

does

01:56

Hope ask your doctor if black people are

01:58

right for you that's right nobody's

02:02

buying Vaseline because of diversity

02:04

come to think of it I don't think I've

02:06

ever actually bought Vaseline it's just

02:08

there like it comes with the house right

02:12

so that's how things stood in 2020 but

02:14

that was like 15 years ago today when

02:16

people talk about Dei it's more likely

02:18

to sound like this Dei is just a

02:21

rebranded version of

02:24

uh put on pause right there all right so

02:27

let's let's let's unpack this now first

02:30

and foremost uh to understand

02:33

Dei today what you have to understand is

02:37

how did you even get to Dei so and

02:41

remember 1968 a report was done it's

02:45

called was commonly known as the ker

02:47

commission report and the report

02:50

examined the cause of the riots in

02:53

1967 and what result of that report they

02:58

concluded he talked about a lot of

03:01

issues and they actually fought back and

03:02

forth what they said is there are two

03:04

Americans there were one white one black

03:06

and one of the recommendations in the

03:08

curent commission report was that um

03:11

news media greatly contributed to the

03:14

ride coverage so therefore it need to be

03:16

Diversified so you then begin to see

03:18

your first in your first influx of

03:22

African-Americans in mainstream media

03:25

that really happened after the commer

03:27

I'm talking about in in significant

03:29

numbers after

03:32

1968 so if you look at the early' 70s

03:36

you really then begin to see your first

03:39

programs dealing with affirmative action

03:42

why well remember president lynon Baines

03:45

Johnson used that phrase first when he

03:48

was at Howard University then Richard

03:51

Nixon is elected one of Richard Nixon's

03:54

Focus was in order to reach

03:57

African-Americans let's tap into

03:59

economics so what Nixon did was Nixon

04:03

tapped Arthur Fletcher and Arthur

04:05

Fletcher many have called the father of

04:07

affirmative action bot

04:09

Brown was who was a very close associate

04:13

of Reverend Dr Martin Luther King Jr

04:15

involved in operation Bread Basket Bob

04:18

Brown had a significant portfolio and

04:20

was advancing a number of these economic

04:23

initiatives in the Nixon

04:25

Administration the reason Earl Graves

04:28

was able to actually launch Black

04:31

Enterprise is because he had raised

04:33

money but did not have enough money and

04:35

he was seeking a grant from the federal

04:36

government by Brown discussed this in

04:39

his book and the Nixon folks were trying

04:42

to block that Grant because Earl Graves

04:44

had worked for Bobby Kennedy and Bob

04:47

Baron was like the hell with that give

04:49

him the damn loan that's how Earl Graves

04:52

was able to get the loan to launch what

04:54

we now know as Black Enterprise and so

04:57

in the

04:58

1970s you begin to see your first wave

05:01

of African-Americans in Corporate

05:04

America now if you a vice remember

05:07

Jackie Robinson was the first vice

05:09

president of a major corporation uh in

05:13

New York city so you go into the 1970s

05:16

and so you now begin to see

05:17

African-Americans go into Corporate

05:19

America and the problem is that many of

05:21

these African-Americans the highest that

05:23

they got was really vice president of

05:27

Community Affairs we call those the

05:29

negro jobs those were the jobs that

05:32

where basically their job was to work

05:34

with the community and they would show

05:35

up at the events and they would come

05:37

with the big checks with the small

05:38

numbers and all stuff like that you had

05:40

that now Ellis Co talked about that

05:44

generation of African-Americans in the

05:46

70s and 80s in this book let's pull it

05:49

up the Rage of a privileged class this

05:52

is the book right this is the uh the

05:54

book right here why are middle class

05:56

blacks angry why should America care and

05:59

he talked to about the things that they

06:01

went through because they were hitting

06:02

that glass ceiling it is a phenomenal

06:05

book that you actually ought to read

06:07

once you then and so you had those

06:09

affirmative action programs remember you

06:11

had black Mayors you get affirmative

06:12

action programs that were quite

06:14

significant in Atlanta mayor Jackson

06:17

Coleman Young in Detroit Gary Hatcher in

06:20

Gary Indiana you had Stokes in Cleveland

06:24

Marin Barry in Washington DC and other

06:28

places then what happens in 1980 Reagan

06:31

is elected so now you go into the 80s

06:34

then you have the Supreme Court decision

06:36

that then begin to uh limit affirmative

06:39

action programs then you saw a shift

