Race Laws

[Topaz]

Today, in the federal courts alone, there are no less than nine
massive, highly complex Federal "equality" laws designed to ensure
special treatment for everyone but White males under the age of 40:

Title VII of the Civil Rights Act of 1964 (Title VII)
Executive Order 11246 (Affirmative Action) of 1965
The Equal Pay Act of 1963 (EPA)
The Age Discrimination in Employment Act of 1967 (ADEA)
The Americans with Disabilities Act of 1990, as amended (ADA)
The Rehabilitation Act of 1973
The Civil Rights Act of 1991
The Genetic Information Nondiscrimination Act of 2008 (GINA),
and The Lilly Ledbetter Fair Pay Act of 2009.

The 50 states and countless municipalities mirror those laws with
hundreds of similar codes, creating a draconian web of statutes that
at best discourage some cases of "disparate treatment" of minorities,
females and the handicapped. This morass of legal red tape has created
an unhealthy and nearly impenetrable fog of ambiguous do's and don'ts
for White managers everywhere, often interfering with their ability to
adequately carry out the "real job duties" for which they were hired.
In addition, operational budgets have been strained by enormous costs.

While space here does not allow a review of the details of these
laws, over the course of several thousand interviews, informal
conversations and other fact-finding exercises, this author has found,
time and again, that it is not so much the details of any given law,
but rather the threatening presence of those long-winded statutes and
the severe, potentially career-ending risk of non-compliance that
petrifies many White managers. When managers should be promoting team
unity, they find themselves stopped dead in their tracks, afraid to
make a mistake as they witness minorities violating policies and as
they witness underperforming "protected class" applicants being chosen
ahead of better qualified White candidates for advancement
opportunities.

Feelings of anger, fear, apathy, anxiety, isolation, avoidance, and
low self-esteem are just a few of the negative but understandable
White emotions today that have replaced feelings of pride, dedication,
commitment, and organizational loyalty over the decades since the
1960s and the advent of "Equality Law."

The dominant ideology of modern Western societies upholds
equality as an absolute moral good, which must, therefore, be
pursued for its own sake. The morality of egalitarianism is never
questioned by the establishment power structure or by the vast
majority of citizens; it is, in fact, a taken-for-granted assumption
that exists outside the scope of acceptable debate.

Robbed of the ability to question equality-based decisions, Whites
in the workplace are trapped. Any hint of White pride would likely be
reported, investigated, and disciplined with the potential to label
the violator as an "evil racist." The White hoi polloi dare not
question pro-minority bias in employment decisions, because of the
very real and pervasive threat of accusations of racism. The fear of
retaliation and possible job loss are powerful motivators to hold
one's tongue.

Most of us recognize that over time, many Whites have been condi-
tioned by incessant saturation bombing runs of thinly disguised racial
images and equality messages. The messaging starts at birth. Infants
are introduced to vivid images on consumer packaging materials-Black
and White babies huddled together and smiling. Then there are TV
shows for toddlers, like Sesame Street and SpongeBob; eventually, as
the little tykes begin to grow into adolescence, they are fed reruns
of The Cosby Show, Moesha, and That's So Raven, to name only a few of
many.

Young Whites rarely question the fact that Blacks have their own
television networks like BET and OWN, while generic, mainstream televi
sion has nothing that even hints at the virtues of Western
civilization and nothing that singles out White heroes for emulation.

Once again, Whites often feel trapped by a system that
marginalizes, trivializes and generally ignores them; and those
feelings carry over into the workplace where White beliefs about
organizational culture are deeply affected by entertainment-media
messaging. In the darkness of such a vacuum, irrational
racially-destructive ideas and beliefs begin to grow among Whites
like fungi on a damp cave wall.

Dominating the airwaves, our schools, entertainment, churches, the
courts, and the policies of organizations everywhere, we find images,
messages, directives, educational programs, religious dictates, legal
decisions and statutes, and the ever-present wail of the easily
offended led by the righteous voices of neo-Marxist Humanism.

There can be no question why White society has concocted a litany
of irrational beliefs when we find ourselves:

Lacking a politically active White social network;

Feeling surrounded and abandoned, but afraid to make a stand;

Always aware of the watchful eye of the snitch at work, the con-
cerned neighbor, the worried relative and the nosy local official.

The fact that we have gone from a nation where Klan membership
rose to between four and five million men in 1925, to one that elected
its first Black President in the span of an average lifetime is almost
incomprehensible.

The rewards of employment and career security, and the fear of un-
employment or demotion can be powerful motivators to either force a
change in beliefs.

Although the term "miscegenation" is officially considered
offensive today,17 it seems blindingly obvious and replete with
understatement that miscegenation will lead to the demise of our race.

Census numbers bear out the observation that our race is in
decline:

In 1950 Whites and Blacks were respectively 27.98 percent and 8.97 per
cent of world population. By 2060 these figures will almost reverse as
Blacks surge to 25.38 percent and whites shrink to 9.76 percent. From
2010 the White population will decline while Blacks will add 1.2
billion

The revulsion that we feel when we see a White man dating a Black
woman, for example, may well simply be a hard-wired, evolutionary
survival mechanism, inherited from long-dead generations of our White
ancestors, as proposed by J. Philippe Rushton's Genetic Similarity
Theory.19 Far from wrong or irrational, our desire to perpetuate our
own kind is normal, healthy, and natural!

As we come to grips with the ongoing assault on the White race, our
goal should be to respond rationally rather than upsetting ourselves
unnecessarily by our irrational thinking, and possibly taking action
that could be self-defeating. Protecting our racial integrity is no
sin, for where is it written that Whites must grovel and submit to the
pollution of our genetic stream? By what eternal law must all the
races mongrelize themselves into one muddled mass? Why do we passively
acknowledge the right of those who call themselves "God's Chosen
People" to practice apartheid and discourage exogamy, while ignoring
the dark threat to our own White community?

A very large body of evidence, for example, Richard Lynn's
landmark study, The Global Bell Curve, proves that there are important
average differences in intellectual ability between races.

By 2060 the White percentage of the world population will decline
by two-thirds from what it was in 1950, while the Black percentage
will triple in size, adding 1.2 billion to their numbers. Clearly, if
the trend is left unchecked, our race will eventually disappear from
the face of the planet. It is up to the present generation to fortify
its effort to rally the awareness of our global White tribe, to draw a
visible line in the sandbox of public opinion, and borrow tactics from
our enemies by coming out, acting up, and digging in at every
strategic point in the line.


www.tomatobubble.com www.ihr.org http://nationalvanguard.org

http://national-socialist-worldview.blogspot.com