Brand New Leaked Documents Reveal Disney Subjected Employees To Nightmare Anti-American Training

It seems the Walt Disney company is not at all concerned about the phrase “go woke, go broke,” despite the fact we’ve actually witnessed this principle in action when big corporations attempt to implement a super hard left agenda and get smacked back into place by the uproar they cause.

According to a report from Western Journal, Disney is now embarking upon a “diversity and inclusion” program that is entitled “Reimagine Tomorrow,” which requires all of its employees to participate in training sessions concerning the topic of systemic racism, white privilege, white fragility, white saviors, and much more.

To the shock of probably no one, the new program has many employees very worried about the direction of the company.

The City Journal’s Christopher F. Rufo recently obtained a series of “whistleblower documents” related to this initiative and spoke to numerous Disney employees. For obvious reasons, the employees agreed to speak with him on the condition of anonymity.

“The employees agree that the “Reimagine Tomorrow’ program has become deeply politicized and engulfed parts of the company in racial conflict,” Rufo went on to write.

The whole program is built around a phrase that we’ve been hearing more and more about ever since the radical left went over the edge of lunacy with the subject of race. That phrase? Critical race theory.

The “antiracism” program consists of a series of modules, according to Rufo. The first is called “Allyship for Race Consciousness,” which “tells employees that they must ‘take ownership of educating [themselves] about structural anti-Black racism’ and that they should ‘not rely on [their] Black colleagues to educate [them],’ because it is ’emotionally taxing.’”

This theory, rooted in Marxism, says that the United States has a “long history of systemic racism and transphobia” and that what white employees need to “work through feelings of guilt, shame, and defensiveness to understand what is beneath them and what needs to be healed.”

Disney suggests that these employees solve the problem by “challeng[ing] colorblind ideologies and rhetoric” such as “All Lives Matter” and “I don’t see color”; they should “listen with empathy [to] Black colleagues” and “not question or debate Black colleagues’ lived experience.”

Another module, according to Rufo, is called “What Can I Do About Racism?” Employee are told to reject “equality” which merely means “equal treatment and access to opportunities.” Rather, they should aim for “equity,” which means “the equality of outcome.”

The company asks employees to “reflect” on our “racist infrastructure” and “think carefully about whether or not your wealth, income, treatment by the criminal justice system, employment, access to housing, health care, political power, and education might be different if you were of a different race.”

There is a second program that Disney has created with the help of the YWCA that is called the “21-Day Racial Equity and Social Justice Challenge.” This program begins with the assumption that all employees have “been raised in a society that elevates white culture over others.”

“Participants then learn about their ‘white privilege’ and are asked to fill out a white privilege ‘checklist,’ with options including: ‘I am white,’ ‘I am heterosexual,’ ‘;I am a man,'[ ‘I still identity as the gender I was born in,’ ‘I have never been raped,’ ‘I don’t rely on public transportation,’ and ‘I have never been called a terrorist,’” Rufo says.

According to Rufo, there is an exercise the company’s employees must complete to find out if they suffer from “white fragility.” And it’s likely the test is geared toward making sure almost everyone finds out that they do.

For example, statements like “I am a good person, I can’t be racist….I was taught to treat everyone the same,” are now viewed as being “evidence of the participant’s internalized racism and white fragility.”

“Finally, at the conclusion of the 21-day challenge, participants are told that they must learn how to ‘pivot’ from ‘white dominant culture’ to ‘something different.’ … Competition, power hoarding, comfort with predominantly white leadership, individualism, timeliness, and comprehensiveness are white dominant values that perpetuate white supremacy culture—and must be rejected,” Rufo adds.

It gets worse. The recommended reading material, according to Rufo, tells employees to support defunding the police, to “participate in reparations,” to “decolonize your bookshelf,” to “donate to anti-white supremacy work such as your local Black Lives Matter Chapter,” and not to “gentrify neighborhoods.”

Welcome to the insanity of a Marxist culture, folks. Where being taught not to judge a person by the color of their skin and treat all people the same is considered racist.

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