06:42

from affirmative action into diversity

06:45

so what you saw in the 80s 90s and the

06:48

2000s you begin to see these diversity

06:52

officers chief chief diversity officers

06:55

then you you shift from diversity or

06:58

chief global diversity officer to Dei

07:03

diversity Equity inclusion because

07:06

coming out of the black Freedom Movement

07:08

the focus was on African-Americans then

07:11

Title Nine hits in 1972 which was about

07:15

women and so who is the greatest

07:17

beneficiary affir of action white women

07:20

so what is known today as Dei is simply

07:24

the child of the initial affirmative

07:27

action programs what they then then did

07:30

they begin to expand this to not just be

07:33

for African-Americans it became

07:35

African-Americans it became white women

07:38

it became Latinos asian-americans Native

07:41

Americans it became gay it became

07:44

disabled and and then all of a sudden

07:47

the critics were like well why can't we

07:48

have diversity of

07:50

thought so what so what was initially

07:53

programs to Target African-Americans

07:57

then begin to expand and so now that

08:00

that that broad Focus now begin to get

08:03

wide and all kind of other folks were

08:05

included I remember I was speaking in a

08:07

corporation and somebody asked me about

08:10

Dei programs and I said black

08:13

people they were like that's it I

08:17

said ethnics E I said ethnic Americans I

08:21

said I limited that I wasn't trying to

08:23

include everybody else cuz I was focused

08:24

on exactly what programs were designed

08:27

for and so George Floyd

08:30

is murdered May

08:32

2020 I remember talking to somebody who

08:35

was in the Dei space at one point after

08:38

the death of George Floyd there were

08:40

something like a 100 open Dei jobs on

08:46

LinkedIn I mean all of a sudden the jobs

08:50

opened up and so you then begin to see

08:54

corporations posting on Instagram on

08:56

Twitter all these places talking about

08:59

they their support for diversity equity

09:01

and inclusion it was sort of like hm

09:04

really really and so you begin to see

09:07

that then you have these commitments of

09:10

billions of dollars stories have been

09:12

done on these corporations the numbers

09:15

have gone I've seen numbers anywhere

09:16

from 30 billion to 100 billion talking

09:20

about supporting various initiatives all

09:22

across the country let's pull it up come

09:24

on here we go corporate America's $50

09:26

billion promise that's one story I've

09:28

seen other stories where even higher and

09:30

everything was about Dei diversity

09:33

diversity equ inclusion now once you

09:35

begin to unpack Dei what you begin to

09:37

realize that 7 some like 75% of the

09:40

people who had the Dei jobs were white

09:43

folks yep weren't black folks there

09:46

white folks lot of than women now press

09:50

play let's pick up R Shain left off and

09:53

let me unpack the next

09:55

part Dei is just a rebranded version of

09:59

uh uh hating white people Dei in this

10:03

case stands for divisive erroneous and

10:07

Insidious Dei which stands for didn't

10:10

earn it discrimination exclusion and

10:13

indoctrination Dei Dei stands for Dr Dre

10:18

Easy E and Ice

10:23

Cube yeah yeah yeah y'all cheering out

10:26

there but do you want with Attitude

10:28

coming to your office

10:31

these right- Wingers are crazy right

10:32

Jesus but here's the part where you all

10:35

stop applauding everything I say the

10:37

truth about Dei is that although it's

10:39

well-intentioned it's mostly garbage

10:41

okay it's kind of like free right there

10:43

freeze right there

10:46

now understand from day

10:49

one from day one white folks could not

10:53

stand affirmative action

10:55

programs from day

10:57

one if you go back and to history they

11:01

couldn't stay in programs

11:03

after the Civil

11:06

War so at every point you've had this

11:11

reluctance because it oh F y'all got

11:13

some freedoms but oh no no no no we

11:14

ain't trying to get you no jobs we're

11:16

trying to give you any housing and so

11:19

you had the push back against

11:22

affirmative action programs then became

11:25

let's get rid of these quot programs so

11:28

the folk that you saw Fox News folks and

11:30

all these anti- Dei people Christopher

11:32

ruo all these people these folks have

11:36

been running their mils and you throw in

11:38

a Sprinkle or some black people some

11:39

others in there and they have been

11:40

opposing these

11:42

programs because they don't want to deal

11:44

with white supremacy they don't want to

11:46

deal with racism and see what they then

11:49

do is this is the whole game and you see

11:51

it now oh oh because you know the

