From: mars1933@hotmail.com   
      
     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   
      
   [continued in next message]   
      
   --- SoupGate-Win32 v1.05   
    * Origin: you cannot sedate... all the things you hate (1:229/2)