Over 1,000 Lockheed Martin execs put through 'white male reeducation' training sessions

In response to questions from Sen. Tom Cotton, Lockheed Martin CEO James Taiclet revealed that the company put more than 1,000 executives through reeducation in critical race theory since 2007.

Hannah Nightingale Washington DC

Lockheed Martin CEO James Taiclet responded to questions from Sen. Tom Cotton about the diversity training the company provided, revealing that the company put more than 1,000 executives through reeducation in critical race theory since 2007.

Those questions from Senator Tom Cotton were regarding the controversial training sessions for white males at Lockheed Martin. The letter from Lockheed Martin CEO James Taiclet was obtained by Christopher Rufo. It addresses the six questions pressed by Cotton.

"Did this diversity training for Lockheed Martin executives take place as described?" Cotton asked.

Taiclet replied: "On June 8-11, 2020, 13 Lockheed Martin employees attended a three-day training course, entitled 'White Man’s Caucus,' which was administered by an outside vendor, White Men as Full Diversity Partners."

"Did Lockheed Martin select employees to participate in this training? If yes, on what basis were they selected? Was this training given to employees who are not white men?" Cotton asked.

Taiclet replied: "Lockheed Martin carries out a range of training programs intended to provide a broad base of instruction and learning on a variety of important topics to our business. This training course is one of three in a larger program, called Effective Leadership of Inclusive Teams. The participants in these other courses also include women and people of color. For the specific training course referenced in your letter, the intended audience is Caucasian male executive leaders based on level and position."

Cotton asked if the training was mandatory, or if employees were allowed to opt out. It was, Taiclet said, required. "This training is required for leaders based on level and position, preferable taken within three years of first joining the company or becoming a leader," he wrote.

Cotton requested a list of vendors and materials used to administer Diversity, Equity, and Inclusion trainings, but Taiclet responded that due to the trainings being held by an outside company, he would have to follow-up with that information after receiving approval from the vendor.

"If it occurred, please explain how this training, which relies on stereotypes and appears to segregate employees on the basis of race and sex, complies with Title VII of the Civil Rights Act," Cotton asked.

Taicler replied that he thought the company was compliant. "Lockheed Martin diversity training fully complies with federal law including Title VII of the Civil Rights Act of 1964," he wrote, "which prohibits discrimination in employment on the basis of race, color, religion, national origin or sex. Lockheed Martin based no employment action on the training; no participant in the training was promoted, demoted, or terminated based on the training."

Lockheed Martin came under fire late last month after Rufo brought to light the extensive "white male reeducation camp" trainings the company was using.

The trainings looked to help deconstruct "white male privilege and culture" and make them better allies, and had executive leaders repeating over 150 statements on whiteness, heterosexuality, and maleness, as well as reading "I'm tired" statements from people of color and females.


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