11:53

Charlie Kirks of the world oh I'm

11:55

concerned if there's a black pilot

11:57

Candace Owens all people saying that

11:58

sort of nonsense

12:00

sense as if we had airplane crashes by

12:04

white

12:05

people see we're not talking about a

12:08

significant percentage of people who are

12:10

in corporate power we're not it's

12:15

largely controlled by White

12:18

America those are just facts and so

12:22

critics are going to be critics they are

12:25

going to complain about any of these

12:27

things because they don't want to deal

12:29

with the underlying issue which is when

12:33

it comes to hiring people pretty much

12:36

hire who they

12:37

know and if all you know a white folks

12:40

and if all you see a white folks and if

12:42

all you hang out with the white folks

12:44

and if you only recruit at schools where

12:46

there are white folks then that's

12:48

exactly who you're going to

12:50

hire press

12:52

play the truth about Dei is that

12:55

although it's well-intentioned it's

12:57

mostly garbage okay it's kind of like

12:59

the black Little Mermaid just because

13:02

racist hate it doesn't mean it's

13:04

good and you know I'm right because

13:07

every one of you has sat through one of

13:08

those diversity training sessions and

13:10

thought this is some

13:12

and it's not just you now

13:15

here's the whole deal we talk about

13:17

diversity training I've been in various

13:20

programs and what we have to understand

13:22

is people don't like to be confronted

13:25

with their own issues we love to live in

13:28

our side silos how we were raised how we

13:31

were brought up and we like to look at

13:33

the world in a certain way what we don't

13:35

want to have to do is consider somebody

13:37

else's perspective I remember when I was

13:40

at the warstar Telegram and the mayor

13:42

Institute was brought in to deal with a

13:45

training program for us to diversify our

13:47

sources and I remember sitting there and

13:49

there was a was a white male business

13:51

writer and he was he was conservative

13:53

and he was he was resisting what they

13:55

were talking about and we're sitting

13:57

there going but

13:59

look at who you call see for him he

14:02

would say and this is what you hear from

14:04

white folks today well I I I'm calling

14:07

the people who I think are well-versed

14:09

experts on the topic precisely but the

14:12

people you're calling they're nearly all

14:15

white do you even think to call Black

14:18

experts do you even think to call Black

14:22

Economist and see what they would then

14:24

go well I don't understand why do I have

14:26

to call a black Economist you don't have

14:28

to to but you could call an economist

14:31

who happens to be black because what we

14:34

see when it comes to how we live and how

14:37

we work is that that's what folks do and

14:40

so if you start looking at contracts

14:42

start looking at well who's getting

14:44

these contracts well if the catering

14:46

company and the and and the legal fees

14:49

and the um architecture company and the

14:52

engineering company and uh All

14:54

Professional Service if everybody white

14:57

man that's who getting hooked up up but

15:01

y'all don't think about there's there's

15:02

a black an accounting firm there's a

15:03

black Law Firm that could do some of the

15:05

outside work no see they don't think

15:07

about those things and so the reality of

15:10

Dei it is forcing people to get out of

15:13

their comfort zone and say diversify who

15:17

we do business with provide equity in

15:21

terms of economics and include other

15:25

people but people hate to have to do

15:28

that because they don't want to be

15:30

forced to do it because that means they

15:32

have to do some work that means they

15:34

don't have they they that means they

15:36

have to now go seek people I remember

15:38

Chris Rock complained about the lack of

15:42

black people on Saturday Night Live and

15:44

he said here's the problem the white

15:47

folks at SNL they keep going to the same

15:49

place Second City in Chicago or they're

15:53

going to places in Canada he said y'all

15:55

ain't going to the black comedy clubs

15:58

y'all not going hang out there and so

16:00

what he was saying is if this is all you

16:02

know if if you're at SNL you're Lauren

16:06

Michaels and this is all you know you

16:09

don't even see all this Talent over here

16:12

you don't even see all this Talent over

16:14

here and that's the reality of why you

16:17

have Dei programs it's not about oh I'm

16:20

hiring somebody who simply can't do it

16:24

but see that's what the haters do see

16:25

the haters love to frame this thing as

16:27

oh they

16:29

they're not good enough but you noticed

