Censorship Update!



[INSIDE JW]

Air Force Academy Pushes Critical Race Theory Training on Cadets

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With Russia and China making belligerent noises almost daily, it is
not comforting to watch our military headed down the dark alley of
anti-American wokeism. Yet it is happening, and we now have a clear
picture of it at the Air Force Academy.

We received 167 pages
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of records from the U.S. Department of Defense which show that the
U.S. Air Force Academy (USAFA) has made race and gender instruction a
top priority in the training of cadets.

The records include recommendations that the USAFA considers
“Behavioral Science 362, ‘Class, Race, Gender, and Sexuality’ as
a core class,” that all curriculum be reviewed for “D&I”
(diversity and inclusion) topics, and that all cadets and staff be
educated in “specific D&I concepts and skills in order to decrease
incidents of microaggressions, unconscious bias, etc.”

We obtained the records in a Freedom of Information Act (FOIA) lawsuit
on behalf of Stand Together Against Racism and Radicalism in the
Services, Inc. (STARRS) against the U.S. Department of Defense for Air
Force Academy records regarding “systemic racism,” as well as
records of critical race theory at the Academy (_Stand Together
Against Racism and Radicalism in the Services, Inc. v U.S. Department
of Defense_
[[link removed]
_(No. 1:22-cv–02894)).

In the introduction
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to the September 21, 2020, “U.S. Air Force Academy Internal Racial
Disparity Review,” Superintendent Lt. General Jay Silveria writes:

> Systemic racism exists in our society. Identity groups, whether
> based on race, ethnicity, age, gender, sexual orientation, religion,
> or disability, have all experienced less-than-equal treatment in our
> nation, both historically and persisting in the present day. Ongoing
> events across our nation and around the world are a stark reminder
> that racism and social injustice continue to afflict our society. We
> must acknowledge that at USAFA we are not immune to these issues.
> What happens outside our gates also happens across our installation,
> and throughout the Cadet Wing. We would be naive to think otherwise,
> and negligent to ignore the impact of racism and injustice on our
> cadets, our permanent party and their families and our entire USAFA
> community.
>
> Our military superiority relies on an incredibly diverse force of
> innovative individuals who must work cohesively as a team. There is
> no place in our words or actions for discrimination or racial bias
> of any kind, nor can we allow these behaviors to persist in the
> culture of our institution. A disregard for dignity and respect is
> corrosive to mission success, and will not be tolerated. To address
> these issues we must each, and as a cohesive team, look inward to
> continually examine ourselves and our institution for the prevalence
> of racism, discrimination, and injustice.
>
> To that end, I directed what I hope will be an enduring, lasting
> effort to promote racial understanding and diversity in the context
> of leadership. These actions included the establishment of a
> Critical Conversations Working Group (CCWG), led by the Center for
> Character Development (CCLD), to facilitate recurring USAFA-wide
> critical conversations for cadets and permanent party. In addition,
> my Director of Staff and the Director of Equal Opportunity
> co-chaired an internal assessment and review for biases within our
> policies, processes, practices, curriculum, and artifacts. The
> objective of the assessment was to identify racial disparities
> unique to USAFA.
Under the heading “Limitations
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in the “Purpose and Context” section the review states:

> We must continually work to build future leaders and reinforce the
> principles that underpin our “Leader of Character” framework-
> living honorably, lifting others, and elevating performance- in the
> context of equal opportunity, diversity and inclusion, and respect
> for others. As an institution that develops officers to lead a
> diverse force, USAFA must instill these principles in those we teach
> and lead. These young men and women will ultimately shape the future
> culture of our military, and in turn influence the larger American
> society. As such, there is no place in our words and actions for
> discrimination or racial bias of any kind at USAFA, or in our Air
> and Space Forces.
Within the section
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titled “Diversity and Inclusion at USAFA [U.S. Air Force
Academy],” under the heading “Additional Data Sources,” the
review cites a 2020 Cooperative Institutional Research Program (CIRP)
survey of cadets in the Class of 2024:

