A Massachusetts hospital has implemented a policy that would conceivably deny care for a person accused of microaggressions such as words that are “hostile” or “vulgar,” a refusal to see a staff member based on stating any opposition to their claimed gender, or the prospective patient’s “body language and tone of voice.”
In a <a href="https://grabien.com/story.php?id=456071&amp;utm_source=cliplist&amp;utm_medium=email&amp;utm_campaign=cliplist20240118&amp;utm_content=story456071" target="_blank" rel="noopener">video</a>, Dr. Peter Smulowitz, the Chief Medical Officer at Milford Regional Medical Center, which has 149 beds, stated the hospital’s current policy.
“Milford Regional Medical Center is committed to providing exceptional health care services to our community with dignity, compassion and respect,” he asserted. “Everyone should expect a safe, caring and inclusive environment in all our spaces. Our patient and visitor code of conduct helps us meet this goal. Words or actions that are disrespectful, racist, discriminatory, hostile or harassing are not welcome and will not be tolerated.”
“Examples of these include offensive comments about others&#8217; race, ethnicity, accent, religion, gender, sexual orientation or other personal traits, refusal to see a clinician or other staff member based on these personal traits, aggressive or intimidating behavior, physical or verbal threats and assaults, sexual or vulgar words or actions, and disrupting another patient&#8217;s care or experience,” he continued. “Please recognize that body language and tone of voice are also important parts of communication.”
“If we believe you have violated our code with unwelcome words or actions, you will be given a chance to explain your point of view,” he cautioned. “We will always carefully consider your response before we make any decisions about future care at Milford Regional. Know that we also have a similar code of conduct in place for our staff and providers. To review the full patient and visitor code of conduct, visit our website.”
<a href="https://onelink.to/dwapp" target="_blank" rel="noopener noreferrer" aria-describedby="sk-tooltip-9096" data-saferedirecturl="https://www.google.com/url?q=https://onelink.to/dwapp&amp;source=gmail&amp;ust=1700760801843000&amp;usg=AOvVaw2PQrVSrJfhxNb4LcARqniG">CLICK HERE TO GET THE DAILYWIRE+ APP</a>
He concluded by noting the hospital’s commitment to “inclusion,” saying, “We look forward to continuing to serve our community and trust that this code of conduct clarifies expectations and reinforces our commitment to a safe, caring and inclusive environment for all.”

Germ-Fighting Robots Take Over Local Hospital

MA Hospital Might Deny Patients Care If They’re Accused Of Microaggressions

hospital

Massachusetts

Microaggressions

Transgender

A professor who lost his job after saying a document about microaggresions was “garbage” can sue his former employer, a federal judge has ruled.
The College Fix <a href="https://www.thecollegefix.com/professor-fired-for-calling-microaggressions-garbage-can-sue-judge-rules/">reported</a> that University of North Texas (UNT) professor Nathaniel Hiers was fired in 2019 after he referred to a handout about microagressions as trash. “Don’t leave garbage lying around,” Heirs reportedly wrote anonymously on a chalkboard near the handout. Later, the chair of the university’s math department asked who had written the message. At that time, Hiers came forward to say that he had written the criticism.
When it came time to decide whether to renew Hiers’ contract for the spring semester, UNT math department Chair Ralf Schmidt told Heirs he would not be kept on staff because of that specific incident.
“My decision not to continue your employment in the spring semester was based on your actions in the grad lounge on 11/26 [2019], and your subsequent response,” Schmidt told Hiers in an email, according to the latter’s <a href="https://adflegal.org/sites/default/files/2020-04/Hiers%20v.%20The%20Board%20of%20Regents%20of%20the%20University%20of%20North%20Texas%20System%20-%20Complaint.pdf">lawsuit</a>. “In our conversation you characterized the flyers that upset you as political statements. I looked at them in detail, and they are anything but. Every example of a microaggression listed there makes very much sense, and I am disappointed about your general dismissal of these issues and that you failed to put yourself in the shoes of people who are affected by such comments.”
“I also think that leaving behind a chalkboard message like you did is not a benign thing to do. Think about how people who see this might react. They don’t know who wrote this; it might be a faculty member, grad student or anyone else. The implicit message is, ‘Don’t you dare bringing [sic] up nonsense like microaggressions, or else.’ This is upsetting, and can even be perceived as threatening,” Schmidt claimed. “Finally, I was disappointed at your response during our conversation. Everyone makes mistakes, and I’m all for forgiveness if actions are followed by honest regret. But you very much defended your actions, and stated clearly that you are not interested in any kind of diversity training.”
Schmidt added that, in his opinion, Hiers’ “actions and response are not compatible with the values of this department,” so he declined to renew the professor’s employment.
Heirs filed a lawsuit against the university shortly after, which the university tried to have dismissed, claiming Hiers’ message somehow did not constitute protected speech.
But Judge Sean Jordan recently <a href="https://storage.courtlistener.com/recap/gov.uscourts.txed.197035/gov.uscourts.txed.197035.55.0.pdf">ruled</a> that Hiers’ lawsuit could move forward, and that he could continue to personally sue Schmidt and another professor involved in the decision not to renew his contract. Jordan wrote that Hiers “has plausibly alleged First Amendment violations based on retaliation, viewpoint discrimination, unconstitutional conditions compelled speech, and as-applied overbreadth.”
“Preserving the ‘freedom to think as you will and to speak as you think’ is both an inherent good, and an abiding goal of our democracy,” Jordan wrote.
“The university officials allegedly flouted that core principle of the First Amendment when they discontinued Hiers’ employment because of his speech,” the federal judge added. “Accepting the allegations as true, the Court concludes that Hiers plausibly alleged that the university officials violated his right to freedom of speech.”

A Mountain of Garbage Looms Above

He Was Fired For Calling Microaggressions ‘Garbage.’ A Judge Just Ruled He Can Sue.

