Combating Antiwhite Training

We’ve passed the halfway mark, and now it’s roleplay time. But don’t believe the antiwhites when they make you out to be the bad guy.

Session five of Combating Antiwhite Training, lasting about 30-60 minutes, features interactive scenarios designed to vilify you, and tips on how to fight back. The eight-part workshop was put together by Biospirit of the West of the No White Guilt community, to combat what is known as “anti-racism training” that many are forced to take in the workplace.

During a recent Seeds of the Shade Tree Twitter/X space, West outlined the theoretical examples that antiwhites imagine happen every day in real life. Example one would be an employee making a stereotypical joke during a meeting, with antiwhites then addressing impact verses intent, the appropriate intervention, and manager responsibilities.

“If the ‘bad employee’ in example one is White, you can ask why the stereotypic person is portrayed as White,” West said. “And if the ‘victim’ and ‘resolver’” are nonwhite, you can again ask why the victim and the hero are shown as nonwhite. Because they’re always going to be coming at you from the antiwhite narrative.”

Antiwhite narrative is one of the six key concepts in the Go Free method of argumentation, developed by Jason Kohne of No White Guilt. The lexicon is outlined in his book, Go Free, A Guide to Aligning with the Archetype of Westernkind.

Another example antiwhites might use for roleplay is a scenario where a qualified employee feels excluded from leadership opportunities. Antiwhites will then discuss structural barriers, mentorship inequities, and inclusion practices.

If the “qualified employee” is portrayed as nonwhite and the “leadership” as White, you can ask why the Whites are portrayed as the villain in the story. You also can question if the “structural barriers” (always for nonwhites) are simply Western norms and standards for promotion, West suggested.

“Mentorship inequities” implies intentional unfairness and exclusion. But antiwhites may leave out that the person simply is not a good candidate for the position, West noted. “Inclusion practices” imply that nonwhites/antiwhites are being intentionally excluded from something they “deserve”, while in reality there are only so many seats at the table. If nonwhites/antiwhites are “included”, then Whites (primarily White men) must be intentionally excluded.

West pointed out a popular meme in the No White Guilt community which states that “For every diversity selection there is a diversity rejection.” If you are in a workplace situation where standards are lowered to accommodate inability to meet them, such as firefighting, remember this meme, he said.

“They had Western norms and standards for firefighters for generations. Many men could not make the cut to become a firefighter. Then women wanted to become firefighters, and they could not pass the rigorous, strenuous physical standards that had to be met to become a firefighter. So, what did they do? They lowered the standards. And now you have people who are firefighters who can’t actually rescue you,” West said.

“They found that certain groups of people couldn’t cut it to be pilots. They found that certain groups of people couldn’t cut it to be doctors. And what did they do? They lowered the standards. They got rid of our Western norms and standards for what you need to be able to do in order to fill these positions.”

“This is what they are doing to further White erase our norms and standards. And this little section that they would do here is to reinforce all that and further our White guilt along those lines,” West said.

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