Our military has been infected with far-left leaders like the nation’s highest-ranking military officer, Joint Chiefs of Staff Gen. Mark Milley, who last month, sat in front of several members of Congress and defending the teaching of CRT to our military members:

“A lot of us have to get much smarter on whatever the theory is,” he said, adding, “But I do think it’s important, actually, for those of us in uniform to be open-minded and be widely read.” He continued, “The United States Military Academy is a university. And it is important that we train, and we understand ― and I want to understand white rage. And I’m white, and I want to understand it. So, what is it that caused thousands of people to assault this building and try to overturn the Constitution of the United States of America? What caused that? I want to find that out.”

Rep. Matt Gaetz, who sparred with the woke general at the hearing, responded to Milley’s comments saying members of our military deserve far better leadership that what they’re getting at the Pentagon.

Now, investigative reporter Christopher Rufo has uncovered bombshell documents that show our nations’ 2nd largest defense contractor has taken wokism in the workplace to a whole other level…

Tucker Carlson featured Rufo on his show tonight where he talked about the bombshell Raytheon discovery. Here is a portion of that interview:

In a series of tweets, Rufo exposes the defense contractor and calls into question why any rational person would ever want to work for Raytheon. 

SCOOP: Raytheon, the nation’s second-largest defense contractor, has launched a critical race theory program that encourages white employees to confront their “privilege,” reject the principle of “equality,” and “defund the police.” Let’s review the internal documents.Thread


Last summer, Raytheon CEO Greg Hayes launched the Stronger Together campaign instructing employees on “becoming an anti-racist today.” He signed a corporate diversity statement and then asked all Raytheon employees to sign the pledge and “check [their] own biases.”

The program is centered on “intersectionality,” a core component of critical race theory that divides the world into competing identity groups, with race, gender, religion, sexual orientation, and other categories defining an individual’s place within the hierarchy of oppression.

Raytheon then asks white employees to deconstruct their identities and “identify [their] privilege.” The company argues that white, straight, Christian men are at the top of the oppression hierarchy—and must work on “recognizing [their] privilege” and “step aside” for minorities.

Raytheon tells employees to “identify everyone’s race” during workplace conversations. Whites must “listen to the experiences” of “marginalized identities” and should “give [those with such identities] the floor in meetings or on calls, even if it means silencing yourself.”

Raytheon instructs white employees never to say that they “pray things change soon.” Whites must acknowledge that their own discomfort is “a fraction” of their black colleagues, who are “exhausted, mentally drained, frustrated, stressed, barely sleeping, scared and overwhelmed.”

Raytheon has segregated employees by race and identity groups for black, Hispanic, Asian, Native American, LGBTQ, and other intersectional categories. This is a slide from a recent seminar on “Developing Intersectional Allyship in the Workplace.”

Next, Raytheon explicitly instructs employees to oppose “equality,” defined as “treating each person the same . . . regardless of their differences,” and strive instead for “equity,” which “focuses on the equality of the outcome.”

Finally, in a collection of recommended resources, the company encourages white employees to “defund the police,” “participate in reparations,” “decolonize your bookshelf,” “join a local ‘white space.'”

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