Education

Lawsuit

A race-based training program used by federal agencies claims, among other things, that saying one is “colorblind” to race is itself racist.
The training is part of a newly revealed federal diversity program that greatly expands on previously critical race theory trainings within the federal government, the Washington Examiner <a href="https://www.washingtonexaminer.com/opinion/washington-secrets/feds-saying-youre-colorblind-is-racist">reported</a>. Part of the expansion comes in the form of opposing “microaggressions,” or words and actions by one person that unintentionally upset another. As the Examiner noted, training provided to the Consumer Financial Protection Bureau says that offering a black student a basketball is considered offensive.
“Not only are federal workers urged to consider what they say, but also how their comments are received. In one chart, a white male is shown saying he is ‘colorblind.’ The black woman shown beside, however, takes as an insult that the white is denying her ‘racial/cultural being,’” the Examiner reported. “And, it advised men, don’t interrupt a woman speaking because they hear, ‘Women’s ideas are not valued.’”
The training documents were first <a href="https://www.judicialwatch.org/fed-agency-supposed-microaggressions/">obtained</a> through a Freedom of Information Act (FOIA) request from the conservative Judicial Watch, which reported:
<blockquote>A slide titled “Microaggressions” defines microaggressions as “verbal and nonverbal behaviors” that “communicate negative, hostile, and derogatory messages to people rooted in their marginalized group membership (based on gender, race, ethnicity, religion, sexuality, etc.)” The slide further notes that microaggressions can be “intentional or unintentional,” and are “more subtle” than “using racial epithets or displaying swastikas.”
Other slides discussing “Stereotypes lead to microaggressions,” begin with a warning to the viewer: “Trigger warning: the next slide contains images of offensive stereotypes.”
Cartoons are used to depict “offensive stereotypes,” which include people of color being offered various items such as: someone wearing a hoody and gold chain being offered sports balls; a hijab-wearing girl being offered a lit bomb and a picture of Osama bin Laden; a girl being offered a maid’s apron and a sombrero; a male being offered a guitar and a construction hat; a girl being handed a bottle of Aunt Jemimah syrup; and a girl being handed a spear, a teepee, and a Cleveland Indians baseball pennant.</blockquote>
Judicial Watch also noted that another “microaggression” slide shows a white male saying “All lives matter,” with a woman in a hijab depicted next to him and perceiving the statement as, “Ignoring systemic racism, such as in police interactions.”
Another side-by-side comparison showed a woman wearing a pink protest hat saying, “As a woman, I know what you go through as a racial minority.” The woman in the hijab interprets this as “Your racial oppression is no different than my gender oppression.”
The slides also include a list of questions and statements deemed to be “Examples of racial microaggressions”:
<blockquote>“Where are you from?”
“Where were you born?”
Asking an Asian American or Latino American to teach them words in their native
language.
“You are so articulate.”
“Everyone can succeed in this society, if they work hard enough.”
Person of color is mistaken for a service worker.
College or university with buildings that are all named after ‘White’ [sic] heterosexual upper class males.
Overabundance of liquor stores in communities of color.
A section featuring “Examples of sex based microaggressions – aimed at females,” includes:
“Have you been working out? You look good!!”
“You have a doctorate?”
Male colleagues interrupt women at meetings.</blockquote>

black woman working at desk in home office makes a fist to alleviate cramping, pain & stress

Saying You’re ‘Colorblind’ About Race Is Now Considered Racist By The Federal Government