> The survey collected information on student's opinions on racial
> understanding, racial discrimination, preferential treatment (based
> on race/ethnicity), and other D&I (diversity & inclusion) related
> topics. Cursory analysis of the CL24 responses indicates:
>
> * 16% of our incoming cadets find that helping to promote racial
> understanding is not
> important (17% of Caucasian cadets, 15% of Minority cadets). The
> remainder of the
> cadets responded that it was somewhat important (38%), very
> important (28%), or
> essential (18 %).
> * 24% of our incoming cadets agreed that racial discrimination is
> no longer a major
> problem in America. The remainder of the cadets disagreed with that
> statement.
> * 75% of our incoming cadets rated themselves as average or above
> average when
> comparing themselves to the average person their own age in terms of
> their
> understanding of others.
> * One question asked whether the student agrees/disagrees whether
> individuals from
> disadvantaged social backgrounds should be given preferential
> treatment in college
> admissions. 65% of the Caucasian and 45% of the Minority cadets
> disagreed while 35%
> of the Caucasian and 55% of the Minority cadets agreed with that
> statement.
Later in that section
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under the heading “Equal Opportunity (USAF/EO,” the Air Force
Academy’s Equal Opportunity office recommends the Academy:

> Consider implementing Behavioral Science 362, ‘Class, Race,
> Gender, and Sexuality’ as a core class or pulling the content into
> shorter transition-week training opportunities spread across a
> cadet's USAFA career. The material is highly regarded by cadets and
> graduates, and the information could be implemented on a larger
> scale (to include training for basics and sessions for each year
> group) to help cadets mature into D&I professionals for the Air
> Force.
In the section
[[link removed]]
titled “The Way Forward,” the review introduces a “Triple Threat
Group,” which was established in June 2020 “after national
conversations surrounding police brutality, release of news articles
addressing racial disparities in the AF discipline system, and the
height of racial tension.” The review continues: “Triple
Threat’s ongoing efforts align theory and considerations on how
USAFA could address racial tension and unrest using a 3-tiered,
‘triple threat’ approach of Acknowledgment, Action, and Advocacy.
In clarifying the need to address this issue, as well as to
demonstrate the importance of these efforts, Triple Threat solicited
shared stories from current cadets and graduates from the past year
that captured realities and perceptions that bring awareness to the
‘Black experience” at USAFA [U.S. Air Force Academy].”

Also in that section
[[link removed]]
of the review is a heading titled “Recommendations” that includes:


* Ensure Diversity and Inclusion is incorporated into USAFA [U.S.
Air Force Academy] guidance and policy. [Academy’s] Diversity and
Inclusion plan must be updated as a strategic document guiding D&I
[diversity and inclusion] efforts across the institution.
* Expand the DF-led [dean of faculty] curriculum review to ensure
all [Academy] curriculum, as identified under the Course of
Instruction, is reviewed for D&I [diversity and inclusion] topics.
* Educate and train cadets and staff on more specific D&I [diversity
and inclusion] concepts and skills in order to decrease incidents of
microaggressions, unconscious bias, etc., and enhance
retention/inclusion. In addition, we must train our leaders across the
institution on how to facilitate critical conversations on racial
issues within their workplaces, so all Airmen can bring their full
selves to work and leaders can create more inclusive spaces.
Correlated to this effort is the need to develop a more robust racial
bias incident reporting system with associated accountability and
rehabilitation processes to restore relationships in the event biases
or microaggressions are experienced.

In the “Triple Threat Proposal,” appendix
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the review calls for “Cultural Immersion Movie Nights:”

> Cultural Immersion Movie Nights is an initiative we propose to be
> held at Arnold Hall throughout the academic semesters. This
> initiative will allow cadets and permanent party to learn about
> racism, racial discrimination and the several historical events and
> policies that have impacted minorities through cinema. The goal is
> to help inform all members at this institution of the cultural
> history of other races and thus bring greater unity and
> understanding of other groups within the Cadet Wing.
The recently obtained documents also include an August 17, 2021,
email
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in which the sender and recipients are redacted, that discusses
required textbook readings on “prejudice and discrimination,”
which includes:

> Identify examples of prejudice, stereotypes, and discrimination.
>
> Describe how explicit and implicit prejudice differ.
>
> Describe some of the social, emotional, and cognitive roots of
> prejudice.
The email goes on to state that Academy cadets were “asked to watch
a video
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of the
well-known ‘Brown Eyes/Blue Eyes’ demonstration.”

