Combating Antiwhite Training

It’s really very crafty. First, they want you to learn the antiwhite terms. Then they try to make you feel comfortable using them!

In the last session of Combating Antiwhitism Training, we focused on typical antiwhite concepts used in what is generally known as “anti-racism training” that many in the Western world are forced to take in the workplace. Biospirit of the West, outreach team leader for the No White Guilt White Wellbeing community, has put together the workshop to counteract this indoctrination training.

West presented section three, Identity and Self-Reflection Exercises, during a recent Seeds of the Shade Tree Twitter/X space. This section usually takes half an hour to an hour, depending on the training. West went through some of the possible exercises in this course, and gave tips on how to protect yourself mentally, as well as how to respond to the trainer and speak to others in the group. Participants are asked to match antiwhite concepts with antiwhite examples.

“These exercises are intended to reinforce those antiwhite words by making you comfortable with using them. It’s to make you comfortable with giving up, as they call it, your ‘privilege’. That’s really getting you to give up what is rightfully yours, what you have earned,” West explained.

The Interactive Glossary Match

If trainers ask you to do an “Interactive Glossary Match”, you will receive a list of key terms, like “Implicit Bias”, Microaggression”, and White Fragility” and a separate list of definitions. Teams work together to correctly pair them. The goal is to “overcome the discomfort of making mistakes and provide a safe space to clarify meanings of emotionally charged or complex words.”

“Now, what is this really about? If you’re being given a list of these antiwhite terms, and you’re supposed to get together with everyone and be all hunky dory about it and matching them up with the definitions, you know already in your head that these are antiwhite. So, if you were in a one-on-one session or small group session, you could just turn to someone and say, ‘You know, this all seems very antiwhite to me. Don’t you think?’ Or you could point out any number of the words, the terminology that we went over last week, and point out things about it that are antiwhite,” West explained.

“If they want you to, say, match the definition of diversity, well what did we say diversity is? Diversity is White erasure, it just means fewer White people. You can say these Meme Curatives either to yourself if you don’t feel comfortable saying that out loud, or you could raise your hand and say something to the instructor, which would then put them in the position of either having to agree with you or double down and be even more antiwhite by having to define it as such.”

Meme Curatives are responses to Meme Pathogens or destructive antiwhite ideas. This is outlined in the book, Go Free, A Guide to Aligning with the Archetype of Westernkind, by Jason Kohne, hierarch of the No White Guilt community. Kohne developed the Go Free method of argumentation to help us “go free” of the Antiwhite Narrative and become empowered against the social morality of antiwhitism.

Categorization by “Level of Racism”

Another exercise that you might come across is categorization by “level of racism”. How it works: Participants are provided cards with specific examples of “racism” (e.g., a discriminatory hiring policy vs. an individual harboring a personal prejudice) and must match them to correct categories like “interpersonal”, institutional”, or “structural racism”. The goal is to help participants shift focus from individual biases to how “racism” operates within larger society systems, West explained.

What they actually want is for you to get rid of any semblance of White wellbeing that you might have within yourself, and to make systemic antiwhitism part of everything you do, West stressed.

“So, this is their goal through doing this, and they are going to give you these types of examples, as it says, a ‘discriminatory hiring policy.’ What is that going to be? It’s not going to be something that we all know actually goes on, which is discriminatory hiring policies towards White people. It’s going to be framed as the White people in these hiring positions are the villains, and the individuals harboring a personal prejudice are going to be White people and they’re going to be the villain,” he said.

In a situation like this, you could raise your hand and ask why all of the people who are categorized as villainous are White, West suggested.

“And you could also say something like ‘it seems to me that there is a lot of antiwhite practices and policies going on, don’t you think?’ There are all sorts of ways that you can frame it that it’s about our victimization, our harm. You don’t have to frame it that it’s about anybody else. It’s about what’s going on with us,” he said.

The Power Mapping Matrix

In the Power Mapping Matrix, attendees match identity terms like “race”, “gender” and “class” to the axes of “privilege” and “marginalization”. Antiwhites say that this is a tactile way to understand intersectionality, demonstrating how power and access operate in compounding ways for different individuals. But West says this sounds like an antiwhite nightmare.