Critical Race Theory

Racial Bias

In one of the most bizarre campus stories in recent memory, a medical student at the University of Virginia posed mildly skeptical questions about microaggressions to a university panel. Afterward, his school claimed he was hostile, implied he was disrespectful to authority and a threat to future patients, and began investigating him. As anyone in this situation would, the student was confused and frustrated by the school’s actions. The school then used that confusion and frustration to further claim the student was unstable.
Impossible to believe? Well, Reason’s Robby Soave <a href="https://reason.com/2021/04/07/microaggressions-uva-student-kieran-bhattacharya-threat/">has the facts</a>.
Kieran Bhattacharya, a student attending UVA’s School of Medicine, attended a panel discussion on October 25, 2018, regarding microaggressions, a term used to claim unintentionally rude comments are actually bigotry. During that panel, Bhattacharya asked some pointed questions to presenter Beverly Cowell Adams, an assistant dean at UVA, about the definition of microaggressions. Here’s a description of the exchange, from Bhattacharya’s lawsuit against UVA:
<blockquote>Bhattacharya: Hello. Thank you for your presentation. I had a few questions just to clarify your definition of microaggressions. Is it a requirement, to be a victim of microaggression, that you are a member of a marginalized group?
Adams: Very good question. And no. And no— 
Bhattacharya: But in the definition, it just said you have to be a member of a marginalized group—in the definition you just provided in the last slide. So that’s contradictory.
Adams: What I had there is kind of the generalized definition. In fact, I extend it beyond that. As you see, I extend it to any marginalized group, and sometimes it’s not a marginalized group. There are examples that you would think maybe not fit, such as body size, height, [or] weight. And if that is how you would like to see me expand it, yes, indeed, that’s how I do.
Bhattacharya: Yeah, follow-up question. Exactly how do you define marginalized and who is a marginalized group? Where does that go? I mean, it seems extremely nonspecific.
Adams: And—that’s intentional. That’s intentional to make it more nonspecific … .
After the initial exchange, Bhattacharya challenged Adams’s definition of microaggression. He argued against the notion that “the person who is receiving the microaggressions somehow knows the intention of the person who made it,” and he expressed concern that “a microaggression is entirely dependent on how the person who’s receiving it is reacting.” Id. He continued his critique of Adams’s work, saying, “The evidence that you provided—and you said you’ve studied this for years—which is just one anecdotal case—I mean do you have, did you study anything else about microaggressions that you know in the last few years?” Id. After Adams responded to Bhattacharya’s third question, he asked an additional series of questions: “So, again, what is the basis for which you’re going to tell someone that they’ve committed a microaggression? … Where are you getting this basis from? How are you studying this, and collecting evidence on this, and making presentations on it?”</blockquote>
As Soave reported, Nora Kern, an assistant professor who helped organize the panel, considered Bhattacharya’s questions to be inappropriate, and filed a “professionalism concern card” against him, which Soave described as “a kind of record of a student&#8217;s violations of university policy.”
In her complaint, Kern wrote that Bhattacharya “asked a series of questions that were quite antagonistic toward the panel.”
&#8220;He pressed on and stated one faculty member was being contradictory. His level of frustration/anger seemed to escalate until another faculty member defused the situation by calling on another student for questions. I am shocked that a med student would show so little respect toward faculty members. It worries me how he will do on wards,&#8221; she added.
This concern card, according to Bhattacharya’s lawsuit, caused other administrators to be concerned about his behavior. An assistant dean from the medical school emailed the student asking to meet, assuring him “I simply want to help you understand and be able to cope with unintended consequences of conversations.&#8221;
Bhattacharya informed the dean that he had not shown hostility toward the panel.
“Your observed discomfort of me from wherever you sat was not at all how I felt. I was quite happy that the panel gave me so much time to engage with them about the semantics regarding the comparison of microaggressions and barbs. I have no problems with anyone on the panel; I simply wanted to give them some basic challenges regarding the topic. And I understand that there is a wide range of acceptable interpretations on this. I would be happy to meet with you at your convenience to discuss this further,” Bhattacharya wrote.
During their meeting, according to Bhattacharya’s lawsuit, the dean asked him about his “views on various social and political issues—including sexual assault, affirmative action, and the election of President Trump.”
After this exchange, the dean of student affairs asked for a meeting with Bhattacharya. At the same time, UVA’s Academic Standards and Achievement Committee discussed Kern’s concern card, voting to instruct Bhattacharya to “show mutual respect” to faculty members and to “express yourself appropriately.” The committee also suggested Bhattacharya seek counseling.
A month after the panel, Bhattacharya was informed that he was banned from classes until he was evaluated by a psychologist.
“Bhattacharya repeatedly asked university officials to clarify what exactly he was accused of, under whose authority his counseling had been mandated, and why his enrollment status was suddenly in doubt, according to the lawsuit. These queries only appear to have made UVA officials more determined to punish him: Bhattacharya&#8217;s mounting frustration with these baseless accusations of unspecified wrongdoings was essentially treated as evidence that he was guilty. At his hearing, he was accused of being ‘extremely defensive’ and ordered to change his ‘aggressive, threatening behavior,’&#8221; Soave wrote.
Bhattacharya was suspended for allegedly “aggressive and inappropriate interactions in multiple situations.&#8221; By the end of 2018, UVA police told him to leave campus.
Soave argued that UVA essentially engaged in &#8220;gaslighting&#8221; Bhattacharya:
<blockquote>UVA&#8217;s administration engaged in behavior that can be described as &#8220;<a href="https://en.wikipedia.org/wiki/Gaslighting">gaslighting</a>.&#8221; Administrators asserted that Bhattacharya had behaved aggressively when he hadn&#8217;t, and then cited his increasing confusion, frustration, and hostility toward the disciplinary process as evidence that he was aggressive. And all of this because Bhattacharya asked an entirely fair question about microaggressions, a fraught subject.</blockquote>
Bhattacharya sued, alleging UVA violated his First Amendment rights when it retaliated against him for asking unfavorable questions. UVA attempted to have the case dismissed, arguing in its motion to dismiss that “Offensive student speech does not enjoy First Amendment protection,” author and history professor K.C. Johnson <a href="https://twitter.com/kcjohnson9/status/1379948055613562881">reported</a> on Twitter.
U.S. District Court Judge Norman K. Moon &#8212; a President Bill Clinton appointee &#8212; dismissed UVA’s claims and <a href="https://casetext.com/case/bhattacharya-v-murray">ruled</a> that Bhattacharya’s lawsuit can move forward.
&#8220;Bhattacharya sufficiently alleges that Defendants retaliated against him,&#8221; Moon wrote. &#8220;Indeed, they issued a Professionalism Concern Card against him, suspended him from UVA Medical School, required him to undergo counseling and obtain &#8216;medical clearance&#8217; as a prerequisite for remaining enrolled, and prevented him from appealing his suspension or applying for readmission.&#8221;

Boot trampling man

He Questioned Microaggressions. Then His University Gaslit Him, Claiming He Was A Threat, And Suspended Him From Campus

