San Francisco Company Twilio Announces ‘Anti-Racist’ Layoff Policy


A California-based company has proudly announced that its business practices are rooted in what has been termed “anti-racism.” What some fail to realize is that these increasingly popular practices often translate not only into the hiring process, which is bad enough, but also into the layoff process.

Twilio, a San Francisco-based corporate communications company, recently announced they would have to lay off 11% of their employees. This decision isn’t all that remarkable because it’s generally the same reason other companies get fired; the company grew too fast and its shares plummeted by 78%.

What stands out is the method they use to make their resignation decisions. While most companies would focus on firing those who may not perform as well as others, or those positions that are arguably unnecessary at this stage of the business, the company has taken a different path.

The waking path

Mission and vision statements were always my least favorite part of a leadership team when I was in the military. I can imagine that it is just as painfully difficult in business. However, with the waking crowd taking over consulting and leadership symposiums, I assume you can just steal some keywords and slogans to beautify your business platforms.

Twilio CEO Jeff Lawson recently highlighted one of their goals:

“As you all know, we are committed to becoming an anti-racist/anti-oppression company.”

He went on to explain how that anti-racism and anti-oppression goal plays into the company’s layoff strategy:

“Firings like this can have a more pronounced impact on marginalized communities, so we were particularly focused on making sure that our layoffs – while this is a business imperative these days – were delivered with an anti-racist/anti-oppression lens.”

Sounds familiar? It should be.

Minneapolis Leads the Woke Pack

I reported last month about how the Minneapolis Federation of Teachers union pushed forward an agreement to fire white teachers before firing minority teachers in the event of a layoff. The agreement said:

“If it exceeds a teacher who is a member of a population that is underrepresented among the authorized teachers on the site, the district will exceed the next least senior teacher, who is not a member of an underrepresented population.”

While this activity is ripe for a lawsuit, some think it’s good practice. A teacher from Minneapolis said of the agreement:

“We want children from all demographics to have experiences with people from different backgrounds and different cultures, and to become aware that our shared humanity is what matters, not what separates us.”

Interesting statement. To educate children, we all share in our incorporation into the human race; we need to separate which races we fire and hire?

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Tell me again it’s a bad idea to homeschool my kids.

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Don’t leave the house without

This idea of ​​guiding companies and organizations through an ‘anti-racism’ lens is not a one-off. The “anti-racism” lens is just another offshoot of the diversity, equality, and inclusion craze.

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Popular credit card company American Express is facing some lawsuits over its race-related internal practices. The credit company has reportedly linked executive bonuses to how well managers have hired minorities, regardless of their qualifications.

Because that’s what we need, people who are hired based on their skin color, not based on their actual abilities. Or, to put it another way, that should illustrate the magnitude of this repackaged old sin; we should fire people based on their skin color, not based on their actual abilities.

Employees have even come forward claiming that the company provided Critical Race Theory training that required members to recognize their privilege and compare it to their peers. Perhaps my favorite was the teaching that ‘capitalism is racist’.

Interesting post from a credit card company.

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3, 2, 1… Diversity!

Our unhealthy obsession with race is now reaching for the stars, with even the space program embracing “anti-racism” by making diversity an essential part of the Artemis I launch. The much-anticipated Artemis I launch is intended as a test for a future mission to get Americans back on the moon.

That manned mission has a woman and a colored astronaut on board. I don’t necessarily have a problem with this if they are the best astronauts for the job and happen to be a woman and a “person of color.”

But these days it’s hard to know if that’s what’s happening.

As Vice President Kamala Harris said so profoundly:

“So much space exploration is about science.”

And so it must remain.

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The definition of madness

What Twilio, Minneapolis and other companies and organizations do when they proudly claim to support “anti-racism” is simply racist. If we don’t hire the best people for the job because they don’t look good, or some variation on the same theme, that’s racist.

Nobody likes to hear that, but that’s the way it is. But unfortunately it also doesn’t help the demographics of individuals it claims to help.

As a woman in the military, I was regularly accused of getting medals, awards, or promotions only for being a “girl,” as my more immature male colleagues called me. And while that drove me crazy, they believed that because there was… goods often in the military that women were elevated above their male counterparts, even though they were not as qualified.

Later on, I wouldn’t get a job I applied for in the military (which I was told was the most suitable outright) because I wasn’t the right demographic. It’s heartbreaking to know that no matter how hard you work or how much you outperform your peers, it doesn’t matter because of the color of your skin or your gender.

It was wrong when we did it to women and the black community in the past, and it’s wrong when we do it to men and the white community now. It’s the definition of madness.

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