I’d like to wish a happy and safe New Years to everyone. In accordance with annual tradition, my wife and I will spend the evening celebrating on the streets of Camden, New Jersey. That prompted a search for nearby lodging, preferably at a Hilton family property.
I sought a Hilton specifically due to that chain’s deep commitment to racial profiling. As this article celebrates, Hilton was just named the best workplace for diversity. Fortune magazine called their performance “extraordinary across all demographics, including ethnic and racial identity, gender, age, disability status, and sexual orientation.” This is important since I very much dislike checking into an establishment without the opportunity for having gay interracial sex.
At any rate, Hilton’s vice president of global diversity and inclusion, Jon Muñoz boasted recently that Diversity is embedded in our DNA. It’s important for us to reflect the communities where we live and work. We’re in the people business, so it’s important for us to be responsive to our guests, our team members, and our communities. Obviously a hotelier must be responsive to his guest’s diversity needs, and heterosexual whites simply don’t accomplish that. For instance, do you think someone who looks like this would know anything about the hotel business?
Anyway, I began thinking about how content Mr. Munoz must feel in knowing that over 90% of the world’s population is diverse, thus presenting only a narrow slice of humanity that must be shunned according to sound corporate ethics. With such surplus of choice, it is almost no surprise that Hilton has profiled so capably. Specifically, “of Hilton’s more than 55,500 U.S. employees, 69 percent are racial or ethnic minorities, 53 percent are women, 5 percent identify as LBGTQ, and 4 percent have a disability.” 69% minority is extremely impressive. Simple linear extrapolation says Hilton could reach terminal diversity within a decade. Just slightly behind Botswana.
But obviously 69 is less than 100 and so much work remains. To that end, Hilton has created Team Member Resource Groups (TMRGs). These racially profiled privilege groups “include those for African Americans, the LBGTQ community, Latinos, women, veterans, people with disabilities, and others.” Well, not all others, you understand. But all the others who matter.
Like Sanjeev Udhnani, for example. Mr. Udhnani “grew up in south Florida, where he enjoyed living in a diverse and vibrant community. His father was born in India and his mother, who is also Indian, was born and raised in the Philippines.” There’s only a billion Indians, so we’ve definitely identified a minority. “When he started at Hilton about a year-and-a-half ago, he found a support group right away. ‘I joined the Asian Pacific Islander TMRG and I learned about a mentorship program that placed analysts in the API community with members of senior management.’” See, that sort of mentorship is important for the 69% of your company that may not enjoy special opportunities like not having a privileged racial advocacy group.
The point being that Hilton is deeply committed to conspicuous racial profiling. It is, as they say, in their DNA. So it looks like I’ll just cross the river tonight to stay in the Philadelphia Doubletree. That’s because at least I know they are taking a firm stand against racial profiling.
Yes, Hilton absolutely will not tolerate racial profiling by employees who are not VPs of Global Diversity. Two recently terminated racists learned that the hard way this week.
The link is to another in the year-long series of white insubordination articles that the left began peddling in earnest sometime around last spring. Each features whites allegedly racial profiling blacks by calling the police on them. And that is something that can have a dire impact on one’s life prospects. Thus the proliferation of outrage articles. The intent of which is to condition whites, via the adverse stimulus of career ruination and public shaming, to accept their hierarchical station in the social sediment. You are expected to pay for institutions and infrastructure, but never use them to inhibit the appetites of POCs. I have little doubt the relentless campaign is having its intended effect. People learn incentives quickly, and for these former Hilton employees even job-loss was insufficient punishment for their insolence. The media wanted permanent scalps.
Jacob Benjamin, the hotel’s general manager, did not immediately return HuffPost’s request for the employees’ full names.
Perhaps Huffpost is seeking to fill an open diversity officer position.
As we conclude another year in this long Western Rite of Ashura, it reminds me how strange and exotic it must all seem to one ignorant of its intricacies. Racial Profiling exists as both angel and demon, to be exalted and condemned simultaneously. Perhaps the worst sin of all being situational ignorance of which is required when. I almost feel admiration for the suppleness of mind required to both brag and rage over the same principle. Men are certainly adaptable creatures. You’ll find they are most adaptable in pursuit of their interests.
That’s where men like Jon Munoz and Sanjeev Udhnan enjoy a pleasant symbiosis with multi-millionaire corporate boards. One wants to profit at the expense of their middle class peers from the labor and consumption of seven billion minorities, and the other are the seven billion minorities looking for a life-station leap-frog. The nexus of their mutual self-interests is a holy and moral position indeed. This position requires a certain acquired subordination from those who do not benefit. That’s what we have HR departments and HuffPost to provide.
But all this will hold for 2019. Tonight I’m celebrating at the Philadelphia Doubletree. It might be best to leave my phone in the room.