First Amendment

University of Virginia

One of the world’s largest accounting and consulting firms told employees that unintentional “microaggressions” are considered a punishable offense. 
During a mandatory “anti-racism” training, U.S. employees at Deloitte were introduced to the company’s new “anti-racist culture.” Employees were told they are expected to help cultivate the “anti-racist” culture when working with personnel and clients and promote “equity.”
Deloitte defines equity as “the outcome of diversity, inclusion, and anti-oppression wherein all people have fair access, opportunity, resources, and power.” The training claims that “equity” is different from “equality” because “equality” does not take into account the “historical and systemic barriers and privileges” of certain racial groups. 
Part of the firm’s “anti-racist” culture requires U.S. offices to investigate violations of “anti-racist” policies. Employees were told that “violations of [Deloitte’s] policies could extend to ‘microaggressions.’” 
Consequences for violating policies can range from “verbal counseling” to termination. Other punishments for policy violations include additional mandatory training, letters of reprimand, a negative impact on performance evaluation and/or disciplinary bonuses, or monetary fines. 
According to PowerPoint slides obtained by The Daily Wire, the firm claims that “microaggressions” can be unintentional acts. Regardless of intent, employees can still be punished. 
“Racial microaggressions are brief and commonplace daily verbal, behavioral, or environmental indignities, intentional or not, that communicate hostile, derogatory, or negative racial slights and insults toward people because of their race,” the training reads.  “Perpetrators of microaggressions are often unaware that they engage in such communication when they interact with racial/ethnic minorities.” 
The training provided scenarios of unacceptable microaggressions. One example included “asking your Black male colleague to join the flag football or basketball team.” Asking a black colleague to join a sports team was also considered an example of racial bias. 
According to the company, employees are also racially biased if they are not in favor of affirmative action programs. If a colleague comments that “a person of color was given a role due to their race rather than having earned their role” — regardless of whether that statement is factually correct — the firm considers it racial bias. 
One scenario from the training suggested that giving an Asian colleague a gift card to her favorite Asian restaurant may be considered racial bias. 
<blockquote>Your team is trying to determine which restaurant gift card to send Beth (your Asian colleague) for her birthday. Joanne, who is very good friends with Beth and has eaten lunch and dinner with Beth on numerous occasions, suggests that the team send her a gift card from her favorite Japanese restaurant. Is Joanne’s recommendation considered a form of racial bias?</blockquote>
Employees were also told that pushing back against the lived experience of a minority peer is considered “racial gaslighting.” If a minority employee complains about a potentially racially insensitive issue employees are not allowed to use the following phrases: 
<ul>
<li style="font-weight: 400;">“Maybe you misheard them?”</li>
<li style="font-weight: 400;">“Calm down, you’re just being sensitive.”</li>
<li style="font-weight: 400;">“In my opinion, I don’t think they were being racist.”</li>
<li style="font-weight: 400;">“I know ___ very well and they are not like that.”</li>
<li style="font-weight: 400;">“All Lives Matter.” </li>
<li style="font-weight: 400;">“____ people are racist too.”</li>
<li style="font-weight: 400;">“Why is everything always about race with you?” </li>
</ul>
The “anti-racist” culture training is part and parcel of Deloitte’s broader campaign to “racialize” employees. Employees have been subjected to similar “anti-racist” training and the company has suggested that employees consume controversial resources such as the New York Times’ “1619 Project.” The firm has also sought to intervene in the way its accountants raise their children by providing resources on how to raise “race-conscious” children.
Deloitte’s honchos have also condemned the Jan. 6 Capitol riot by connecting it with racism in company-wide emails. Other company-wide changes include expanded gender identification options and a feature that allows employees to add their preferred pronouns to their email signatures. 
Related: <a href="https://www.dailywire.com/news/inside-deloittes-quest-to-racialize-life-as-an-office-drone">Exclusive: How One Of America’s Biggest Employers Is Working To ‘Racialize’ Every Employee</a>

Deloitte

Deloitte Tells Employees ‘Microaggressions’ Are Considered A Punishable Offense

Anti-Racism

A coach at a small college in Ottawa, Kansas, has resigned after being accused of making “microaggressive comments” about a black cheerleader’s hairstyle, dismissing her from practice, and then throwing her off the squad.
<a href="https://www.ottawabraves.com/article/cheer-stunt/head-cheer-stunt-coach-casey-jamerson-steps-down">According</a> to a news release issued on Saturday, “Ottawa University’s head cheer and STUNT coach Casey Jamerson has chosen to step down from her position in the aftermath of allegations lodged by a student member of her team.”
Still, Jamerson denied the accusations, and the university’s internal investigation “concluded no violation of University policy occurred.”
The announcement indicates that Coach Jamerson’s resignation stems from a January 5 incident on Ottawa’s campus, located about 50 miles southwest of Kansas City.
“As I reflect over the events of the past three weeks, I can only conclude that my further involvement with the program is likely to continue to be a distraction for the team, our coaching and athletic staff, and other members of the OU community,” Jamerson said in a statement.
<a href="https://www.kansascity.com/news/local/education/article248891724.html">According</a> to the K.C. Star, Talyn Jefferson, 20-year-old junior, told the outlet that “she refused to remove a hair bonnet during cheerleading practice because she worried her long braids could hit a teammate in the face.”
<blockquote class="twitter-tweet" data-width="500" data-dnt="true">
Anyways, I love my braids, I love my hair and my lil sis snapped on every set of braids she’s done on me🥰 <a href="https://twitter.com/Tyce52729585?ref_src=twsrc%5Etfw">@Tyce52729585</a> (and she only 17 snappin like this!) <a href="https://t.co/G8AM6ybXsh">pic.twitter.com/G8AM6ybXsh</a>
&mdash; Tal😇 (@talynjefferson) <a href="https://twitter.com/talynjefferson/status/1352803544290701313?ref_src=twsrc%5Etfw">January 23, 2021</a></blockquote>
<script async src="https://platform.twitter.com/widgets.js" charset="utf-8"></script>
The Star reports that “a friend of Jefferson posted on Twitter about what happened,” and “others on social media criticized the coach” for what she allegedly said “about Black people’s hairstyles.” Jefferson’s unnamed friend appeared to post screenshots of a private conversation between the two with Jefferson’s name redacted.
<blockquote class="twitter-tweet" data-width="500" data-dnt="true">
HERE IS THE FULL STORY‼️‼️ y’all have some explaining to do!!!! <a href="https://twitter.com/OttawaU?ref_src=twsrc%5Etfw">@OttawaU</a> <a href="https://twitter.com/OttawaBSU?ref_src=twsrc%5Etfw">@OttawaBSU</a> <a href="https://t.co/aHExPzmImK">pic.twitter.com/aHExPzmImK</a>
&mdash; JayZee (@tharealjayzee) <a href="https://twitter.com/tharealjayzee/status/1350595481165049860?ref_src=twsrc%5Etfw">January 17, 2021</a></blockquote>
<script async src="https://platform.twitter.com/widgets.js" charset="utf-8"></script>
More from the Star:
<blockquote>In the tweet, Jefferson tells her friend that the<a href="https://www.ottawabraves.com/sport/competitive-cheer/2020-21/coach"> coach</a> told her, “You shouldn’t have gotten 7 foot long hair then! She proceeds to tell me that my box braids are a hindrance to my performance and they are not collegiate and I never should have gotten them in the first place.”</blockquote>
Jefferson, who had been on the team for more than two years, <a href="https://www.kansascity.com/news/local/education/article248694865.html">claimed</a> in an interview with the Star that Coach Jamerson kicked her off the squad “because I was standing up for myself against microaggressive comments that the coach made toward me, that made me and others very uncomfortable.”
The outlet went on to report that Jefferson said she never intended for her story to end up on Twitter, but was happy it did.
<blockquote class="twitter-tweet" data-width="500" data-dnt="true">
I am NOT lying I have no reason to lie! I was done wrong in this situation. Simple. Of course people on the other side of this are going to call me a liar, in an attempt to make me look bad. All I ever wanted was for this to be fair‼️I couldn’t even get an apology&#8230;
&mdash; Tal😇 (@talynjefferson) <a href="https://twitter.com/talynjefferson/status/1352713787447660545?ref_src=twsrc%5Etfw">January 22, 2021</a></blockquote>
<script async src="https://platform.twitter.com/widgets.js" charset="utf-8"></script>
Jefferson <a href="https://www.kansascity.com/news/local/education/article248694865.html">reportedly</a> took to Twitter to squash rumors that she had been expelled, explaining she “was withdrawn from the school due to personal financial issues.”
The university <a href="https://www.ottawabraves.com/article/cheer-stunt/head-cheer-stunt-coach-casey-jamerson-steps-down">said</a> “false and misleading information” about the controversy had been posted to social media “and then picked up by certain media outlets,” which subjected Coach Jamerson “to unfortunate vitriol, harassment and threatening comments online, via email, and by phone.” Jamerson went on to file a police report.
Dr. Reggies Wenyika, president of Ottawa University’s Kansas campus, said on Saturday he reluctantly accepted Coach Jamerson’s resignation, calling the chain of recent events “extremely unfortunate to say the least.”
“To her credit, Coach Jamerson cares too much about her team and our school to allow that to continue,” Dr. Wenyika <a href="https://www.ottawabraves.com/article/cheer-stunt/head-cheer-stunt-coach-casey-jamerson-steps-down">said</a>. “We appreciate this unselfish act by our coach even while we stand firmly on our previous statements as factual and true in every respect. Those who believe otherwise are simply wrong, uninformed, and have promoted dangerous attacks and falsehoods damaging many.”
Related: <a href="https://www.dailywire.com/news/california-becomes-first-state-ban-racial-hair-jeffrey-cawood">California Becomes First State To Ban Racial ‘Hair Discrimination’ Against Braids, Cornrows, And Dreadlocks</a>

