Silicon Valley and the tech industries are the next targets. If you're a manager at a tech company, we'll suggest some ways to protect your people from HR and its emphasis on credentials and affirmative action (AA) over the best fit for a position. Corporate leaders need to be sure their HR departments are managed to prevent infiltration by staff more interested in correct politics than winning products. And we'll show why appeasement of diversity activists is a dangerous strategy that may make your organization a target for further extortionate demands.



The next battlefield after high tech is discretion in hiring--which the activists believe must be limited to force employers to hire any candidate "qualified" for a job as soon as they apply. Only a few radicals are proposing this kind of blind hiring now, but continuing successes in getting firms to bow to their diversity demands will result in a list of new demands. We have already seen Seattle pass an ordinance requiring landlords to rent apartments to the first applicant who qualifies. And similar movements in hiring--supposedly to prevent discrimination by eliminating management choice of who to employ--are coming soon.

Dr. Helen re views a new book about Human Resources and how SJWS use it to converge corporations:Of course, no one who has read SJWs Always Lie will be even remotely surprised by any of this. The good news is that all of this corporate convergence is creating a whole range of new opportunities as the converged corporations begin to pursue social justice objectives rather than serving their customers. It's not a question of whether SJWs can ruin a company they converge.Once they've entered, it's only a question of when. And as long as we're on the subject of SJWs, this probably as good a time as any to mention the latest from Dark Lord Designs

Labels: books, corpocracy, SJW