16:33

these white folks who criticize Dei they

16:36

never ever seem to

16:38

question incompetent white people

16:42

because they operate from the basis that

16:45

they're naturally

16:47

qualified and they never assign their

16:50

racial identity to them getting hired so

16:53

they'll say well we had to hire a black

16:55

person we had to hire a black lawyer we

16:57

had to hire that

17:00

but you hired all these white folks what

17:03

do they all have in

17:04

common that's what we're now seeing with

17:07

the criticism of

17:09

Dei plush

17:12

play and it's not just you over 900

17:15

Studies have shown that Dei programs

17:17

don't make the workplace better for

17:19

minorities in fact it can actually make

17:22

things worse because of the backlash

17:24

effect here okay so this is where I have

17:28

a fun Al problem with what Charlamagne

17:31

said there because this notion that well

17:35

it makes the harder in the workplace

17:38

because these people don't like it I

17:40

don't give a if they don't like

17:42

it I don't

17:44

care because the fact of the matter is

17:48

it does matter and when you listen to

17:50

all of these uh haters they're actually

17:53

lying this folks is from the Pew

17:56

Research Center you see May 17th

17:59

2023 workplace diversity and equity and

18:02

inclusion efforts or Dei a majority of

18:05

Americans employed 56% say focusing on

18:10

Dei at work is a good thing 6 and 10

18:14

Americans 61% say their company or

18:16

organization has policies that ensure

18:18

fairness and hiring pay or promotion 52%

18:21

say they have trainings or meetings on

18:23

Dei at work now you start going through

18:28

this and folks who have been interviewed

18:30

yes look at this here relatively small

18:33

share of workers place a lot of

18:35

importance on diversity at their

18:36

workplace well then half of workers say

18:38

their company or organization pays about

18:41

the right amount of attention to

18:42

increasing

18:43

Dei women are more likely than men to

18:46

Value Dei at work

18:50

ah there are wide partisan differences

18:55

in views of workplace

18:57

Dei 70 8% of democratic and Democratic

19:01

leaning workers say focusing on Dei at

19:04

work is a good thing compared with 30%

19:09

of Republicans and Republican leaners

19:12

now now you understand what is the

19:16

Republican

19:17

party it's a white party president her

19:21

Herber Hoover was a leader of what was

19:23

called The Lily white movement where

19:26

Republicans who came out of the radical

19:28

Republicans after the Civil War align

19:31

with the

19:32

KKK to suppress black people it was

19:35

called The Lily white

19:37

movement that's today's Republican party

19:40

see they hate all this Dei stuff it's

19:44

right there in the data only 30% of

19:47

Republicans like it so when you're

19:49

watching Fox News and you're hearing

19:51

conservative radio all these digital

19:53

sites what you're hearing are people who

19:56

are oh my God this this Dei is awful cuz

20:00

it lines up with actually their point of

20:01

view because they don't actually want to

20:05

see people like us actually move ahead

20:08

press

20:09

play dare from school y'all remember

20:12

dare yeah she said

20:15

Woo Dei training is like Dare for racism

20:19

and and you all know how effective that

20:22

was I was sitting there going oh

20:24

there's a ton of fun drugs I should

20:26

try I didn't even know about Molly

20:29

thanks officer

20:30

John but the biggest failure of Dei is

20:34

that the number of black people in power

20:36

at big companies is basically the same

20:38

as it was five years ago in fact maybe

20:41

the only thing that Dei has accomplished

20:44

is giving racist white people cover to

20:46

be openly racist now again this is where

20:51

Charlemagne's wrong here the number of

20:53

African-Americans who are now CEOs of

20:57

Fortune 500 companies

21:00

there are nine now first of all I said

21:01

Fortune 500 companies so we ain't

21:04

talking a huge amount but the reality is

21:07

just five years ago a few years ago

21:09

there were five okay so what you are

21:13

seeing the progress now now here's the

21:16

issue the problem that you see in the

21:19

executive Leadership Council the group

21:20

of black corporate leaders they've dealt

21:22

with this is that for many of these

21:25

leaders who are black people who are in

21:26

Corporate America the problem is

21:29

when they get to 55 58 they're being

21:31

moved out and so they're still hitting a

21:35

ceiling that is a fundamental problem

21:37

that we are seeing but that means when

21:40

we talking about Dei you're going to

21:43

have to have white folks who make it a

21:46