Braids

College Coach Quits After Being Accused Of Making ‘Microaggressive Comments’ About Black Cheerleader’s Hairstyle

Kansas

Earlier this summer, Sonya Forte Duhé was preparing to start her new job at Arizona State University as dean of the school’s Walter Cronkite School of Journalism and Mass Communication, but a tweet suggesting some cops were “good” and alleged microaggressions she made in her previous position, caused her to lose her job offer.
She’s now suing her previous employer, Loyola University New Orleans for refusing to let her return to her position as director of the School of Communication and Design, The College Fix <a href="https://www.thecollegefix.com/lawsuit-university-used-false-and-defamatory-accusations-to-get-rid-of-tenured-professor/">reported</a>, alleging the school has no “cause” to keep her from returning to her previous position.
“The five-page complaint implies that Loyola is using ‘false and defamatory accusations’ to violate her contract, which remains in force because Loyola allegedly never ‘accepted’ her resignation,” the Fix reported.
As The Daily Wire previously <a href="https://www.dailywire.com/news/university-rescinds-job-offer-from-incoming-journalism-dean-for-calling-some-cops-good-and-alleged-microaggressions">reported</a>, Duhé came under fire after posting a now-deleted tweet that said, “for the family of George Floyd, the good police officers who keep us safe, my students, faculty and staff. Praying for peace on this #BlackOutTuesday.” This opened the floodgates for students to complain about her alleged behavior:
<blockquote>One former student, Whitney Woods, responded to Duhé’s tweet by claiming there was “no way in hell that black lives matter to you.” Woods added, “You are one of, if not, THE most racist human that I have ever encountered in a professional setting.” Woods <a href="https://www.statepress.com/article/2020/06/spcommunity-incoming-cronkite-dean-has-alleged-history-of-racist-homophobic-comments-toward-students">told</a> The State Press that Duhé openly liked conservative news outlets and allegedly told Woods that her hair was messy but she didn’t know the student was black because she didn’t act black.
“Not once was she, or did I ever feel like, she was a genuine POC ally,” Woods told the outlet. “She never advocated for any students of color, not a single one. She never took any of them under her wing. She never mentored them. And to have her be a dean of students in our current climate in 2020 would be a disservice to their education.”
Another student, Andrew Ketcham, who didn’t complete his degree at Duhé’s former employer, Loyola University New Orleans, because he lost his grant, claimed Duhé criticized his voice, implying it was because he was gay. “I’ll never forget her advice to me that my voice was too theatrical and that I should stick with print,” Ketcham told the Press. Ketcham also said he remembered Woods telling people about what she claimed Duhé said about her appearance.
Edward Wroten, another student, claimed Duhé would compare black and white students and suggest students of color change their looks and the way they spoke.
Zinsule Bonner told the outlet that her friend, Wroten, didn’t feel he could be himself around Duhé and that the professor would yell and make inappropriate coments. Bonner alleged that Duhé told a student to have their mole removed for television and black students not to have “natural hair.”
Hannah Gomez Farias told the outlet that she failed a presentation in Duhé’s class for not being presentable enough. Gomez Farias claimed Duhé said she “was too tan,” and didn’t wear makeup for the presentation, saying that if your hair wasn’t straight you would lose points in Duhé’s class.</blockquote>
Twenty-three students complained to the media about Duhé’s alleged behavior. In 2019, a student actually lodged a bias complaint against her with Loyola, though it is unclear what happened, as the university only reported that “appropriate action had been taken.” Duhé defended herself at the time by saying to “accuse me of telling students of African American descent that I said to have their hair not natural is just ludicrous.”
“I do expect students to follow all professional standards of the news industry,” Duhé wrote in the report, according to the Press. “I do require my students to have professional photographs on their digital portfolios which includes appropriate attire and grooming. That is the professional standard of the news industry and one I adhere to as a journalism professor who has years of experience in the television news industry and a standard I uphold as director of our school.”
Loyola President Tania Tetlow previously apologized for the “deep pain” some students said they felt due to Duhé, but suggested she may have been trying to give practical advice, even if the delivery was poor.
As the Fix reported, Loyola hasn’t given a practical reason for not allowing Duhé to return to her position, and Duhé’s lawsuit does not explain why she is being refused her old job.

