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Where’s the White Man’s Martin Luther King When You Need Him?

I am old enough to remember serious racial discrimination against people of color. At the time and place I grew up in Kansas, it was more subdued — but when I took a road trip, at 12, with my family to Louisiana in 1963, it leaped out at me. I won’t go into many details, but it suffices to say that it was real, it was bad and it offended my sense of decency. The incidents are etched in my memory. As a result, I totally understood the Civil Rights Movement and the message of Martin Luther King, Jr. I’m no white supremacist, nor do I want to turn back the clock for any race.

Fast forward to today and my strong, adult sense of decency and doing right is still in play. If MLK were alive today, I am certain he would be offended as well. The cases I will describe are egregious violations of the Civil Rights Act and are carried out against white people. The racist acts are much in the same vein that I witnessed back in ’63 — but in reverse. Reverse racism isn’t even subtle anymore. There’s nothing subject to debate here, and decent people — regardless of color — should react. I’m not going to screw around debating libtards about reverse racism, nor am I apologizing about the tactics I recommend be employed. I’m calling for action.

Time for a White Civil Rights Movement

Now let’s get down to business. The first case involves a highly discriminatory ad placed by Dow Chemical to recruit college students for a hiring symposium. This one looks like one of the easiest multi-million dollar lawsuits to come down the pike in a long time. It excludes whites (and Asians). The source of this ad is the company’s own website.

The ad violates equal opportunity laws by specifically inviting only people of color and specific ethnic backgrounds to attend. Equal employment opportunity laws are universal, straightforward, clear and just. They were established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United States employees from discrimination. The law was the first federal law designed to protect most U.S. employees from employment discrimination based upon that employee’s (or applicant’s) race, color, religion, sex or national origin [Public Law 88-352, July 2, 1964, 78 Stat. 253, 42 U.S.C. Sec. 2000e et. seq.]. Employment discrimination encompasses areas such as firing, hiring, promotions, transfer and wage practices, and it’s also illegal to discriminate in advertising, referrals of job applicants or classification.

Call to Action: Caucasian individuals who are undergraduates studying in the fields mentioned by the Dow ad should apply by certified mail before May 22. Be truthful about your race, and keep all correspondence. If the company fails to extend an invitation to you, call and ask why. If possible, record all phone conversations with them. Always use proper and polite decorum. DO NOT INCITE, INSTIGATE or ARGUE. Don’t give them any course to hang you. If you manage to attend the August 21-24 event, record the activities and the racial and ethnic make up of the attendees with a small GoPro or hidden camera. If they try to kick you out, bar your admission or treat you in a discriminatory way, sue them for millions.

I witnessed something very close to this in 1963.

The second case involves the numerous so-called “sanctuary spaces” universities and colleges are designating for people of color. This is little different from the “private club” sham I witnessed in ’63 in Louisiana. There, we (my white family of five) were entering a restaurant with a sign that said “private club, admission by invitation only.” The door was locked. As we turned back to the car, a man came out and said, “Come on in folks! That sign is just to keep the coloreds out.”

Call to Action: This can be done at any of the schools that have set up “spaces.” The opening to sting these institutions with costly lawsuits is considerable. A good candidate is American University in Washington, D.C. According to the school’s newspaper, The Eagle Online, university provost Scott Bass told black students who were staging a campus demonstration:

“There are a number of things that we can do in the administration, both in terms of the curriculum, in terms of the faculty, in terms of the kinds of centers that exist on campus. There’s nothing more important, in terms of my administration, than being a multicultural campus,” Bass told the crowd. He then agreed to establish the Bridge Cafe as a “sanctuary space” for students of color, and to give students support in asking for extensions on their final exams.

In our view, Bass violated the 1964 Civil Rights Act by verbally granting a segregated private space and by showing favoritism toward one group regarding the taking of final exams. Since he did this verbally, the test will be to actually determine whether white students are banned or removed from using the campus Bridge Cafe. Be careful here because some alt-media are reporting it as a ban. Think like a litigator, as the devil is in the details, which must be verified on the ground and in person.

Verification strategy is similar to the sit-ins of the black Civil Rights movement. These were passive events, but people were arrested and removed anyway. In fact, the 1960s Civil Rights Movement should be the inspiration and model for restoring and preserving the increasing erosion of white civil rights in America.

Again, decorum is important. The opposition tries to paint whites as racist wild men. There are some in our movement who reinforce this notion. Therefore, it must be passive, Gandhi-like behavior. You must be prepared to handle any abuse and be stoic — but if asked to leave, do not comply. Do not engage in arguments, just stay as polite as possible. Again, go there with a GoPro or hidden camera to record everything. Do not wear MAGA hats or anything that might risk triggering an irrational person. No horsing around. Record them kicking you out or failing to intervene if black students attempt to remove you. Then sue the university for millions.

Note: The incident that triggered the American University protest involved the middle of the night hanging of bananas and racial slurs on campus. But the released videos of the alleged perp that started this ruckus is also a sham. There is no identification whatsoever. Where is evidence footage of the perp actually hanging the bananas? What a curious omission. You can see for yourself starting at 1:04. Talk about a rush to judgement on the who did it question.

I would also ask the university, where is the rest of the surveillance footage? From American Univ, crime prevention web page: VIDEO SURVEILLANCE – “Public Safety has dozens of cameras that monitor various areas around campus. These cameras are constantly monitored by our dispatch office, and we utilize DVRs to constantly record footage in case it is needed for an investigation.”

Meanwhile a similar incident last week at St. Olaf College has been determined to be a hoax. Curiously, even here the identification of the person committing this shameful act has been withheld. Why? Whites face being hoaxed and demonized out of our civil rights at the hands of social justice warriors and reverse racists.

5 Comments on Where’s the White Man’s Martin Luther King When You Need Him?

  1. Guess there were too many white/asian/middle eastern/indian engineers.
    Guess there were too many women working as waitresses at Hooters.
    Guess there were too many women working as elementary teachers.
    Guess there were too many men working at construction sites.
    Guess there were too many men working as police officers.

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