0:07

Federal officials have leveled a discrimination

0:10

lawsuit at the Sheetz convenience store

0:12

chain, alleging that the company's use

0:14

of criminal background checks as a

0:16

screening mechanism for employees falls afoul

0:18

of Title VII of the Civil

0:20

Rights Act of 1964. While

0:23

Joe Biden's Department of Justice says

0:26

it doesn't believe that the company

0:28

intended to discriminate, the fact that

0:30

minority applicants are more likely to

0:32

have criminal records somehow means that

0:34

Sheetz is violating the law. This

0:37

action may seem absurd, but the

0:39

lawsuit actually fits well within the

0:42

logic of existing civil rights law

0:44

and its standard of disparate impact.

0:47

Sheetz employs a common screening

0:49

method to protect its customers

0:51

and employees' safety, yet the

0:53

Biden administration has made it

0:55

clear that criminals' rights hold

0:57

more importance. The

0:59

civil rights regime that rules

1:01

the United States has decided

1:03

that skin color trumps all

1:05

other concerns and has made

1:07

a safe, high-trust society functionally

1:09

illegal, punishing the average law-abiding

1:11

citizen in the name of

1:13

equality. Most

1:16

Americans think of the Civil Rights Act

1:18

as the piece of legislation that ended

1:20

legal discrimination in the United States, but

1:22

they don't understand how the relevant body

1:24

of law has mutated over the years.

1:27

The original language of the law was

1:30

vague and allowed for radical interpretations that

1:32

have led to the rise of a

1:34

legal leviathan that reaches into every part

1:36

of American life. The

1:39

average person would assume civil rights

1:41

law simply prevents a business from

1:43

openly denying an individual employment due

1:45

to his race, but the truth

1:47

is far more complicated. The

1:50

Supreme Court's decision in Griggs v.

1:52

Duke Power Company introduced the language

1:55

of disparate impact, and that change

1:57

has warped every institution in the-

2:00

the United States. Under

2:02

disparate impact, the employer doesn't need

2:05

to make any conscious decision to

2:07

discriminate in order to violate the

2:09

law. In the original case, the

2:11

justices decided that if minority applicants

2:13

reliably scored lower on aptitude or

2:15

IQ tests, then use of those

2:18

tests to screen potential employees broke

2:20

the law even if the employer

2:22

had no intent to discriminate. Having

2:26

intent as a factor for

2:28

consideration made any difference in

2:30

outcome for racial groups count

2:32

as evidence of discrimination. The

2:35

Civil Rights Act of

2:38

1991 made the change official, leading

2:40

to college degrees becoming the only

2:42

acceptable way for businesses to screen

2:45

would-be hires. Hey

2:47

guys, I need to talk to

2:49

you about new founding. Look, we

2:51

all know that the job market

2:53

is a disaster right now. Unemployed

2:55

people can't find good companies to

2:58

work for, and good companies can't

3:00

find employees to get the work

3:02

done. And that's why you need

3:04

access to the New Founding Network.

3:06

New Founding has created a network

3:08

of high-excellence professionals who are seeking

3:10

to join grounded American businesses. They're

3:13

individuals, often in elite organizations, who

3:15

are ready for a team and

3:17

mission that supports their values instead

3:19

of working against them. Some

3:22

companies are already using the

3:24

network to hire high-trust, exceptional

3:27

individuals who match the culture

3:29

and mission of their team.

3:31

You can apply for access

3:33

to the New Founding Talent

3:36

Network at newfounding.com/talent. You'll be

3:38

connected with candidates who will

3:40

build your business. That's

3:43

newfounding.com/talent. Go there now to

3:45

find your next hire. Most

3:49

Americans would enthusiastically endorse the

3:51

idea that we should evaluate

3:53

every individual on their merit.

3:56

But the creation of a standard

3:58

like disparate impact exposed the

4:00

falsehood that civil rights law merely

4:02

aimed to give each person an

4:05

equal shot. Whether

4:07

we like it or not,

4:10

differences between groups reliably emerge

4:12

across different domains, and using

4:15

objective standards will naturally reflect

4:17

those differences. Progressives

4:20

didn't want a world that

4:23

removed racial preference. They wanted

4:25

a world that actively used

4:27

racial preference to reshape American

4:29

institutions in their own image.