College student

Professor Sues University After Refusal To Reinstate Her After Accusations Of ‘Microaggressions’

The mainstream media has apparently learned nothing from the reckoning it faced after Justine Sacco, a random woman with barely 100 Twitter followers, was fired from her job for tweeting about AIDS and being white.
The media – and people on social media – still seem to enjoy the power trip they get from getting a random person fired. The latest example comes from The Washington Post, where two reporters wrote 3,000-plus words about a woman who was not previously a public figure who wore blackface two years ago at a Post cartoonist’s party.
The woman whose life has been upended (who will not be named by The Daily Wire) attended Post editorial cartoonist Tom Tole’s Halloween party, where political elites and others gather each year, many dressed in politically relevant costumes. For example, in 2018, the Post reported, Dana Milbank dressed as Supreme Court Justice Brett Kavanaugh, who had just been confirmed a couple weeks earlier. Milbank made a satirical reference to Kavanaugh by wearing a “beer-dispensing device on his head.”
As is often the case, someone thought they were making a satirical reference but instead fell flat. One woman at the party dressed as Megyn Kelly in blackface, following the then-NBC host’s statements about wearing blackface. The woman was trying to mock Kelly, but two other women at the party confronted her then and have apparently been stewing about the incident ever since. They have now been rewarded by being featured in the Post’s article about the incident from two years, which has been dredged up in the wake of race riots across the country. One of the two women first emailed Toles – whom she had never met – telling him how offended she was that a guest at his party dressed that way.
“In 2018, I attended a Halloween party at your home,” the woman wrote. “I understand that you are not responsible for the behavior of your guests, but at the party, a woman was in Blackface. She harassed me and my friend — the only two women of color — and it was clear she made her ‘costume’ with racist intent.”
The woman then asked for Toles’ help in identifying the woman and emailed the Post to get them to cover the incident – which it obviously obliged.
The other offended woman said she didn’t want an apology (read: she wanted to destroy the woman who wore the costume), and she wanted Toles to atone for the incident.
The costumed woman was apparently run out of the party in tears, so it’s not like she wasn’t made aware of her mistake. She had already been punished and was embarrassed and regretful of her costume choice. But that wasn’t enough for the two women who convinced the Post to punish this woman further – two years after the fact.
The woman has now been fired from her job. One partygoer told the Post that reopening the incident would “be too much of a punishment.” The Post did it anyway.
People on Twitter shot back at the Post. Reason reporter Elizabeth Nolan Brown tweeted: “If you’re an adult who is ‘physically &amp; emotionally’ threatened by an offensive Halloween constume [sic] and still scarred by it 2 years later— get help y’all. That’s not on anyone but you.”
Katie Herzog tweeted in jest: “BREAKING: Woman No One Has Ever Heard of Commits Microagression Two Years Ago.”
Others pointed out that the woman being ostracized is a liberal who vehemently opposes President Donald Trump, but that isn’t enough to save her in today’s current climate, where being offended gets people media attention.
The Daily Wire, headed by bestselling author and popular podcast host Ben Shapiro, is a leading provider of conservative news, cutting through the mainstream media’s rhetoric to provide readers the most important, relevant, and engaging stories of the day. Get inside access to The Daily Wire by becoming a <a href="https://www.dailywire.com/subscribe">member</a>.

Halloween party

Washington Post Gets Random Woman Fired For Satirical Halloween Costume From Two Years Ago, Backlash Ensues.

Halloween

Media Bias

Washington Post

Last week, the Washington Post <a href="https://www.washingtonpost.com/business/2020/01/16/legos-toys-for-stressed-adults/">reported </a>that the iconic toy company, Lego, is now focusing on the new demographic of “stressed-out adults.” According to the report, the 87-year-old company “increasingly bills its brightly colored bricks as a way to drown out the noise of the day and perhaps achieve a measure of mindfulness.” Presumably zeroing in on childhood nostalgia, the product line <a href="https://www.lego.com/en-us/categories/exclusives?gclid=EAIaIQobChMI1Lj6sNy15wIVFmKGCh1uYAKLEAAYASAAEgL37PD_BwE&amp;ef_id=EAIaIQobChMI1Lj6sNy15wIVFmKGCh1uYAKLEAAYASAAEgL37PD_BwE:G:s&amp;s_kwcid=AL!790!3!339153893198!e!!g!!lego%20adult%20sets&amp;Buffer&amp;cmp=KAC-INI-GOOGUS-GO-US-EN-PS-BUY-SHOP-General-BC-EX-RN-Adult_Focused">includes</a> the Batman Batmobile, the Millennium Falcon of Star Wars fame, and a set from the 1990s’ sitcom “Friends.”
According to Lego audience marketing strategist Genevieve Capa Cruz:
<blockquote>“Adults with high-pressured jobs are telling us they’re using Lego to disconnect from the mania of the day. They’re looking for a relaxing, calming experience — and they like instructions because that’s what helps them be in the zone.”</blockquote>
While it seems like harmless fun, this effort by Lego is just the latest contributor to the trend of mass infantilization of American adults.
This drift toward mass infantilization is nothing new. We hear stories from college campuses so often that it barely registers in the minds of most people anymore, considering the ever-so-common safe spaces in reaction to certain speakers and protests in reaction to microagressions. Adults throughout the country, displaying an enormous sense of entitlement and narcissism usually found in children, desire the government to take from others and give to them through mass socialism. It’s the foundation for why many people walk around miserable, thinking they are being oppressed by imaginary racism, sexism, bigotry, and various other phobias and “isms.”
What is the reason this is happening? Why is society becoming increasingly immature?
The reason is that humans have a base desire to be taken care of, rather than having to work to reap the fruits of their labor, even if that means losing their liberty. Hence, humans, consciously or not, fight the obligation to grow.
And an immature person will generally believe that whatever they want is rightfully theirs, and will do anything to achieve what they believe they deserve.
Any parent will tell you that this is how their children behave, and through children’s maturation and parents’ proper discipline, kids learn that a knee-jerk sense of entitlement is not the way to live in a civil society.
Constant, default narcissism is the way of a child at birth. A newborn has no compunction about waking up his or her parents, no matter what time of night it is. As a child grows, he or she is taught how to interact with the world, and arguably most importantly, how to put their needs or desires aside if necessary. However, if children are not taught this, they remain children for life in every way other than chronological age.
This is how we end up with Leftists being perpetually miserable and triggered. It’s the foundation for why they believe that anyone who disagrees with them is “dumb” (just ask CNN’s Don Lemon) or a hateful racist. It’s why they never accept the results of elections they lose, most notably President Trump’s election in 2016, but other examples include President Bush’s 2000 election (“selected, not elected”) and the election of Georgia Governor Kemp in 2018 (ask Stacey Abrams if she’s the rightful governor).
And it’s how we reached the point where adults are playing with children’s toys. Because, in reality, they never really grew up at all.
Follow Jeremy Frankel on <a href="https://twitter.com/FrankelJeremy?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor">Twitter</a>.

