Thames Valley police force puts staff through equity training despite claims of discrimination.
Police officers at one of the UK’s largest police forces are being forced to undergo indoctrination in woke ideology. Thames Valley has introduced «equity training”, covering topics such as «white privilege», «microaggressions» and the difference between being «non-racist and anti-racist», writes The Telegraph.
The concept of «white privilege» argues that white people have an inherent advantage because of their race in a society characterised by inequality and injustice. But in today’s postmodern climate, privilege runs in the opposite direction. The examples are too many.
The Telegraph revealed on Wednesday that West Yorkshire Police have temporarily blocked applications from white British candidates in a bid to increase diversity.
Thames Valleys appointed an Asian sergeant as criminal investigator without advertising the position. This was despite the police being warned of the legal risks of not holding a competitive process.
It was part of a «positive action» scheme for ethnic minority officers, whereby they could be moved «sideways» into positions to gain the experience they needed to increase their chances of promotion.
In such a climate, being white isn’t exactly an advantage. The same can be said of the British two-tier justice system. The case of Lucy Connolly is a frightening example of this.
There is growing resistance within the British police force to this form of indoctrination and bias based on skin colour. An independent review of the issue, commissioned by Police and Crime Commissioner Matthew Barber, warns that white privilege ‘can often be seen as demonising white people and therefore builds barriers to learning’.
The review was conducted by former Assistant Chief Constable Kerrin Wilson. It points out that it was ‘unfortunate’ that Thames Valley launched its equality of outcome training just as the employment tribunal had found the police force guilty of positive discrimination.
Over the past three years, the number of posts in the police force that focus solely on DEI (diversity, equality of opportunity, inclusion) has increased by over 30 per cent. Cost per year: £15 million.
Wilson noted that some officers expressed «strong feelings of frustration».
«As white men, they felt disadvantaged, and they had a perception that injustice was permissible for minority groups but not for the majority population.»
Even officers from minority backgrounds are annoyed by the development, as any promotion is viewed with suspicion.
«A number of minority staff have openly stated that they will not be seeking promotion or specialisation in the foreseeable future because this has given them the feeling that even if they are successful in gaining promotion, their efforts will not be accepted as genuine by anyone.
Some employees have stated that despite being in the police for many, many years, they now feel that [it] has become a hostile environment and they would not recommend the police as an employer of choice for people from minority backgrounds.»
The only people who seem to benefit from this practice are people with no shame, as well as, of course, employees of the DEI departments who are unable to get proper jobs.
The review also revealed that there had been a «very strong, at times bordering on aggressive» reaction from white officers, who wanted their bosses to be punished for the positive discrimination and who felt that «they have no support in the police».
At a time of escalating violence and the ever-present threat of terrorism, the British are tearing their police force apart. British police may be extreme, but they’re not alone. Police in Sweden and Norway are following the same path. The same was true for the US, until Trump took over the White House.
The task of the police should be to prevent crime, and react decisively to crime that is not prevented. Promoting diversity and inclusion by excluding everyone from the country’s original population has no positive consequences for either the indigenous population or ethnic minorities.
The same practice happens in the military, both in the UK and here in Norway. It’s silly when the military leadership aims to quota as many women as possible, without being able to define what a woman really is.
This kind of forced and constructed diversity is not our strength.
