DIE And ESG Are Forms Of Modern Maoism

When Mao Zedong began China’s Cultural Revolution in 1966, the brainwashing tool of choice was the “struggle session.”  Struggle sessions (psychological torture) are public denunciations and humiliations in front of crowds targeting citizens who held Chinese traditions for re-education to create unity and consolidate power through thought reform…



ass denunciation rallies used stagecraft and scripts in public squares, classrooms, and workplaces to extract confessions of imaginary crimes and guilt.  Targeted individuals and groups were interrogated and publicly abused in order to coerce confessions, including beatings for being selfish, greedy and unenlightened.  The objective is for the individual to seek psychological relief through confession.  Contrition required repeated admissions followed by sincere actions — e.g., surrender of property.  It was a form of self-cancelation; collectively breaking one’s moral compass.  Those who didn’t submit or issued an insincere confession were tortured and imprisoned.

Modern-Day Struggle Sessions

DIE (Diversity, Inclusion, Equity) training is a leftist nihilism indoctrination which has swept through Western institutions.  All it really is a modern Maoist struggle session.  When individuals fail to cooperate or acknowledge their bias or white privilege. DIE training leads to social alienation, public humiliation and possible job loss.  DIE incentivizes the formation of employee hierarchal groups around sex, race, ethnicity, and sexual orientation in order to foster motivating resentment.  There is no objective evidence that DIE programs reduce racism, bigotry or prejudice.

ESG (Environmental, Social & Governance) is a corporate social credit score to exert control over publicly traded corporations.  ESG helps promote the World Economic Forum’s “stakeholder capitalism,” handing partial control to outsiders.  The “S” in ESG uses DIE as the critical metric for human capital reporting making DIE employee training compulsory.

DIE proponents claim that it increases collaboration and engagement, increasing innovation, growth and profitability.  The reality is DIE increases conflict, harassment and complaints resulting in lower productivity and profitability.  DIE creates a potential stigma for talented employees, viewed as tokens and their promotions are viewed with unwarranted cynicism.

DIE has become a big business cottage industry; ballooning into an annual $9-billion unregulated industry.  Al Sharpton is green with envy.  Hundreds of DIE consulting firms replicate the exact same ideology like a virus infection. Many universities have now also made DIE training a prerequisite for employment and admissions.

DIE Training Methodology

DIE training relies on a participatory, hands-on exercise battery that intentionally avoids merit-based performance dialogues.  The activities include a wide range of self-awareness exercises such as skits, book reports (e.g., White Fragility), privilege walks, group brainstorming, culture pursuit and diversity bingo. You can find an extensive catalogue of DIE exercises here.

The insidious life raft survival exercise is one of the most common and divisive of all the “lessons.”  The trainer strategically divides participants into groups of twelve.  Their ship has sunk and they must board a raft accommodating only eight.  The group must choose the most deserving passengers and everyone must agree on the final eight passengers by reaching a consensus.  The four who aren’t selected are metaphorically cast into the sea of unemployment.  The goal is to illustrate how perceptions and stereotypes can affect one’s behavior. Whatever that is supposed to mean. Instead, it naturally devolves into resentment among the participants.  It smears or labels some individuals as biased, prejudiced and as benefiting from inherited privilege to the advantage over t.  So much for promoting inclusion.

Training can devolve into ritual apologies or proclaiming guilt.  The exercises make many employees feel manipulated and controlled, so they logically react negatively.

DIE Training Triggers Discrimination Lawsuits

Stanford University serves as a case study of how DIE training can become poisonous.  Stanford University’s Counseling & Psychological Services (CAPS) created a DIE committee that went through weekly seminars and created racial-based affinity groups.  Two Jews were assigned to the “whiteness accountability” group.  The group was stereotyped as complicit in anti-black racism, thus labeling Jews as bigots.  The DIE committee supported an anti-Semitic narrative by connecting the Jews to white supremacy.  Due to harassment and intimidation from the DIE committee, they dropped from the DIE training.  They filed an EEOC complaint and discrimination lawsuit against Stanford University citing a prime example of intersectionality collusion.

Canceling The DIE Brainwashing

Many employers now make participate in DIE brainwash training mandatory.  You can either lie low or directly challenge the ideological training.  Remember, being belligerent or hostile could get you either disciplined or fired.

One of the best and low-key methods is using the Socratic Method of logic by asking the facilitator questions that expose distorted facts and contradictions and get participants too engaged in critical thinking.  For example, “Does equity consider employee’s merit performances?”  Or “Wouldn’t a color-blind workplace remove biases?”  

Suppose the training requires confessions — e.g., of transphobia.  In that case, you can firmly respond that it violates your civil rights regarding self-cancelation and that you will not participate.  Never admit to thoughtcrimes or that you have benefited from the system by default.  Use simple responses to prevent the facilitator from probing your answers.

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Recording and discreetly releasing the training through conservative news outlets or high-profile influencers will educate the public and damage the DIE movement.  An example of the effectiveness of this strategy was the public release of the video of Coca-Cola demanding that white workers be “less white.”  LinkedIn pulled the “Confronting Racism” video from its LinkedIn education library. ✪


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▶️ 9 Minutes 15 Seconds ⭐️ Gary Brown

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