According to STARRS President and CEO Dr. Ronald J. Scott, Jr.,
Colonel, USAF, Retired, USAFA ’73: “Diversity, equity, and
inclusion training stems from Marxist-inspired ideology known as
critical race theory. While attractive to those who believe in justice
and equal opportunity, it empowers those who hold positions of
authority or influence to coerce others into compliance. This
phenomenon is what C.S. Lewis wrote about when he grouped people into
‘the conditioners’ and ‘the conditioned’ in his 1940s book
‘The Abolition of Man.’”

These documents show our military and its rising leadership are under
attack from within. The documents confirm U.S. Air Force Academy
leadership is obsessed with anti-American critical race theory and
seeks to punish and smear cadets through leftist indoctrination
programs.

Our lawsuits and FOIA requests on critical race theory and other
leftist extremism are extensive:

In November 2022, we separately sued
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the Air
Force Academy for training material records on critical race theory.

In July 2022, we sued
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the Department of Defense for records related to the United States
Naval Academy (USNA) implementing critical race theory (CRT) in the
training of naval recruits.

In August, our client David Flynn, who was removed from his position
as head football coach after exercising his right as a parent-citizen
to raise concerns about critical race theory and Black Lives Matter
propaganda in his daughter’s seventh-grade history class, settled
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his civil rights lawsuit against his former employers at Dedham Public
Schools. As part of the settlement, the Superintendent of Dedham
Public Schools, Michael Welch, acknowledged “the important and valid
issues” raised by Flynn and specific changes in school policies
because of Flynn’s complaint, including banning teachers from
promoting Black Lives Matter to students online.

Also in August, we sued
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on behalf of a Minneapolis taxpayer over a teachers’ contract that
provides discriminatory job protections to certain racial minorities.
The lawsuit was filed against the superintendent of the Minneapolis
Public Schools, the Minneapolis Public Schools, and the Minneapolis
Board of Education for violating the Equal Protection Guarantee of the
Minnesota Constitution.

In June, we received records revealing critical race theory
instruction at the U.S. Military Academy at West Point.
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One
training slide contains a graphic titled “MODERN-DAY SLAVERY IN THE
USA.” [Emphasis in original]

Records
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produced in April 2022 from the National Credit Union Administration
(NCUA) show the government agency responsible for regulating credit
unions required “inclusion and unconscious bias training” for the
agency’s employees and contractors and offered advice on how to
recognize and address alleged “microaggressions” in the workplace.

Records
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produced in February 2022 from the Consumer Financial Protection
Bureau (CFPB) included a PowerPoint presentation titled “Race and
gender based microaggressions” that was used for training at the
organization.

Two sets of records we obtained in November 2021 related to the
teaching of critical race theory in Montgomery County Public Schools
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(MCPS),
Maryland’s largest school system, included a training course with
information about a book titled “Antiracist Baby” that introduces
the youngest readers to “the concept and power of antiracism,” and
says it’s the “perfect gift” for “ages baby to age 3.”

Records from Loudoun County, VA, obtained in October 2021 revealed a
coordinated effort to advance critical race theory initiatives in
Loudoun County public schools
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despite widespread
public opposition.

A training document provided to us in October 2021 by a whistleblower
in the Westerly School District
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of Rhode
Island, details how its schools are using teachers to push critical
race theory in classrooms. The training course was assembled by the
left-leaning Highlander Institute and cites quotes from Bettina Love,
from whom the Biden administration distanced itself publicly after her
statements equating “whiteness” to oppression.

Records produced in June 2021 by Wellesley Public Schools
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in Massachusetts
confirmed the use of “affinity spaces” that divide students and
staff based on race as a priority and objective of the school
district’s “diversity, equity and inclusion” plan. The school
district also admitted that between September 1, 2020, and May 17,
2021, it created “five distinct” segregated spaces.

Heavily redacted records we obtained in May 2021from Montgomery County
Public Schools
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(MCPS) in Maryland included documents related to their $454,000
“Anti-racist system audit” and critical race theory classes.
Students were taught that the phrase “Make America Great Again”
was an example of “covert white supremacy.”

