Only four Fortune 500 CEOs are corrupt, pathologically narcissistic African-Americans.

ALEXANDRIA, VA—Shedding light on the striking lack of diversity within the highest ranks of corporate America, a report from the Executive Leadership Council released Tuesday reveals that white individuals are far more likely to be named CEOs than equally sociopathic black candidates.


Despite widespread evidence that minority executives are just as misanthropic and unprincipled as their Caucasian peers, the study found that less than 1 percent of Fortune 500 companies have black chief executives, demonstrating that the upper levels of the business world frequently remain inaccessible to even the most morally bankrupt of African-Americans.

“Our data shows that when white megalomaniacs and black megalomaniacs contend for the highest corporate positions in the U.S., the latter are routinely passed over,” said the report’s lead author, Sandra Norwood, pointing to dozens of recent instances in which African-American individuals who had proven track records of undermining their colleagues’, employees’, and shareholders’ interests in order to further their own selfish ambitions were not even offered an interview for a company’s top seat. “Vindictive, unscrupulous blacks simply aren’t granted these leadership opportunities, despite possessing the same willingness to maximize short-term profit by eliminating health insurance benefits for part-time employees or commit accounting fraud in order to inflate the value of their personal stock options.”


“These are heartless sadists who have put in countless hours of backstabbing and forsaken all ethical constraints in order to bolster their own power, and yet time and time again they are denied a place at the top of the corporate ladder simply because of the color of their skin,” she continued.

According to the report, even when companies were presented with numerous highly qualified minority candidates with no moral compass and a history of increasing earnings by knowingly rushing an unsafe product to market or outsourcing thousands of manufacturing jobs to overseas sweatshops, the top-tier positions still tended to be awarded almost exclusively to deceitful, empathy-devoid whites.


In fact, the study found that, when presented with identical résumés of potential CEOs who had hid billions of dollars of revenue in offshore tax havens and poached several engineers from a rival business in order to illegally gain confidential trade secrets—one labeled with a common Caucasian name and the other with a traditionally African-American name—boards of directors were far more likely to select the applicant with the white-sounding name. Such findings suggest that many at the highest corporate level still hold inherent biases against amoral, power-hungry egotists of color.

“When you’re black, you have to be twice as ruthless and deceptive just to reach the senior level, but then you can pretty much forget about ever having a shot at the corner office.”


“Even in 2015, many corporate boards will automatically discount a black candidate even if they have demonstrated that they are fully capable of using aggressive intimidation tactics to prevent their company’s workers from forming a labor union,” Norwood said. “Board members often are more comfortable working with lying, underhanded double-crossers who are similar to themselves. Therefore, the individual that they ultimately promote to CEO tends to come from the same cultural background that turned them into destructive, unrepentant monsters.”

According to sources, the dearth of black CEOs within corporate America has prompted a number of companies to institute personnel outreach programs to identify and cultivate malevolent young African-Americans who they believe have the potential to one day violate insider trading laws and initiate spurious patent lawsuits against smaller competitors in order to overwhelm them with legal fees and force them out of the industry.


However, after years of confronting the “glass ceiling” that prevents them from advancing as far as their white peers, many blindly ambitious blacks told reporters they are skeptical that these programs will have a meaningful impact on African-Americans who aspire to become CEOs so that they can immediately downsize as many low-level personnel as necessary to hit profit targets that trigger lucrative personal bonuses.

“When you’re black, you have to be twice as ruthless and deceptive just to reach the senior level, but then you can pretty much forget about ever having a shot at the corner office,” said William Coleman, the sole African-American vice president at a prominent Wall Street financial services group, who says he has yet to be recognized for allocating the risk of his firm’s portfolio of unstable derivatives investments entirely onto the municipal worker pension funds it administers. “My company just elected a white external candidate for our CEO role even after I successfully shifted the blame for a botched merger onto a fellow senior manager before personally firing him and claiming his successes as my own. It’s like they refuse to see how deeply predatory and full of hatred I am.”


“My race shouldn’t be a factor when I’ve proven that I’m a borderline psychopath who will step over anybody in my way to sate my fanatical lust for power,” he continued. “When it comes to succeeding in the business world, that’s all that should matter.”