Combating Antiwhite Training

You’ve reached the homestretch!

Yes, you have actually made it to the last session of that dreaded “anti-racism training” your employer forced you to take. And now they’re asking questions like, “What challenged you today?” “What will you do differently?” and “What is one takeaway you are leaving with?” But armed with Go Free, you can stand up to anything they may say.

The antiwhite trainers will be fully expecting compliance and obedience to antiwhitism, said Biospirit of the West of the No White Guilt community.

“They want to hear that Whites are humiliate and shamed”, said West. “This is their expectation from asking what challenged you today. They want to illicit promises of antiwhite behavior and victimization of Whites in favor of nonwhites and antiwhites, and make sure that Western norms and standards are forsaken. This is what they want from asking ‘what will you do differently?’”

“They want to hear you grovel and admit you are entirely White guilted. This is what they’re doing when they ask ‘what is one takeaway you are leaving with?’ Don’t give them the satisfaction. Say that your one takeaway is that the training is very antiwhite!”

West put together “Combating Antiwhitism Training” to counteract what is generally known as “anti-racism” training, which is being inflicted on our people all over the Western world. He recently presented the eighth and final installment of the workshop during a Seeds of the Shade Tree Twitter/X space. The workshop uses the Go Free dialectic developed by Jason Kohne, which helps us “go free” of antiwhitism.

Typical Workshop Materials

If you were taking an anti-racism training, this would be about a 10 to 15-minute section of the course. Typically, these workshops deal in very normal materials, West explained, so the facilitator will have a slide deck, speaker notes, poll questions, case studies, videos and handouts. Participants will get a work book, a reflection journal, a resource list, and an action plan template.

These all sound like pretty normal things, West said, but you will be inundated with antiwhite images on the screen, and given materials expected to convince you that “racism” exists everywhere. But just remember that “anti-racism” is antiwhite, he stressed.

“’Racism’ is an antiwhite slur. Resist the temptation to get into arguments over case studies, data, statistics and the like. You can never win on the facts, because antiwhites are not interested in what is true or actual reality. They’re pedaling a narrative, the Antiwhite Narrative. It’s a story, in which every Westman is the eternal villain, and every nonwhite is the hero,” West said.

Common Facilitation Style

Facilitators typically aim for emotionally safe discussion, interactive participation, self-reflection over debate, empathy building and nonjudgmental tone. So, antiwhite obedience trainings rely on emotionality rather than reason, logic and evidence. Consequently, you must counter their emotional appeals with equal or greater emotional appeals, he explained.

Some questions you could pose would be asking “What about the White children?” and “Doesn’t that harm White people?” You could also ask, “How is that good for my family and people?”

“An antiwhite does not want you to be able to make your case using their self-reflection over debate style. You will be discouraged from using reason, logic and evidence and encouraged to “emote and feel”. putting yourself in the nonwhite’s place but never the reverse. Empathy and non-judgment are only reserved for those who are towing the antiwhite line. If you go off the antiwhite narrative script, you will be harshly judged and scorned,” West said.

Typical Organizational Goals

If you are in an employer/employee setting, employers commonly implement these types of workshops in order to improve employee belonging, reduce harassment discrimination complaints, improve retention and morale, demonstrate DEI commitment, reduce legal and reputational risk, and improve collaboration and innovation.

“While your employer may state these as goals, note the inherent antiwhitism involved. ‘Belonging’ is only needed by those who do not fit into Western norms and standards. ‘Harassment and discrimination’ complaining is an antiwhite tactic which has paid off for generations in more and more resources and benefits accruing to nonwhites and antiwhites,” West explained.

“The only retention and morale improvement considered worthy is that of nonwhites and antiwhites. The wellbeing of Whites is never seen as worthy of improvement. A desire for a commitment of DEI is a desire for White erasure and more victimization of Whites. The only legal and reputational issues they are interested are complying with and furthering antiwhite ones. The collaboration and innovation they wish to foster is all antiwhite and designed to harm Westernkind,” he said.