You can see that your Judicial Watch is second to none in trying to
expose and stop the CRT menace to the American way. Thank you for your
support of this essential work, as we couldn’t do it without you!

COLLEGE GETS MILLIONS TO DEVELOP JOURNALIST TOOL TO COMBAT
“MISINFORMATION”

The Biden administration (and the Deep State under Trump) has become
obsessed with censoring our speech and using our tax dollars to abuse
our First Amendment rights. Our _Corruption Chronicles _blog has the
latest
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> The public university that recently got more than half a million
> dollars from the U.S. government to combat science misinformation in
> black communities is also receiving a chunk of change from American
> taxpayers to develop a “precision tool providing journalists with
> guidance against misinformation.” The fact-checking engine is
> called Course Correct and the academics at the University of
> Wisconsin-Madison who are creating it assert
>
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> will help journalists identify trending misinformation on social
> media, strategically correct false claims and test the effectiveness
> of corrections in real time. “Challenges of misinformation are not
> restricted to elections and COVID or to a particular community,”
> according to one of the professors working on the project.
> “Countering misinformation will require vigilance and
> adaptation.” And apparently a lot of money from the government.
>
> Public funding will flow through the National Science Foundation
> (NSF), the federal agency established by Congress in 1950 to promote
> the progress of science, advance national health and secure national
> defense. In two separate grants the NSF is awarding the University
> of Wisconsin-Madison north of $5.7 million to develop Course
> Correct. The first grant, for $750,000
>
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focuses
> on delivering an innovative, three-step method to identify, test,
> and correct real-world instances of online disinformation by using
> computational means such as language processing, machine learning,
> social network analysis and computer vision to identify posts and
> accounts susceptible to misinformation. “Democracy and public
> health in the United States rely on trust in institutions,” the
> grant announcement states. “Skepticism regarding the integrity of
> U.S. elections and hesitancy related to COVID-19 vaccines are two
> consequences of a decline in confidence in basic political processes
> and core medical institutions. Social media serve as a major source
> of delegitimizing information about elections and vaccines, with
> networks of users actively sowing doubts about election integrity
> and vaccine efficacy, fueling the spread of misinformation.”
>
> The initial NSF investment will support and empower efforts by
> journalists, developers, and citizens to fact-check information, the
> grant document says. They urgently need tools that can enable
> testing of fact-checking stories on topics such as elections and
> vaccines across social media platforms like Twitter, Reddit, and
> Facebook, according to the science agency. In short, the project is
> motivated by a desire to understand and help address what the Biden
> administration calls “two democratic and public health crises
> facing the U.S.” They are described as skepticism regarding the
> integrity of U.S. elections and hesitancy related to COVID-19
> vaccines. “Both of these crises are fueled by online
> misinformation,” the NSF writes in the grant document.
>
> The bigger chunk of money—up to $5 million
>
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> pay for professors to test and refine the new, publicly funded
> Course Correct, which is being promoted as a Precision Guidance
> Against Misinformation. Creators of the digital dashboard will
> partner with local, state, national and international news and
> fact-checking organizations to create misinformation networks and
> test how effective the new mechanism is in helping journalists
> detect and correct misinformation. The focus will be on diffusers
> rather than producers of misinformation and to embed the
> experimental program into newsrooms worldwide. “By the end of
> Phase II, Course Correct intends to have further developed the
> digital dashboard in ways that could ultimately be adopted by other
> end users such as public health organizations, election
> administration officials, and commercial outlets,” according to
> the NHS.
>
> The generous allocations for the costly endeavor come on the heels
> of another government-funded project at the same school to meet the
> Biden administration’s mission of combating disinformation. Just a
> few months ago University of Wisconsin-Madison professors received
> $576,061
>
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> to fight science-related misinformation and misperceptions in black
> communities. The goal of that initiative is to counter inequity and
> mistrust in scientific information and understand science
> misinformation in black communities, according to the NSF. “Black
> American experiences can pose particular challenges for effective
> communication on issues related to science and medicine, and recent
> misinformation campaigns have increasingly sought to capitalize on
> beliefs underlying mistrust within Black communities to spread
> misinformation,” according to that grant document. The professors
> who received the money assert that “Black Americans continue to
> face oppression and medical racism.”

Until next week,





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