More frightening, what are we going to do when these "children" are running corporate HR departments?
I’ve kinda sorta seen this, though I haven’t confirmed it formally by checking diplomas and dates, etc. So with due caveat caveated, this is a suspicion not a proof.
I worked for most of a year at a retailing company that used to have great stature as a faith-founded enterprise that had spread for decades out of a single location to a network of presence in most American states. Most of you have probably heard of it.
I got crosswise with the supervisor who had hired me, who unbeknownst to me at the time of my acceptance, had a short fuse and liked to show people just how short it was. I did not adapt immediately to the new regime. Making a long story short, finally I was fired, not even (at least formally, though there may have been nod, wink) by the supervisor but by an HR who had taken it the wrong way (as if I had personally threatened) when I hinted that heaven brought bad results to those who mistreated people. But frankly my gut feeling at the time was whoopee, I’m free, even though I was now jobless in a city far from family. And the good Lord took care of me afterwards too. Maybe He has rewarded me for having warned them where they were headed.
Some of the same thinking people already ARE.
My former employer used the Tulane guide to dealing with unconscious bias (all men are inherently sexist, all whites are inherently racist) as HR formal policy.
http://cmsdr2.tcs.tulane.edu/equity/upload/UnconsciousBias.pdf
And a lot of this was pushed by federal contract preferences given to companies that implemented these social engineering practices in team meetings all having a diversity minute, every quarterly meeting having a 15 minute social engineering session, every company newsletter, requiring the hours long training to get the a full raise, etc.