Common Criticisms of Anti-Racism Workshops

Some employees and commentators criticize certain workshops for over generalization, political framing, excessive focus on guilt and shaming, mandatory ideological conformity, insufficient viewpoint diversity, and lack of measurable outcomes.

As a result, many organizations now shift toward using terms such as “belonging”, “workplace respect”, “inclusive leadership”, and “bias awareness”, rather than overtly ideological frameworks.

“Now, let’s note that these changes are only semantic. When antiwhites find one of their words is no longer working, like DEI is currently in disfavor, they simply change the wording. They then continue on demanding more and more antiwhite obedience to the antiwhite narrative,” West explained.

Typical Best Practices

Experts often recommend workshops that focus on behaviors rather than blame, encourage open discussion, and avoid collective guilt, West continued. They also focus on using evidence-based methods, including measurable outcomes, integrating with broader organizational culture efforts, and applying standards consistently to all employees.

“While this may all sound nice and give you hope that antiwhitism is on the wane, it is not. If they are focusing blame on Whites, then they will focus on the behaviors of Whites as not being antiwhite enough. They will encourage ‘open discussion’ but shut you down as soon as you ask about White wellbeing,” he said.

“They will say they are avoiding collective guilt, but the workshop will be all about guilting Whites into giving up our inheritance. They will say their ‘findings are based on evidence’, but as we have stated, there is no winning a rational argument with antiwhites based on ‘facts’. As soon as you bring up and evidence- based finding, it will be countered with an antiwhite one.”

“The measurable outcome antiwhites want is White erasure. Period. That’s it. Their so-called integration is just more effort at inflicting antiwhitism on employees. They may say they will apply standards consistently to all employees, but once you insist on White wellbeing, the consistency will evaporate,” he declared.

Kohne’s Closing Comments

“This final segment really put a diamond on the top of this magnificent piece of jewelry,” Kohne remarked. “What a splendid thing that West did with this. So much brilliance shared here.”

“When West mentioned the reflection journal, think about how insidious this is. These are psychotic antiwhite demons. And they’re going to give you a reflection journal. ‘Sit down there, White man, and write how awful you are. Reflect in all the ways that you don’t deserve to exist, you don’t deserve to be paid well, you don’t deserve to have a good job, a wife and children. You don’t deserve a future.”

“Asking these questions like ‘what challenged you” and “what was your takeaway’, and then West said perfectly to say to these people ‘what I learned is that this training is wildly antiwhite’. You can say, ‘I’m surprised that this company would have something so antiwhite, so anti a group of people, that we would be forced to go into this environment’”, Kohne said.

Resist arguing the “facts” was another significant point in West’s workshop, Kohne added.

“If you’re only going to be able to take away a few of the real lessons from combating antiwhite obedience training, it’s resist the ‘facts’. And we put ‘facts’ in quotes. They are not arguing facts, as West said perfectly. They are arguing the antiwhite narrative, which is fiction. And when it’s not in 100 percent fiction, it’s fictionalized reality, and therefore can be colored and morphed and changed at any moment in a conversation,” Kohne stressed.

“As West is pointing out, we talk about emotions, we talk about the White family. How is this going to benefit White families? Count the ways of how it harms White children. Count the ways in which it harms the White employees or the White students at said university. Count the ways in which it engenders notions in nonwhite pupils or co-workers that White people are evil incarnate, and then we have to prove to them that we’re not. And how that harms White people.”

And don’t underestimate the strength of that word “belonging”, Kohne stressed. While many are championing the “defeat of DEI”, Kohne calls this an “artificial hallow mirage victory”, because antiwhites can just change the name and continue using the same tactics.

“I think ‘belonging’ is going to be one of the big words for antiwhitism in these antiwhite obedience trainings moving forward. And I think a lot of the recruiting efforts for both universities and workforce is going to be using ‘belonging’ and ‘participating’ and all of this sort of feel-good terminology. Antiwhites do this all the time. They’ll take, for example, the word lifestyle, and then lifestyle becomes whatever degeneracy they had in mind,” said Kohne.

To hear recordings of Seeds of the Shade Tree, visit @Dan@712 on YouTube. And for more information about No White Guilt, visit www.TheFoundationforWhiteWellbeing.org.