Pieces of lego displayed during the exhibition at Alexandra

FRANKEL: Why Society Is Immature And Refuses To Grow Up

Leftism

The campus free speech group, Speech First, has sued the University of Michigan claiming that the school has a &#8220;too broad&#8221; disciplinary code, and that the school&#8217;s &#8220;Bias Reponse Team,&#8221; which polices complaints of micro-aggression, subtle discrimination, and minor personal offenses, unconstitutionally chills student speech at the public university.
<a href="https://reason.com/blog/2018/05/09/speech-first-university-of-michigan">According to Reason</a> and <a href="https://www.wsj.com/articles/the-bias-response-team-is-watching-1525806702">The Wall Street Journal</a>&#8216;s Jillian Kay Melchior, UMich&#8217;s Bias Response Team is a group of administrators who encourage students to report others for hurting their feelings or infringing on their personal dignity, claiming that: &#8220;The most important indication of bias is your own feelings &#8230; encourage others to report if they have been the target or witness of a bias incident.&#8221;
BRTs then handle those &#8220;bias reports&#8221; through an extra-judicial disciplinary process that Speech First claims is murky, at best, and fails to inform students of potential consequences for affirmed &#8220;bias&#8221; reports.
The University of Michigan refused Melchior&#8217;s Freedom of Information Act requests, but she was able to locate at least a few general examples of complaints referred to Michigan&#8217;s BRT. &#8220;[T]he log shows that in one reported incident of verbal bias in the classroom, the Bias Response Team said it referred a university employee to administrators who [shared concerns with the academic department involved. In several other cases, the Bias Response Team determined that some reported acts of verbal bias could constitute sex discrimination.&#8221;
There are plenty of examples of Bias Response Team action from other schools, however, and they&#8217;re nearly all ridiculous. At the University of Oregon, for example, their Bias Response Team<a href="https://archive.li/Pbc6Z"> waged war against sexy posters in dorm rooms</a>. At the University of Northern Colorado, the BRT was called in because <a href="https://www.nationalreview.com/2016/06/american-academia-bias-response-teams-authoritarian-left/">a student was triggered by an essay</a> assignment in a collegiate-level class.
Longwood University was <a href="https://www.campusreform.org/?ID=10202">forced to shut down its Bias Response Team</a> after a complaint of discrimination was leveled at the Bias Response Team.
<a href="https://pjmedia.com/trending/study-finds-bias-response-teams-difficulty-balancing-duties-free-speech/">A recent study showed</a> that BRTs have a difficult time balancing their job with the free speech rights of students who attend public universities &#8212; an arm of the government from which students are protected by the Bill of Rights. And Speech First wants the UMich BRT to explain how they manage to handle &#8220;bias reports&#8221; without chilling Freedom of Speech.
The theory is, Speech First says, they can&#8217;t:
&#8220;Speech codes like Michigan&#8217;s flagrantly violate the First Amendment,&#8221; the organization said in a statement about the lawsuit. &#8220;Moreover, a bias response system has no place in America, much less on a modern-day college campus. Because it&#8217;s impossible to know what comments might be &#8216;perceived&#8217; by others as offensive, students don&#8217;t contribute to conversations and debates, ask questions, write papers, or invite speakers they might otherwise.&#8221;
According to Reason, the University has refused comment on the pending litigation.

Lawsuit Targets University of Michigan’s ‘Bias Response Team’