priority I'm unpack that in a second

21:48

press play eii breeds complacency Daya

21:52

and complacency kills we're going to

21:54

have doctors who don't know how to

21:56

perform heart surgery and we're going to

21:57

have uh plain that are falling out of

21:59

the sky Boeing recently bragged not

22:01

about being the best in the business but

22:03

about surpassing its diversity quotas Oh

22:06

goodie but then not so good adore flying

22:09

off one of Boeing 737 super Maxes I'm

22:12

sorry if I see a black pilot I'm going

22:14

to be like boy I hope he's

22:17

qualified I mean honestly when I see a

22:19

black pilot I'm not worried that we're

22:21

going to crash I'm worried that we're

22:23

going to get pulled

22:25

over okay that's right

22:30

that's right that's right and and no

22:33

officer I will not step out of this

22:35

vehicle all right but yeah they're

22:38

blaming Dei for everything even that

22:40

bridge in Baltimore they called

22:42

Baltimore's mayor the Dei mayor like he

22:45

was given the job for being black then

22:48

they said the shipping company was too

22:50

focused on Dei instead of safety but

22:53

almost the entire leadership with a

22:55

company is white no black people right

23:00

if anything the Baltimore mayor he

23:02

should have been the one to make it

23:03

racist just come out like these crackers

23:06

knock down my bridge okay all right and

23:10

one of y'all crackers better pay for it

23:13

okay and honestly uh I'm not surprised

23:16

these programs didn't work and here's

23:18

why it's just corporate PR they want

23:21

Good Vibes and also they want to cover

23:24

their ass okay did you know that if a

23:26

company gets sued for civil rights

23:28

violations just having a Dei program

23:31

will be counted as evidence in their

23:33

favor even if the program doesn't do

23:35

okay it's the I have a black friend

23:37

of the legal system right we don't need

23:41

corporate Dei yes we want diversity and

23:45

equity and inclusion but we don't want

23:47

it from

23:49

Vaseline although I'm not going to front

23:51

Vaseline has been there for the black

23:52

community respect okay right that's

23:56

right moisturized

23:59

okay look man uh real Dei is only going

24:03

to come from black leadership I don't

24:06

know how to do it because I'm not a

24:07

black leader but I do know how to tell

24:09

if it's working just keep an eye on

24:11

right-wing media the more they're

24:13

freaking out the more progress we're

24:15

making okay um this is where charl manne

24:18

is flat out wrong so when he says that

24:22

we don't need de from Corporate America

24:24

it's not true and he says this is going

24:26

to come from black people here's the

24:28

with that put the graphic back up there

24:31

are only nine black CEOs of Fortune 500

24:33

companies that means that there are

24:36

491 nonblack CEOs of Fortune 500 company

24:40

the reality is you are going to need

24:42

white people who actually believe in

24:45

diversity Equity inclusion for that to

24:47

happen and there are examples Al newarth

24:51

he was the founder of USA

24:53

Today Al newarth grew up in South Dakota

24:56

he did not grw up around a lot of black

24:58

people but Al newarth understood the

25:01

value of diversity so when Al newarth

25:05

was the CEO of ganette he made a

25:08

declaration that ganette was going to be

25:10

the leading company the leading company

25:14

in America when it came to the issue of

25:18

diversity I had a syndicated column with

25:20

creater Syndicate when Al newarth died

25:23

in 198 in 1989 uh this here is exactly

25:27

what I wrote quote his obituary in the

25:30

New York Times read in an industry long

25:33

dominated by white men Mr newarth led

25:36

the way in the hiring and promotion of

25:38

women and minorities tying compensation

25:40

to hiring goals by 1988 the proportion

25:44

of minorities in ganette newsrooms was

25:46

47% higher than the national average

25:50

women accounted for nearly 40% of the

25:53

company's managers professionals

25:55

technicians and sales agents and an

25:57

unheard third of quarter of its

25:59

newspaper Publishers in Al Newhart's

26:02

book confession of an SOB he actually

26:04

wrote that when he launched this

26:07

particular initiative that people were

26:09

angry folks were upset with him and he

26:11

said Point Blank if any of y'all have a

26:14

problem with me tying your bonuses to

26:17

your diversity numbers you're free to

26:19

leave the

26:20

company and guess what a lot did but you

26:24

know what happened you saw an explosion

26:27

of black people Hispanics white women

26:30

and others who became Publishers news

26:34

directors managing editors general

26:36

