Lockheed Martin Makes Male Employees Atone For Their Whiteness

Another corporation is attempting to atone for its white male leadership.

Christopher Rufo reported Wednesday that the Lockheed Martin Corporation, the nation’s largest defense contractor, has conducted its own version of the flawed racial diversity training running rampant amongst corporations.

Similar to Disney’s approach, their focus is on shaming their employees and board members for being white while hiding it under the guise to “awaken together” and atone for their “white male privilege.”

Last year, the Zoom meeting was held, hosting 13 employees, including Aaron Huckaby, director of global supply chain operations. Retired Air Force Lieutenant Colonel David Starr, director of the Hercules C-130 military transport program; retired Air Force Lieutenant General Bruce Litchfield, vice president of sustainment operations; and Glenn Woods, vice president of production for the Air Force’s $1.7 trillion F-35 fighter jet program were also present.

Lockheed sought out the diversity-consulting firm White Men As Full Diversity Partners — comprising of Jim Morris, Mark Havens, and Michael Welp — to conduct the training, the purpose of the session providing a benefit for white men who embrace the diversity and inclusion philosophy.

The diversity trainers led a “free association” exercise, beginning by asking the Lockheed employees to list connotations for the term “white men.” The trainers wrote down “old,” “racist,” “privileged,” “anti-women,” “angry,” “Aryan Nation,” “KKK,” “Founding fathers,” “guns,” “guilty,” and “can’t jump.”

The participants said these perceptions have led to “assumptions about white men and diversity,” with many employees believing that white men “don’t care about diversity,” “have a classical perspective on history and colonialism,” and “don’t want to give away our power.”

The training covers a plethora of topics and probes deep while having the participants complete a prompt about “what’s in it for white men,” having them list benefits such as: “I won’t get replaced by someone who is a better full diversity partner,” “[I will] improve the brand, image, reputation of white men,” and “I [will] have less nagging sense of guilt that I am the problem.”

The extensive training focuses on breaking the white male persona down and rebuilding it in a manner that isn’t offensive to women and minorities. Rufo reported that they call it the “hearts and minds” portion of the session: deconstructing employees’ “white male privilege” through a series of “privilege statements,” then work on rebuilding their identities as “agent[s] of change.”

This eerily resembles the American military boot camp approach of breaking down a person until they are ready to comply with and execute all orders without question quickly.

If you will remember, Disney’s privilege list included 97 statements that made one a privileged individual; Lockheed’s list totaled 156 “white privilege statements,” “male privilege statements,” and “heterosexual privilege statements” to read and discuss. They include: “My culture teaches me to minimize the perspectives and powers of people of other races”; “I can commit acts of terrorism, violence or crime and not have it attributed to my race”; “My earning potential is 15-33% higher than a woman’s”; “My reproductive organs are not seen as the property of other men, the government, and/or even strangers because of my gender”; “I am not asked to think about why I am straight”; “I can have friendships with or work around children without being accused of recruiting or molesting them.”

The last part of the training involved a series of “I’m tired” statements from fictitious women and racial minorities. The statements included: “I’m tired of being Black”; “I’m tired of you making more money than me”; “I’m tired of people disparaging our campaigns (like Black Lives Matter)”; “I’m tired of Black boys/girls being murdered”; “I’m tired of people thinking they’re smarter and more qualified than me”; “I’m tired of hearing about how we need a wall at the southern borders but not on the northern borders”; “I’m tired of the desire or comment to remove race—the concept that we should be ‘colorblind.’ ”

White Men As Full Diversity Partners has a track record for this controversial, seemingly communist approach, having conducted similar training for the Sandia National Laboratories last year. That lead to then-President Trump issuing Executive Order 13950, banning racial stereotyping, scapegoating, and discrimination in federal diversity programs.

The ban was short-lived, as Biden canceled the Executive Order his first day in office.

 

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