I think that is possible and that one could prove it statistically.
I do not think that, just because such behavior can be shown to exist on average, that is necessarily exists in specific situations. If you want to apply an anti-racist remedy in a specific situation, you should have to prove racism in that situation.
And I think that the remedies to specific situations will differ a great deal, depending on unique variables. That is, if a person proposes a remedy, they should show how it will fix the specific problem.
I do not agree with one-size-fits-all remedies that try to fix a social ill by turning a specific company on its head without factual evidence of racism in that company.
The company turned itself on its head by shutting down all discussion on the topic.
I haven’t seen any evidence that anyone was calling for singers job before nor during the meeting. All that happened was that a bunch of employees formed a committee that brought a bunch of issues to the fore. They took issue with singers behavior, and the company responded with “cease all of this discussion or take a buyout” and so they took the buyout.
All this amounted to the company backing up a senior employees behavior reflexively at the expense of lower level employees objections.
> The company turned itself on its head by shutting down all discussion on the topic.
Maybe. Or maybe the company was already turned on its head due to the internal conversation. Such a radical reaction from the founders suggests to me that this was the case.
> I haven’t seen any evidence that anyone was calling for singers job before nor during the meeting.
Accusing someone of racism or white supremacy is effectively calling for them to resign or be fired.
> All that happened was that a bunch of employees formed a committee that brought a bunch of issues to the fore.
Right, but again, we don't know if those issues were valid or not. The "funny names" list is not nearly as damning as they seem to think. Given how much information has leaked to the media, I would assume that the strongest evidence they have of racism would already be public. And I have not seen strong evidence.
> All this amounted to the company backing up a senior employees behavior reflexively at the expense of lower level employees objections.
If "backing up a senior employee's behavior" means allowing him to disagree with others about whether his behavior is racist, especially in the absence of evidence that it is racist, then I think they were right to back him up.
Singer's resignation resulted from the show trial of accusations and media leaks, which is a well known playbook for advocates of social change.
I think that is possible and that one could prove it statistically.
I do not think that, just because such behavior can be shown to exist on average, that is necessarily exists in specific situations. If you want to apply an anti-racist remedy in a specific situation, you should have to prove racism in that situation.
And I think that the remedies to specific situations will differ a great deal, depending on unique variables. That is, if a person proposes a remedy, they should show how it will fix the specific problem.
I do not agree with one-size-fits-all remedies that try to fix a social ill by turning a specific company on its head without factual evidence of racism in that company.