Sexism

Social Justice

University of Michigan

In West Palm Beach, Florida, Dennis Prager told a room packed with over 2,500 students at Turning Point USA&#8217;s Student Action Summit a story about his ex-wife and son about 30 years ago. In the story, Prager&#8217;s then-wife is at a park with their toddling two-year-old son, David. Their son is playing with some older, bigger children on the playground when one of the children body slams little David to the ground. Dennis Prager&#8217;s wife walked briskly to her son&#8217;s side to hold her crying child, while the mother of the child who attacked David knelt down next to her child and with a conciliatory tone inquired, &#8220;What is troubling you, child?&#8221;
For me, a young conservative sitting in that audience, that story perfectly summarized the backward way of thinking my generation engages in daily. We, a generation tormented by anxiety and depression, have spent the entirety of our lives being asked what is troubling us, which has made my generation devoid of moral responsibility and further removed from making the sacrifices to address complex issues grown people face every single day.
This is abundantly clear in the hottest pieces in UC Berkeley&#8217;s student publication. One of the most read pieces in 2017 was an op-ed, vetted by the editorial board, titled &#8220;<a href="http://www.dailycal.org/2017/02/07/check-privilege-speaking-protests/">Check your privilege when speaking of protests</a>.&#8221; This article was written right after several members of the community were assaulted by Antifa &#8220;protesters&#8221; and the UC Berkeley campus sustained $100,000 in damage the night of February 1. Since it&#8217;s first publication, a series of violent protests broke out in Berkeley in the months of March, April, and August of this year. Because of this pattern of violence, the university spent $600,000 simply to ensure the Berkeley College Republican&#8217;s Ben Shapiro event was even able to happen.
&#8220;This is violence,&#8221; Nisa Dang, the article&#8217;s author, writes, &#8220;If I know that you are planning to attack me, I&#8217;ll do all I can to throw the first punch &#8230; no protest is nonviolent. You are laboring under the assumption that protesters are coming into a peaceful atmosphere and disrupting it through chanting, song and broken windows. This, of course, is a misrepresentation of our society and its treatment of the marginalized &#8230; f*ck the broken windows &#8230; I don&#8217;t care what Breitbart article or liberal bullshit listicle you&#8217;ve read, or what your experiences in white suburbia might have taught you &#8212; police are violent agents of the state.&#8221;
As has been painfully clear over the course of the last year, there is a &#8220;resistance&#8221; growing on the Left. This resistance is hellbent on utilizing the philosophy of intersectionality to pit belligerent monoliths against one another in a sort of oppression Olympics. The cultivation of these prejudices against the out-group deepens perceptions of undeserved ethnocentrism. In turn, this leads to prioritizing subjectivity above all else, where there is no longer &#8220;truth,&#8221; but &#8220;your truth&#8221; and &#8220;my truth&#8221; &#8212; as if reality can be both, simultaneously. Berkeley&#8217;s popular op-ed relies heavily on subjective &#8220;truths&#8221; to undermine the rule of law that defines civilized society and justify violence.
The Left&#8217;s embrace of subjective truths has manifested in micro-aggression culture, which is increasingly taking over campuses. Micro-aggression teaches that it doesn&#8217;t matter if an action is intended as an aggression, only that it&#8217;s perceived as an aggression. A perceived aggression grants the supposed victim the right to retaliate in a &#8220;macro&#8221; form, which includes physical violence. In a time in American history when the Brookings Institute has found 19% of students believed violence is acceptable to stop speech they don&#8217;t like, this way of thinking needs to be shamed by every American instead of being appeased in the name of some hypocritical buzzwords like &#8220;tolerance&#8221; or &#8220;recognition.&#8221;
As Andrew Klavan said in his rundown of intersectionality, in the current climate, those who believe in facts, truth, and logic often end up being called &#8220;fascists and assaulted by intersectional groups wearing balaclavas and carrying sticks.&#8221; If your ends involve committing violence against people with whom you disagree, then count me out. America champions diversity of thought, not uniformity. American universities, particularly Berkeley, once championed this as well.

UC Berkeley Newspaper Recirculates Article Promoting Violent Protests

Antifa

Race

Asking someone where they&#8217;re from is a &#8220;microaggression,&#8221; asserts CNN&#8217;s Tanzina Vega in an article entitled, &#8220;<a href="http://www.cnn.com/2017/06/20/opinions/where-are-you-really-from-vega-opinion/index.html">Where are you &#8216;really&#8217; from? Try another question.</a>&#8220;

Lamenting that questions about a person&#8217;s race or ethnicity are still &#8220;fair game&#8221; in modern America, Vega describes such inquiries as &#8220;exhausting,&#8221; alleging that she is often asked about her racial and ethnic background.

&#8220;Being asked, &#8216;Where are you really from?&#8217; is always about so much more than the question, which is itself a microaggression,&#8221; writes Vega.

Pushing neo-Marxist social theory, Vega pulls Merriam Webster&#8217;s definition of &#8220;microaggression&#8221;: &#8220;unconsciously or unintentionally express a prejudiced attitude toward a member of a marginalized group.&#8221;

Vega, as it were, views herself as part of a &#8220;marginalized group&#8221; in today&#8217;s America.

Vega asserts the existence of &#8220;black-white racial binary in the United States,&#8221; claiming that questions about racial or ethnic background are &#8220;tiresome and predictable&#8221; for people who are not white or black.

Most people asking about her racial and ethnic background, asserts Vega, have simple-minded and nefarious motivations:

<blockquote>
The truth is, most people don&#8217;t want to know the history of my name. They want to know what box they should put me into.
</blockquote>
Vega quotes a Columbia professor to push her neo-Marxist racial and ethnic agitation:

<blockquote>
The impact to the person receiving that persistent questioning is that you are not a true American, you are a perpetual foreigner in your own country. [The people asking those questions] are not in contact with their unconscious world view that only true Americans look a certain way: blond hair, blue eyes.
</blockquote>
America is a dangerous place for &#8220;nonwhite&#8221; people, claims Vega:
<blockquote>
There&#8217;s a fine line between asking someone where they are from out of curiosity and asking them out of suspicion or fear, especially now in a cultural and political environment where simply being nonwhite can lead to assault, harassment or even death.
</blockquote>
Vega cites the Southern Poverty Law Center as a legitimate resource for information about &#8220;hate crimes and bias incidents.&#8221;

Vega exposits on the trials and tribulations of being asked about her race and ethnicity as a &#8220;nonwhite&#8221; person falling outside what she says is a &#8220;black-white racial binary in the United States&#8221;:

<blockquote>
These findings resonate with how exhausted I feel. Sometimes, I don&#8217;t want to talk about my race or whether I speak Spanish. Sometimes I don&#8217;t want to feel like a group representative. Sometimes I don&#8217;t want to have the &#8220;I have Latino friends, too&#8221; conversation. Sometimes I just want to make small talk and leave without feeling like an object on display. &#8230;
Most of us would consider it rude to ask a stranger how much money they make, what religion they follow or who they voted for. Asking about race or ethnicity is a personal question that could be reserved for more intimate conversations &#8212; a real, not a surface, way to get to know each other. Right now, many people in our country are struggling to find ways to have difficult conversations about race, conversations that need to happen so we can move forward. In the meantime, let&#8217;s check our intentions and give people some breathing room.
</blockquote>
Vega writes about &#8220;race and inequality&#8221; for CNNMoney.

CNN presents itself as a politically objective and non-partisan news media outlet, billing itself as &#8220;The Most Trusted Name In News.&#8221;

Follow Robert Kraychik on <a href="https://twitter.com/kr3ch3k">Twitter</a>.
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