Thread by @DEI4WhiteGuys

A how-to guide on making your company’s DEI department self destruct 🧵

1. Search your company’s name and the word “diversity”. In this example, we’ll use Home Depot.

2. Scroll through their DEI page and find their employee network groups. They’ll likely have one for Black, Asian, Latino, Indigenous, LGBT, Disabled, Women, Seniors, and Veterans.

Home Depot calls them Associate Resource Groups.
corporate.homedepot.com/page/associate…

3. Find out who your company’s chief diversity or people officer is, and get their email. You can find it in your company’s directory or LinkedIn.

Derek Bottoms is the Chief Diversity Officer of Home Depot

4. Using their own DEI language, email your chief diversity officer from your company email and ask if there is an approved process, standard, or procedure to create an employee network group, and that you’d like to create one for people of European descent or who identify as White.

5. Here’s an example to Derek Bottoms, Home Depot’s Chief Diversity Officer:

Mr. Bottoms,

I recently learned that Home Depot has Associate Resource Groups (ARGs) which promote our culture of inclusion, support diversity, and help drive employee engagement through fostering professional development, raising cultural awareness, celebrating diversity, and offering community outreach opportunities.

As far as heritage ARGs are concerned, I saw that we have an ARG for African American, Hispanic, Native American, and Asian American associates.

I would like to contribute and help increase the diversity of the ARG program, and promote Home Depot’s culture of inclusion by creating an ARG that includes, represents, celebrates, fosters professional development, raises cultural awareness, and offers community outreach opportunities for my heritage: Americans of European descent and/or who identify as White.

Is there an approved process, standard, or procedure for creating a new ARG?

Thank you for your time.

6. This template can be used for virtually every major corporation in America. They’re all set up the same way in compliance with ESG scoring.

7. The purpose of this is three fold:

1 - Getting representation for White people that’s afforded to every other group on the basis of race.

2 - Having them tell you no or retaliating against you for requesting the same thing they offer to every other group based on race, which gives you standing to sue.

3 - They cut off their nose to spite their face and end their DEI programs, because they would rather do away with it all than afford the same privileges to White people as a collective.

8. If they allow you to try to create one (believing you can’t on your own), we at @DEI4WhiteGuys can help you through the process of complying with their standards and procedures.

If they deny you or retaliate against you, we can help connect you with pro bono lawyers who are in the anti-DEI space.

9. We are not a law firm, we don’t give legal advice, we won’t ask for your info or for your employer’s info unless you want to share it, but we will also not ask you to do something we haven’t already done ourselves (and are still employed).

DEI departments are expecting individual White people to complain about DEI policies, but they never envisioned we’d collectivize and ask for equal treatment.

This is the safest way to fight for White advocacy and protect yourself in the process.