managers of media company and guess what

26:39

that guess what that did that forced all

26:41

the other media companies to go damn we

26:44

about to lose our minority Talent so we

26:46

now got to change our programs so guess

26:48

what happened night Ritter Cox and the

26:51

others begin to change the problem is we

26:54

didn't have enough Al newarts in media

26:57

to change the industry

26:59

he was by

27:00

himself there's another example John

27:03

langra John langra pres is was CEO is

27:07

the CEO of FX the cable network now

27:09

you've seen many of those programs

27:11

you've seen Donald Glover show uh uh

27:14

Atlanta shows along those lines well

27:16

guess what John langra uh sat there and

27:19

looked at his shows and he then began to

27:23

say wait a minute we got a problem it's

27:25

too many white guys it's too many white

27:28

directors it's too many white

27:29

showrunners it's too many white writers

27:32

we can't tell different stories by keep

27:36

hiring white folks he was quoted saying

27:38

listen I like my white guys this is not

27:40

going to work so in 2016 John langra

27:44

sent out an email to his entire network

27:47

and said this has to change in

27:51

2021 check this out nearly half of all

27:55

episodes on FX were Direct

27:58

by people of color women were 35% of

28:02

those uh who directed those episodes but

28:04

it wasn't just directors now listen to

28:07

this quote truthfully I'm not proud of

28:10

proud of fact it took me so long to take

28:12

concertive action on

28:14

inclusiveness he said hold on one second

28:17

he said um cuz he' been running the

28:19

network at that time for 15 years it's

28:21

heartening to see our industry fully

28:22

commit to meaningful measur measurable

28:24

and permanent change he said when FX was

28:27

radically overend indexing in One race

28:29

in gender we were by definition

28:31

overlooking Talent when we started

28:34

looking for talent in every segment of

28:36

our population our shows got better when

28:39

you're in the talent business diversity

28:42

is good for business

28:44

now that's why Charlamagne is wrong the

28:47

reality is black folks ain't running

28:50

these joints we're not running these

28:53

companies now we may push folks you may

28:56

have a few folks in there

28:58

but you need operational leaders

29:01

Jonathan Rogers who was the first CEO of

29:04

TV1 when Jonathan Rogers joined the

29:06

board of Comcast I was like yo that's

29:09

awesome he's like and not really I was

29:11

like hold up now y'all Jonathan was on

29:13

the board of proor and gamble he was on

29:15

a board a Nike and I was like Jonathan

29:17

are you serious he said I didn't want a

29:19

board job he said Roland I want an

29:21

operational job I was like but is it a

29:25

board job better than operational job he

29:28

said no I said Jonathan why he said

29:32

because if I had an operational job

29:35

that's where you hire he said by the

29:37

time it gets to the board we don't

29:39

control hiring he said we just sit here

29:41

and oversee the

29:43

CEO that was an instructive thing he

29:45

actually said to me so what we have to

29:48

understand is that for Dei to work

29:51

you've got to actually have individuals

29:54

who are in power for the most part

29:56

they're going to be white who are making

29:58

the decisions in order to be able to

30:02

affect the change this is where

30:06

we this is where we again make a mistake

30:11

on this very issue and so Mark cubin

30:16

he's been very much talking about a lot

30:19

of these issues he's been focusing on a

30:23

lot of these issues and so I sent Mark

30:25

Cuban don't don't pull it up yet I sent

30:28

Mark Cuban an email to get his

30:30

particular thoughts and I want to get

30:32

him on the show uh because he's been

30:34

going back and forth against Christopher

30:35

rufo against Elon Musk slamming them on

30:38

this issue uh of diversity I mean he

30:41

he's he's been swinging on them and so I

30:44

sent I sent mark an email and I said hey

30:47

we love to have you on the show but if

30:48

you can't come on the show uh share be

30:51

some thoughts and so this is what this

30:52

is the email that Mark cubin of course

30:54

who of course owner of the Mavericks

30:57

well he sold the team but this is what

30:58

he sent me back he said Rand he said

31:00

look at the top 10 market cap companies

31:03

all have Dei programs even Tesla three

31:07

of the top four are run by people of

31:09

color the other Apple by a gay man all

31:12

make Dei a priority my general position

31:15

is that I believe Dei is really good for

31:18

business people trust people who look

31:20

like them they want to do business with

31:22

them but to me it's not about hiring

