BREAKING: In a landmark 9-0 ruling on Wednesday that you will never hear about in the media, the US Supreme Court has undercut all DEI-based discrimination, sending the Marxists into a tizzy.
The US Supreme Court's ruling that a St. Louis police sergeant can sue over a job transfer she claims was discriminatory lays the foundation for legal action against employers who push discrimination against white people in job hiring, work assignment and promotion. That’s right, those “diversity-preferred” job postings, the practice of passing over whites for promotions, discriminatory job transfers, pushing unfair diversity trainings, etc…all of these are now legally actionable.
The ruling was championed by human rights groups as "an enormous win for workers,” but has lawyers for companies like Disney warning that it could have a chilling effect on employers' diversity initiatives.
Disney’s "Pale and Male is Stale" policy is a prime example. Disney has allegedly used it to drive out white animators by giving them the worst assignments, even though they them have the most experience, skill, and seniority, in order to make the job humiliating enough that they quit…which many of them have done.
The same companies argue that there is ‘good discrimination’ and “bad discrimination’, that white people should be purposely disadvantaged to pave the way for diversity. The lawyers stated that the decision will ‘complicate’ DEI programs and limit their ability to discriminate against white men.
The Supreme Court torpedoed these claims, re-asserting that everyone is equal in the eyes of the law. Further, the court has established a relatively ‘low standard’ for bringing discrimination cases. The victim need not suffer ‘actual harm’. An employee only must show "some harm" under the terms of their employment, AND that harm need not be "material," "substantial" or "serious." The decision makes it much easier for workers to sue over discriminatory practices.
This case was about a woman transferred from plainclothes because she was a woman, but it could be applied to DEI bullshit.
https://www.supremecourt.gov/opinions/23pdf/22-193_q86b.pdf
