You’ll love this. Sometime later in the morning one of the reporterettes threw up the new poll basically saying that 30% of Americans are racists and then played the clip of Obama telling the crowd that Republicans were going to use race against him.
The reporterette asks Eugene Robinson if Republicans would really use race against him. Robinson says oh no, of course not. Things aren’t like they were years ago. But he goes on to say that “they” will use code words to do the same thing.
What might those code words consist of? Well, says Eugene, you will hear things like “do we really know who Obama is” and you will hear such nefarious “coded” messages repeated. When they are repeated, then you will know “they” are using his race against him.
Ah, yes—the “coded message” strategy. Not that long ago, you had to actually make a racist comment to be labeled a racist. But, when everybody except Robert Byrd and a few of his leftover Klan buddies stopped using the dreaded “N-Word,” the race-baiting poverty pimps decided that they would be the arbiters of what was racist.
This is a similar strategy to the one that the Jackson/Sharpton clique and their ilk had used to define “discrimination in the workplace.” In the past, when a more-qualified minority person was passed by in favor of a less-qualified white person, he or she would have a legitimate gripe, and could take legal action. But, after many years, such cases became rare.
Entrepreneurs and hiring managers operate out of enlightened self-interest—they want the most qualified person, black, white, male, or female, in order to maximize the probability that their business will succeed. In areas that get a lot of media coverage, such as sports, it is apparent that those who do the hiring are acting rationally, rather than by employing some long-harbored racial motivation.
The NBA is populated almost exclusively by blacks, despite the fact that they make up only 1/8 of the general population. And how many white corner backs are there in the NFL? (Hint—zero.) No rational football general manager is going to hire a white kid who runs a 4.7 second 40 yard dash to cover a black kid who can burn a 4.3.
So, with the world acting rationally instead of racially, the race-baiters needed a new plan. They dreamed up the “quota criterion,” which oddly, only works when the percentage of minorities in a particular company or field of endeavor is lower than the overall national percentage minority population. So, if the Boston Celtics or Green Bay Packers hire blacks at a rate that is six or seven times higher than their presence in the national population—no problem! But, if IBM or Dell has a black percentage of their work force of 10%, instead of the 12% the national breakdown shows, it’s time for a federal investigation.
So, in summary:
Discrimination in the workplace—bad.
Discrimination in the workplace—ends
So, discrimination in the workplace—redefined.
Voila—discrimination in the workplace exists again, and the “victims” must be taken care of!
Similarly:
Racism—bad.
Racism (except in a few small, backward pockets) ends.
So, racism is redefined (code words.)
Voila—racism exists again and the victim (this time it’s Obama) must be taken care of!