patrick.net

December 3, 2025, 2:05 pm ET

An a cappella group at Kent State University in Ohio allegedly banned white students from auditioning for certain solos and disciplined a longtime member for questioning the race-based policy.

Emails obtained by Campus Reform display how Vocal Intensity A Cappella limited certain solos to “people of color,” claiming white students would be engaging in “cultural appropriation” if they were to perform them.

Mark Phillips, a three-year member and the a cappella group’s beatboxer, contacted a board member to inquire about how the exclusion of white students aligned with Kent State’s anti-discrimination policies. Phillips suggested the limitation seemed “at odds with equal opportunity” in his message to the executive board.

“I fully respect concerns about authenticity, but I also believe that whoever gives the strongest performance should be given the chance,” he wrote. “Art, music, and culture are meant to be shared and celebrated, not gatekept.”

In response, the board accused him of violating the university’s anti-discrimination policy, placed him on probation, and scheduled a disciplinary hearing requiring him to “plead his case” before the entire group.

The board later reaffirmed its position, confirming that the solos would remain restricted to black students unless overturned by a vote.

According to the group’s constitution, discrimination is prohibited on the basis of race, and Kent State University’s policy also bans racial discrimination and specifically retaliation against students who challenge it.

Ohio Gov. Mike DeWine signed the Advance Ohio Higher Education Act earlier this year, restricting Diversity, Equity and Inclusion (DEI) practices across public universities. The anti-DEI bill explicitly prohibits race-based advantages, and to “provide [students] equality of opportunity, with regard to those individuals’ race,” as stated in Senate Bill 1.

While university guidelines prohibit discrimination, the board prepared a process that included a closed board hearing, potential permanent removal, and even a potential several months-long suspension.

Phillips ultimately resigned, calling the process a “performative ambush designed as a hearing.”

In his resignation letter, Phillips wrote: “I argued for equal treatment. The eagerness to twist my words shows a lack of honesty and critical thought. Denying opportunities based on skin color is discrimination by definition.”

He says he was punished, not for misconduct, but for opposing the discriminatory behavior.

“My only crime was advocating for equality for everyone, regardless of skin color. I raised a valid concern, discussed the definition of discrimination and held a mirror up to what they were doing. In their eyes, anti-white discrimination is okay, but challenging that precedent isn’t,” Phillips told Campus Reform.

“What I really want is for people to bring common sense back and stop pretending that people of color are oppressed in this country. I want people to realize that we are meant to celebrate what we have in common instead of dividing and fighting over our differences,” Phillips said.

I have a brother who actually said he doesn’t care if whites die out. Fuck him. I will not ever have anything to do with him or anyone else who says that.

The U.S. Department of Justice (DOJ) has announced that its Civil Rights Division has filed a federal lawsuit against Minneapolis Public Schools (MPS) for racially discriminating against teachers employed in the system.

The DOJ is alleging that the district’s collective bargaining agreement unlawfully gives preferential treatment to teachers based on race, color, national origin, or sex.

The lawsuit was filed in the U.S. District Court for the District of Minnesota.

It challenges provisions negotiated between MPS and the teachers’ union, arguing that the district uses categories such as “underrepresented population” to grant certain employees protections during layoffs, involuntary reassignments, and reinstatement decisions that are not available to others.

According to the DOJ’s complaint, this system effectively grants special protections to teachers who fall within designated demographic groups, while disadvantaging those who do not. ...

MPS has openly set racial hiring targets as part of its DEI initiatives, seeking to raise the proportion of staff who identify as “Black, Indigenous, and People of Color” (BIPOC) to at least 40 percent by 2026.

The district is requiring at least 54.3 percent of new teacher hires in 2026–2027 to identify as BIPOC. ...

Assistant Attorney General Harmeet K. Dhillon added that federal law is unequivocal.

“Employers may not provide more favorable terms and conditions of employment based on an employee’s race and sex,” she said.

“The Department of Justice will vigorously pursue employers who deny their employees equal opportunities and benefits by classifying and limiting them based on their race, color, national origin, or sex.”

Glock-n-Load says

I have a brother who actually said he doesn’t care if whites die out. Fuck him. I will not ever have anything to do with him or anyone else who says that.

Don't give up on him. Keep talking, please.

Ostracism is a tool of the left.

December 18, 2025

More Industries Snub White Male Applicants

The boys are rebelling against a culture that labels them the problem, destroys their heroes, and demands that they stop being men, all because of the color of their skin...

Jacob Savage, a Millennial white American man, has written an extremely well-researched article for Compact that has deservedly garnered attention, discussing what he calls the “lost generation.” He wrote that he noticed that doors seemed to close everywhere all at once for men his age: “In 2011, the year I moved to Los Angeles, white men were 48 percent of lower-level TV writers; by 2024, they accounted for just 11.9 percent. The Atlantic’s editorial staff went from 53 percent male and 89 percent white in 2013 to 36 percent male and 66 percent white in 2024. White men fell from 39 percent of tenure-track positions in the humanities at Harvard in 2014 to 18 percent in 2023.”

Over the next three years, Ethan applied to dozens more positions, including at UC Berkeley and UC Irvine. As elsewhere, the UC schools required DEI statements, in which prospective faculty were asked to detail “future plans to advance diversity, equity and inclusion.” Ethan had to write dozens of these statements in the course of his job search. But the UCs took it a step further. Under an $8.5 million state program called “Advancing Faculty Diversity,” UC administrators used DEI statements as a “first cut” to winnow down applicant pools before faculty were even allowed to consider candidates.