“Any time that you see the word ‘privilege’, this is antiwhites who are working the word salad to get you to feel White guilted enough to give up what is rightfully yours, what is your rightful inheritance from your ancestors and what you should be able to pass down to your progeny,” he said.

“And that’s all it is, it’s just an antiwhite pretext that is intended to harm and victimize White people. There is no such thing as privilege. You either have something or you don’t have something. And the people who don’t have something, are saying that because you have something, they want to take it from you. That’s it in a nutshell,” West declared.

Scenario-Based “Apply the Term”

For the scenario-based “Apply the Term” exercise, facilitators present real-world, localized scenarios (such as workplace promotion disparities or localized housing segregation). Groups must identify which specific anti-racism terminology applies to the situation and discuss how they would address it. Antiwhites say that the goal is moving the workshop from a theoretical vocabulary lesson to “practical, actionable intervention”.

What they’re trying to get people to do is to become antiwhite activists, and to go out into the world and do everything possible to make sure they are being antiwhite enough, West said. For instance, when they point out “localized housing segregation”, antiwhites don’t mention that there are areas in any city or region where certain demographics congregate.

“What we know about this is that if you’re White and you move into a nonwhite area, you are vilified, because you are going to said to be ‘gentrifying’ that neighborhood. And if you are in a mostly White neighborhood and there are nonwhites moving in, and you don’t like that and you leave, then you are accused of ‘White flighting’. So, there is no winning for White people in any of these types of scenarios. We’re always going to be portrayed as the bad guy, and the nonwhites are always going to be portrayed as the poor, helpless people that need you to feel sorry for them,” he said.

“And as far as the workplace promotion disparities go, I guarantee you that they’re not going to be talking about the disparities of how White men are not being hired or promoted based on the years that they’ve put in on their jobs,” West added.

RELFECTION PROMPTS

Just when you thought there couldn’t be more, you may come across something called “Reflection Prompts” in anti-racism workshops. These are designed to help participants “unpack their personal biases, examine systemic privileges, and commit to tangible action”, West explained. Questions generally fall into four core categories: identity exploration, awareness of society structures, confronting discomfort, and actionable accountability, he said.

Identity & Personal History

In “Identity & Personal History” they ask about childhood messages, such as “What memories do you have of what you were taught about human differences growing up?” and “How did your family talk, or not talk, about race and class?” Social Identity Mapping includes questions such as “What are your social identities, and how do they afford you specific privileges or disadvantages in your day-to-day life?”. Your Inner Circle section tells you to “look at your ten closest friends, your favorite media, or the art in your home” and identify what is the racial mix represented, and what this might say about your everyday environment.

“Well, I guarantee you that the people who are White, who have ten close friends who are White, and whose favorite media is what we would call White cultural media, music and entertainment, and if the art in your home is mostly of your family and Western civilization, paintings and such, then you are going to be categorized as being not antiwhite enough. And this is a form of White guilting,” West said.

“People who are not diverse enough in these areas are going to be criticized, and those who are, are going to be lauded. However, if it’s the other way around, if nonwhite people have all nonwhite closest friends, and they like their own media, and they have all African art in their home, for instance, they will be lauded.”

“There is no continuity through this. It’s going to be given over in the Antiwhite Narrative. So, what can you do in a situation like that? Well, you can either tacitly not participate, you can raise your hand and say ‘I don’t know why we’re talking about privilege here, when that doesn’t really exist’, and you can point out the areas in which they’re being antiwhite,” West suggested.

Systems & Structural Awareness

In this section, they may ask how you define “racism” versus “anti-racism”, and to identify “ways you have seen racism manifest in everyday systems like education, health care or the work place.” But in the White Wellbeing community, we know that “racism” is the number one antiwhite slur, West said.

“And anti-racism means that they want you to be antiwhite. So, how could you define that? Well, they want you to again be a good little antiwhite and go out into the world and be antiwhite for them,” he said.