4:32

A standard like disparate impact

4:35

doesn't reduce racial preference, but

4:37

instead increases the salience of

4:39

race to the point that

4:41

companies must hire less qualified

4:44

or even dangerous employees to

4:46

fill a de facto racial quota

4:49

system. Warping reality

4:51

to meet an artificial

4:53

ideological goal is always

4:55

dangerous and often leads

4:58

to disastrous results. The

5:01

justification for banning basic aptitude

5:03

and IQ tests was based

5:05

on utopian thinking at

5:07

best and cynical political calculation

5:10

at worst. It has resulted

5:13

in the explosion of

5:15

extreme college debt and a

5:17

leftist monopoly on unemployment credentials

5:19

in the United States. The

5:23

relentless expansion of the ideology at

5:25

the heart of civil rights law

5:27

always meant that it would eventually

5:29

need to be applied to criminal

5:31

records. Some

5:33

minority groups commit crimes at a

5:36

significantly higher rate and therefore have

5:38

a much higher likelihood of being

5:40

excluded from employment by a background

5:43

check. Those

5:45

on the left attribute this fact to

5:47

racism, but they find it hard to

5:49

disagree with the data itself. People

5:52

can and will argue endlessly over

5:54

the causal factors, but just as

5:56

with aptitude tests, the intention of

5:58

the employer doesn't matter. If

6:02

any difference in results occurs, even with

6:04

the use of objective measures, it's a

6:07

violation of the law. This

6:09

is how our current ruling class used

6:12

a civil rights law to implement

6:14

a system of anarcho-tyranny. A

6:16

government under anarcho-tyranny ignores serious violations

6:19

of law like fast and violent

6:21

assault, and instead seeks to criminalize

6:23

the behavior of normal, law-abiding citizens

6:25

whom it views as the greatest

6:27

threat to its power. This

6:30

tactic is designed to remove the organic

6:33

mechanisms that most communities use to create

6:35

safety and order, and keep the population

6:37

in the constant state of fear. With

6:40

the most basic tools of order stripped away,

6:43

citizens are compelled to grant the government increased

6:45

levels of power in the hope that it

6:47

will be used to reinstate a safe and

6:50

healthy status quo. Instead, the

6:52

regime uses that power to reward

6:54

its client classes. This

6:56

tactic is particularly effective at keeping

6:58

the middle class from organizing and

7:01

opposing a regime that deploys the

7:03

classic strategy of high and low

7:05

versus middle to eliminate competition and

7:07

expand its own power. I've

7:09

explained that strategy in detail in another video,

7:11

and I'll have a link for it on

7:13

screen right now. Any

7:16

civilization without a death wish would

7:18

understand that businesses keeping their customers

7:20

and employees safe by screening applicants

7:22

for criminal records is a pretty

7:24

common sense move. Society

7:27

is just better when our public

7:29

spaces are run by trustworthy individuals

7:32

who have, at the very least,

7:34

demonstrated an ability to refrain from

7:36

violating the law. But

7:39

the Biden administration wants to send a

7:41

chilling message to any corporation that would

7:44

value safety and order

7:46

above the perverse race-obsessed ideology

7:48

of the civil rights regime.

7:52

Our malicious Justice Department is

7:54

unfairly targeting responsible employers with

7:57

harsh laws while letting violent

7:59

criminals off easily, which

8:01

threatens public safety. To

8:04

end the madness and restore order, this

8:07

country must take back the excessive

8:09

control that the civil rights authorities

8:11

have over all

8:13

American institutions. Thanks

8:18

for watching guys. If you enjoyed this video, go ahead and click like,

8:20

and if you haven't subscribed yet, now is a great time to do

8:22

so. If

8:25

you'd like to get these broadcasts as podcasts,

8:27

make sure that you go ahead and subscribe

8:29

to the Ora Mac entire show on your

8:31

favorite podcast platform. And when you do, leave

8:33

a rating or review, it really helps with

8:35

the algorithm magic. If

8:37

you'd like to go ahead and pre-order my

8:39

upcoming book, there's only a couple weeks left

8:42

to do so. The total state is available

8:44

on Amazon and many other fine

8:46

retailers. Make sure to secure

8:48

your copy now. If

8:50

you'd like to follow me on Twitter or

8:52

GAB or Subsac or Instagram, if you'd like

8:55

to watch these videos on Rumble or Odyssey,

8:57

the links to do all of that are

8:59

down below in the description. And of course,

9:01

you can watch all of my shows and

9:04

read all of my columns over at the

9:06

Blaze. Thanks for watching guys, and

9:08

as always, I'll talk to you next time.