“Casual sexism, homo and transphobia, and racism have caused these rates to become so low.”

With the startling influx of vitriolic abuse hurled at women and minorities online, it’s become even clearer that something must be done to curb this unacceptable behavior. For some bizarre reason, many privileged white men have been able to say whatever they want online without any fear of repercussions. This has to change. Before hiring, these potential employees should be required to hand over social media login information. Utilizing these new tool-sets, a monthly character check should be instituted. This will help identify if the man said anything objectionable in person or social media. There would be three rounds of various panels to ensure maximum thoroughness. The first panel would consist of a few women to examine his social account for any content that is derogatory towards woman. If the accounts pass this test, it will proceed to the race related round of consideration. A few non-white minorities will look through private messages for slurs and other offensive content. Lastly, a few non-heterosexual minorities will peruse the employee’s friends list to see if they have associated with any bigoted people. With each occurrence of hate speech either said or endorsed, an employee will be given a non-removable strike on his record. If three or strikes are received, they will immediately be terminated from their job. Their status as a bigot will also be posted on a public name and shame site.

Here in the US, we seem to have forgotten that our white culture isn’t the be all and all. Sensitivity training exercises will help cure this misconception. Every two weeks or so, a minority from the office should be made the head chief. The title “head chief” can be switched up to fit whatever culture the person originates from. This minority is then given the authority to direct how all white males work. This goes on for about a week and a half. This will allow for the white males to begin to understand the institutionalized racism and privilege that they have grown up in. At the end of this time period, the chosen minorities will then grade the white males on their performance and obedience levels. Not all subjects will easily take to this new way of doing business. That’s ok, over time they will adjust. Because of these temporary growing pains, it would be wise to add a lighter punishment where a poor grade will put the male on temporary probation. That said, multiple poor scores will still result in permanent suspension and eventually industry blackballing once these standards are instituted widely.

One social ground that continues to be overlooked, is the oppressive religious tension that so often locks out minorities. Religion is not for everyone, and talking about beliefs creates a hostile work environment. This is a serious issue that needs to be stopped as soon as possible. Some beliefs such as Muslim prayer and other peaceful eastern religions are ok. But the loud Christian proselytizing that runs rampant in our field today should be purged with great impunity. Another panel should be formed by minorities of each gender, sexual orientation, and a few different religions. The sheer diversity will have the effect of boosting company moral and productivity. Ah, the wonders of diversity never cease to impress me. Anyway, let’s get back to the subject at hand. At the end of each month, this panel will determine whether or not there has been religiously sensitivity, and nobody has been made to fee uncomfortable. As per the two prior paragraphs, any offenses would result in temporary suspension.

A lottery hiring system will help replace those that have strikes against them but not enough for immediate termination. If followed by companies on the Bay, this has the potential to seriously balance the ethnically, sexuality, and gender-based work ratios. For each of the offenses mentioned in the previous paragraphs, that worker will have a ticket placed into a large pool with other offenders. Every offense will equal one more entry into the lottery. The amount of tickets drawn will amount to 10% of the minorities currently waiting employment. The chosen names will be terminated, and the most suitable minority will replace him. This system will quickly and efficiently weed out the borderline bigoted white males from our soon-to-be inclusive community.

“If followed by companies on the Bay, this has the potential to seriously balance the ethnically, sexuality, and gender-based work ratios.”

Many years of thorough research have brought me to the conclusion that my four pronged approach works best. It will forcefully put an end the viscous social media bullying that has sprung up. Then, cultural sensitivity programs will help to deprogram the white males who suffer from internalized white superiority complexes. After that, getting rid of oppressive proselytizing will be the last step in ensuring a free workspace. The coup de gras, a lottery hiring system, will phase out the 20th century old-boys-club bigots. Of course, overseers will be necessary for correct implementation. Me and my team of cultural diversity enforcement agents will be available for hire to help in the transitional period. After these steps are industry standards, I think we will achieve a workplace utopia full of freedom and opportunity for all.

Thank you for reading this! If you enjoyed it as much as I did (broadcasting my thoughts is my prime directive ;)) then you can support me by supporting me on my patreon, following me on twitter, and sharing this article with your friends and family!

Adeau to you, until our next encounter.

• Richard M. Poe