Last month, the City of Seattle’s Office of Civil Rights sent an email inviting “white City employees” to attend a training session on “Interrupting Internalized Racial Superiority and Whiteness,” a program designed to help white workers examine their “complicity in the system of white supremacy” and “interrupt racism in ways that are accountable to Black, Indigenous and People of Color.” Hoping to learn more, I submitted a public records request for all documentation related to the training. The results are disturbing.
At the beginning of the session, the trainers explain that white people have internalized a sense of racial superiority, which has made them unable to access their “humanity” and caused “harm and violence” to people of color. The trainers claim that “individualism,” “perfectionism,” “intellectualization,” and “objectivity” are all vestiges of this internalized racial oppression and must be abandoned in favor of social-justice principles. In conceptual terms, the city frames the discussion around the idea that black Americans are reducible to the essential quality of “blackness” and white Americans are reducible to the essential quality of “whiteness”—that is, the new metaphysics of good and evil.
Once the diversity trainers have established this basic conceptual framework, they encourage white employees to “practice self-talk that affirms [their] complicity in racism” and work on “undoing [their] own whiteness.” As part of this process, white employees must abandon their “white normative behavior” and learn to let go of their “comfort,” “physical safety,” “social status,” and “relationships with some other white people.” As writer James Lindsay has pointed out, this is not the language of human resources; it is the language of cult programming—persuading members they are defective in some predefined manner, exploiting their emotional vulnerabilities, and isolating them from previous relationships.
It’s important to point out that this “interrupting whiteness” training is not an anomaly. In recent years, nearly every department of Seattle city government has been recruited into the ideological fight against “white supremacy.” As I have documented, the city’s homelessness agency hosted a conference on how to “decolonize [their] collective work”; the school system released a curriculum explaining that “math is a tool for oppression”; and the city-owned power company hired a team of bureaucrats to fight “structural racism” within their organization. Dozens of private companies now offer diversity training to public agencies. The idea that all whites have unconscious, “implicit bias” that they must vigilantly program themselves to overcome has become an article of faith across corporate boardrooms, academia, and law-enforcement agencies, even though the premise is unscientific and impossible to verify.