31:26

heads of Dei and creating a bureaucracy

31:29

or doing commercials like Charlotte ctg

31:31

criticized it's about following good Dei

31:34

business principles diversity is looking

31:37

for great people where others don't

31:39

there are a lot of smart people that

31:41

ignor it for that are ignored for jobs

31:44

find them where others aren't looking e

31:47

Equity is where the right goes nuts they

31:50

think it's about quotas and making sure

31:52

no one has an advantage or can succeed

31:55

Beyond anyone else Equity is putting

31:58

your employees in a position to succeed

32:02

that's it training support Etc if you

32:06

hire someone smart no matter what they

32:08

look like give them the tools to make

32:10

you more successful inclusion make

32:13

people feel good about themselves at

32:15

work that's just smart business he is

32:17

right we need more black leaders but

32:20

when you are only 8% of the white collar

32:23

Workforce it takes time and he

32:25

contradicted himself can racist free out

32:28

any more than they are now everything is

32:30

about Dei which is another way of saying

32:33

people of color aren't qualified they

32:35

can't do the job they only get it

32:37

because of Dei look at the people that

32:39

work for you where do you recruit how do

32:42

you put your employees in a position to

32:44

succeed how do you make people who are

32:46

different feel included you have been an

32:48

entrepreneur for a long time talk about

32:51

your business and your experience you

32:53

don't have to have a Dei program to

32:56

practice Dei you just have to run your

32:58

business the right way and set standards

33:01

for how people are

33:02

treated and folks right

33:05

there the fundamental issue with Dei

33:08

programs as to how they are set up right

33:11

now is that they are

33:14

performative because the leaders are not

33:17

serious the leaders are not taking

33:19

proactive

33:20

decisions the leaders are not are not

33:23

sitting here going wait a minute who has

33:26

all of our legal our outside legal work

33:29

and our accounting work we're spending

33:32

money on catering do we have any black

33:34

Caterers we spend how much money on

33:36

flowers for the office are we using any

33:38

black floors we spend money on audio

33:41

visual are we using any black audio

33:42

visual companies how much of our money

33:44

is going to spend on Advertising oh the

33:47

Ad Agency we're using are they diverse

33:50

oh we're not going to spend our money

33:52

with Lily white ad

33:54

agencies oh y'all see how that works

33:57

that's what leader does so you can't

33:59

have white folks over here talking about

34:01

Push Up Up by your bootstrap why y'all

34:03

can't get ahead uh why you always

34:06

begging the government for money but

34:07

then over here we're frozen out of jobs

34:10

we're frozen out of contracts and frozen

34:12

out of opportunities and then you

34:13

complain about

34:15

Dei so why need folks to understand and

34:20

again it was a comedy segment and it was

34:23

5 and A2 minutes I've already gone 38

34:25

minutes but the reality when we talk

34:28

about what's happening with

34:29

Dei these white racist and these haters

34:33

they are trying to attack

34:37

everything that is positioned black

34:39

people where we are today they're suing

34:42

the Fearless fund they're targeting

34:43

every program in Corporate America

34:45

they're targeting law firms you name it

34:47

that's what they're doing because of

34:50

this and I wrote about it and y'all

34:52

everything you're saying I called it's

34:54

white

34:55

fear they now have to

34:58

compete and so what they don't like is

35:01

wait a minute y'all now recruiting

35:04

HBCU oh no no no no they're not smart

35:07

enough see they couldn't get into our

35:09

schools so therefore they had to go to

35:10

those schools oh yeah oh no you see you

35:15

see what happens when they when they

35:16

come out of these high schools and they

35:18

come to our schools and they on academic

35:20

probation the first or second

35:23

year but those same people don't want to

35:26

confront the econom inequality at those

35:29

high schools then those Junior highs

35:32

then the elementary schools oh then you

35:35

don't want to confront the economic

35:36

inequality that's happening in those

35:38

neighborhoods oh they don't want to

35:40

confront the economic inequality that

35:42

those parents went through damn then

35:45

don't want to confront the economic

35:46

inequality that those grandparents went

35:48

through see it's real easy to act like

35:51

we're all running from the same Mark and

35:54

running a race when we all know that's

35:57

not the case

35:58