Antiwhites also are not talking about what we see, which is systemic antiwhitism. They want people to be talking about how nonwhites are disadvantaged in education, health care, and the workplace, West stressed.

“And what we know is that in this way of thinking, Whites are expected to be no better than the least capable nonwhite. They’re supposed to be less healthy than the least healthy nonwhite. They’re supposed to be less promoted and less advantaged in the work place than the least capable nonwhite,” he continued.

“And any time that White people are advantaged or do better than nonwhites in education, healthcare outcomes, workplace promotions, then that is termed in this way of thinking to be somehow bad, awful and evil. The outcome that they want is a flat line, they want equality, which is sameness. So, if everyone isn’t getting the exact same outcome, that is what they want to change. They do not want anyone to be able to excel, because then the person ‘left behind’ doesn’t feel good.”

“And they’re also going to be talking about “the other” and they will ask can you think of ways you might have unwittingly made someone feel ‘out’ or ‘the other’ in a group or professional setting. Now, this is again not going to be talking about how we are ‘the other’, how we are barely eight percent of the world population. This is going to be framed in a way that nonwhites are the ‘other’, that women are the ‘other’, that basically everyone except for White men are ‘the other;” West said.

Discomfort & Feedback

Another exercise is called “Discomfort and Feedback, where antiwhites talk about “navigating the unknown” and ask “When did you last feel out of your comfort zone when discussing race or bias?” and “What specific thoughts or fears surfaced during that time?” They will discuss “Handling Critique”, and ask “How do you respond when you receive constructive criticism about a blind spot or a microaggression?” and “Do you take it as an opportunity to grow, or does it affirm your fears?”

“So, as we were talking about last week, when they use these terms like microaggression, this is just another pretext to try to get their way. And microaggression is basically anything that antiwhites don’t like. So, if they’re asking you ‘how do you receive these things’, you probably don’t receive them well. But they want to condition you into doing is to accept these things. They want you to accept the antiwhitism,” he said.

Action & Accountability

Antiwhites may ask you to think of a time when you saw unfairness or bias but didn’t speak up. They will also ask, “If anti-racism is an action rather than a fixed state, what ongoing steps will you take to incorporate anti-racist habits into your daily personal or professional roles?” Again, this is about getting people to be foot soldiers for antiwhitism, West stressed.

“And they’re not talking about having you speak up when you see antiwhitism, when you see White erasure, when you see White people being victimized. Though it would be very interesting to share that in this kind of scenario, and see what kind of reaction you might get. It might not be a safe thing to do, but it would be interesting to see if they would accept your experience or if they would double down and tell you White people can’t have those kinds of experiences,” West remarked.

PRIVILEGE WALK

So that’s basically it for the reflection prompts, West said. But wait, there’s more. He also told listeners about a “pretty horrific” exercise antiwhite trainers do, called the “privilege walk”.

“I had never heard of that before so I looked it up today, and they will put everybody in a line in the room, and everyone is supposed to keep their eyes closed, and they ask you a litany of questions. They’ll say, for instance, ‘if your family or you ever inherited money or property, step forward’. And then they’ll say ‘if there were times in your life where you skipped a meal because there was no food in the house, step backwards’. ‘If you rely or have relied primarily on public transportation, step backwards’”.

When all the questions have been asked, everyone opens their eyes and supposedly sees some kind of disparity, where some people get more than others, or have it harder than other people. It all sounds “rather dreadful”, West said, and we should be aware that this is happening.

MEME CURATIVES

And finally, West recommended Kohne’s book, and also shared more Meme Curatives used in the Go Free community.

“The reason these Meme Curatives are so important is because it gives you the comeback, the response that’s necessary when you are confronting and challenging these types of antiwhite situations. So, let’s use diversity as an example. If someone is going to be bringing up diversity as a good thing in this situation, then some of our meme curatives about this is ‘diversity just means fewer White people, diversity means White erasure, diversity means conflict’. Those are things you can always have in your mind, and that is basically what we do as a community, as a group, as the Outreach Team.”

To hear recordings of Seeds of the Shade Tree, visit the YouTube channel @Dan712.