I've often written about the ideological dangers of DEI, alphabet ideology, and Critical Theory, but I haven't considered enough the fact that younger people—especially white, heterosexual men—are now being denied opportunities en masse because of their immutable characteristics. What was a fringe problem as I moved up in the world is now the dominant fact of life for millions of younger men, and will even be more so for the kids who are being educated in schools and universities that are populated by the DEI-obsessed.

Compact magazine has an excellent piece written by a millennial about how DEI has dominated his life and his attempt to build a career, and all I could think of is that his experiences tell us much about why there are Groypers who have become nihilists.

Trump administration encourages white men to file workplace discrimination claims

President Donald Trump’s administration is encouraging white men to file workplace discrimination claims – the latest salvo in its campaign to mothball diversity, equity and inclusion (DEI) initiatives.

“Are you a white male who’s experienced discrimination at work based on your race or sex?” the acting chair of the Equal Employment Opportunity Commission, Andrea Lucas, wrote on X this week.“You may have a claim to recover money under federal civil rights laws,” she wrote.

“The EEOC is committed to identifying, attacking, and eliminating ALL race and sex discrimination – including against white male employees and applicants.”

The EEOC is a federal agency created under the Civil Rights Act of 1964 to tackle sexism and racism in the workplace. The wider law sought to combat segregation of Black Americans.

But since returning to the White House in January, Trump has sought to dismantle DEI programs across the federal government and threatened companies that practice such policies, saying they hurt America’s white majority.

I want to break the impression that Affirmative Action/DEI began in 2014 or is limited to school admissions and a handful of infamously left-wing fields. Here are some excerpts from chapter 4 of the 1992 book "Paved With Good Intentions." First, firefighting.

Mr. Gatt was eligible to take the test in 1982, a year when the department was under
court order to hire minorities. No discrimination had been proven, but the department
did not have enough minorities. Seven thousand people signed up for the written test,
and thirty-five hundred actually took it. The department had made a strong effort to
advertise the test to minorities. It managed to sign up good number of blacks, but
only a reported 20 percent of them showed up for the test. The department knew it
had a problem as soon as the tests were graded: Not enough blacks had passed. The
department dropped the passing score from 70 to 60, crossed its fingers, and gave the
physical test. Theoretically, if most of the whites who had passed the written test failed
the physical test, while most of the blacks passed, the department might have had
enough minorities to satisfy the court.

It did not work out that way. Once the scores were combined, if the department had
worked its way down the list to get the two hundred people it needed, it would have
ended up with far too many whites. Of the fifteen hundred people who passed both
tests, Mr. Gatt was number forty-three. He would have gotten a job. The department
showed the results to the court. It pointed out that it was not the department's fault if
blacks did not show up for the test, or failed it if they took it. The court did not care. It
wanted more blacks on the force.

The department swallowed hard and threw out the results of the written test. It ended
the practice of hiring firemen for both brains and brawn, and decided to hire on brawn
alone. It made a ranking of 190 men based only on the physical test. Mr. Gatt was still
on that list, but he had dropped from forty-third to ninety-fifth. He still had a chance.
The department finally hired only thirty-nine men, and two thirds of these were
minorities. Even on the list of brawn alone, it was only the whites who were hired
strictly according to rank order. The department picked blacks who ranked lower than
whites in order to get enough minorities. The department stopped far short of hiring
the number of men it needed because the process had become so politicized and
unsuitable.

Mr. Gatt did not get a job. He has since taken the test again. He has continued to be
passed over so the department could hire minorities. He has never achieved his
childhood ambition, to work for the San Francisco Fire Department. Mr. Gatt, like
many whites who have been pushed aside in the name of affirmative action, is bitter. "T
don't care who gets the job," he says, 'so long as he's chosen fairly. They made a
mockery of the test -they just hired the people they wanted."

Last week, Google and Verizon reportedly found themselves “among a list of companies that have received Justice Department demands for documents and information about their workplace programs.” Lawyers quoted by the Journal fretted that it was unusual to use antifraud law to pursue “hot-button conservative policy objectives.”




Translation: this leverage used to be aimed only in one direction.

“But now,” the Journal said, “the Justice Department is embracing the theory that holding a federal contract while still considering diversity when hiring is, in effect, fraud against the government that entitles it to recoup potentially millions of dollars.”

It’s had a bracing effect on the federal contracting community. One employment lawyer said, “companies have been closely re-evaluating their workplace policies in light of the federal government’s stance.” I bet they have. Super closely.

Democrats are now wailing that the federal government is “dictating” private companies’ personnel policies. What business is it of Washington, they ask, if corporations prefer certain races, genders, or sexual identities over straight white males?

The irony, of course, is exquisite.

The anti-discrimination laws already exist—largely thanks to Democrats themselves. They simply never imagined those laws would be enforced neutrally, to prohibit discrimination against unfashionable groups. “Reverse racism,” when you strip away the euphemism, is just racism with better PR.




If you take money from the federal government and sign a contract agreeing you won’t discriminate against any race, gender, or sexual “identity,” then you must live with the contract’s terms. Nobody forced you to sign it.