and so the attacks on

36:01

Dei they are absolutely

36:04

anti-blackness the problem with

36:06

corporate America is that there too many

36:08

white folks in Corporate America who are

36:11

playing games when it comes to Dei

36:13

they're handing out Dei jobs and the

36:15

people have no budgets they got no p&l

36:19

responsibility and the leadership of the

36:21

companies is not a

36:23

priority in order for Dei to truly be

36:27

effective in America we're going to need

36:30

a th000 Al

36:31

newarts and we're going to need a th

36:33

John Lang graphs we're going to need

36:36

white Executives white men white

36:40

women to actually be honest about their

36:45

failures when it comes to

36:48

Leading that was what has to happen so

36:52

if folks are if you're breaking down

36:53

this segment and you are oh my goodness

36:56

what went on here

36:58

this the whole deal to Corporate America

37:01

stop being performative that's why we in

37:03

the black own media Collective that's

37:05

why we challenge General Motors why we

37:07

challenge McDonald's that's why we

37:09

challenge these companies you know what

37:11

happened Target was like oh we G to

37:14

spend $2 billion with black

37:16

companies all of a sudden group M

37:19

announced 30 or 40 of their companies

37:21

some name a lot not they're going to

37:24

spend at least 2% of their ad budget

37:25

with black with black owned media

37:29

we're still waiting because we haven't

37:30

gotten any money from group M here at

37:33

the Blackstar Network and I've been

37:35

meeting with them for a very long time

37:38

three years we've gotten zero I've been

37:41

meeting with publist for the past

37:43

several weeks because we got the Runar

37:45

around from publicist for three years

37:47

we're finally meeting with Chief

37:48

investment officers I got I met with OMD

37:51

after getting the runaround met last

37:53

year a CIO left so now we're trying to

37:56

meet with their Chief investment officer

37:58

there are other ad agencies we're trying

37:59

to reach as well so here's the deal you

38:01

can't tell black people well you're not

38:04

building your business well I can't get

38:05

the

38:06

contract well you need access to Capital

38:08

well no I ain't got no

38:10

debt I can look right now I got I got

38:13

money in the bank so I need a contracts

38:16

I can't grow my business I can't hire

38:17

more people if I don't have a

38:20

contracts see if we talk about the

38:23

reality of

38:25

Dei nothing is going to change

38:28

as long as you have scared timid weak

38:32

impotent white corporate

38:34

leaders who are unwilling to look their

38:38

friends their country club Pals and

38:42

their family members in the eye and say

38:44

a lot of the that comes out of your

38:46

mouth is

38:47

racist and the fact of the matter is

38:50

America and these companies are not

38:52

going to be able to grow if we are do

38:56

not have diverse initiatives last Point

39:00

charlem man said well he I want di comes

39:03

to vaseline un lever owns them unil

39:07

lever owns a ton of companies unil lever

39:11

owns a ton of companies where we as

39:14

black folks buy products oh hell yes

39:18

unil lever had better have a strong ass

39:20

Dei program and unil lever and Clorox

39:25

and Proctor and Gamble and Apple and all

39:28

of these companies need to be spending

39:30

money with blackowned media need to be

39:32

spending money with black law firms need

39:34

to be spending money with black

39:36

accounting firms need to be spending

39:38

money with black engineering firms need

39:40

to be spending money with

39:41

African-Americans up and down their

39:47

business diversity list not Supplier

39:50

Diversity business

39:52

diversity what we're seeing with the

39:54

attacks of Dei are from frankly scared

39:59

white people who don't want to confront

40:02

systemic racism in Corporate America but

40:05

this is a moment when white

40:08

leadership while you have these lawsuits

40:10

going on has to have the courage to say

40:13

we are going anywhere we going to do

40:16

what Al newarth did and that's say if

40:19

you don't like the fact that we support

40:22

diversity Equity inclusion you white

40:26

critic are more more than happy to leave

40:30

cuz I bet you we're going to be

40:32

successful and finding your

40:34

replacement and a likely will be black

40:37

or person of color fan base is

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pioneering a new era of social media for

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Verwandte Tags
DEIAffirmativeActionCorporateAmericaRacialEquityInclusionDiversityTrainingSystemicRacismCharlamagneThaGodMarkCubanSocialMedia
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