'Am I Racist?' You Know A Movie's Worth Seeing When The Critics Won't Review It

Matt Walsh, the right-wing guy who took down fake women in his mockumentary 'What Is A Woman?", now goes after the DEI grifters

DEI ‘consultants’. They see themselves as warriors in an ongoing epic battle against racism, while wallowing in it themselves. And generating more of it. Image by Frank Davis from Pixabay

It’s weird how terrified DEI fangirls are (they’re almost always women) of the dreaded M-word.

A DEI (black, natch) consultant lamented on LinkedIn that corporate DEI initiatives were disappearing. I commented, wondering What if businesses hired on the basis of merit, or whether DEI’s embrace of ‘diversity’ could include opinion, ideology and political opinions, and stopped discriminating against others on these bases?

Only people she was connected with could reply to her directly, typical of a ‘profession’ that famously runs from critical challenge like scared little girls from spiders. Therefore, I responded to another part of the commentary thread. I wasn’t the only one challenging her. She didn’t respond directly to me but she did, however, lament the number of people ‘smearing’ people o’ color by suggesting they can’t make it on merit.

What do these DEI brainiacs expect people will wonder when businesses are forced by not-so-majority fiat to ‘commit’ to ‘diversifying’ their workforce? If it was a little on the white or male or heterosexual side, why do these people automatically assume it’s because of prejudice, rather than that some people may not be trying—or be required to try—as hard as others?

Their whole profession is predicated on their belief that blacks are perennially deemed by white racists (white = racist) as ‘not good enough’. Black intellectual Shelby Steele, on the other hand, argues that white America can only do so much for black people; at some point, they need to take charge of their own personal development and stop blaming ‘systemic racism’ for their failure to succeed or even launch.

De-colonize your own brains, in other words, to cadge a fave expression from the wokenati, and wake up to who’s actually holding you back the most.

When Harvard University dropped race-based admissions in response to the U.S. Supreme Court ruling last year, it didn’t ‘harm’ black people as much as one might think: Black admission dropped only from 18% to 14%.

Asian-American admissions for the Class of 2028 remained the same. (Is anyone surprised?)

White enrollment increased from 20% to 32%. (Thank you, black slackers! Less Instagram, more studying!)

Yale and Princeton saw slight declines in Asian-American enrollment. (Maybe Harvard is where you settle if you’re not good enough to get into either of these!)

Bottom line is, non-white academic success won’t suffer just because a few black students didn’t get into hoity-toity universities. So, they’ll go somewhere else. Maybe to another Ivy League school, or another university. And the ones who failed to get in probably aren’t slackers; other students were just better; maybe had higher grades.

To be fair, Harvard made an effort to reach out more to rural communities they might not otherwise after the ruling. They also prohibited administration from accessing demographic information.

This is actually fairly affirmative—people from rural communities don’t attend Ivy League schools much. I hope they were still required to have the high grades expected of others to get in.

And here’s a fun new twist in affirmative action reduction: White people may have to try harder too! California’s Governor Gavin Newsom just signed into law a bill that prohibits legacy and donor university admission preferences. A modern wealthy but average-average student like George W. Bush might not, anymore, get into a good school merely on the basis of his daddy. At least in California.

“In California,” Newsom says, “everyone should be able to get ahead through merit, skill, and hard work. The California Dream shouldn’t be accessible to just a lucky few, which is why we’re opening the door to higher education wide enough for everyone, fairly.”

Even rich white kids now will need to compete on the basis of merit rather than their real core advantage.

Monica Harris, the executive director at FAIR (Foundation Against Intolerance and Racism), observes—and she’s hardly alone—that class is the primary privilege problem, not race, sex or gender/sexual orientation. And this is coming from a gay black woman.

But anyway, let’s get to the damn movie already, shall we?

Am I Racist?

A friend and I recently saw the new Matt Walsh movie. The public loves it and the critics have been struck with selective blindness. They haven’t seen it, so they can’t review it.

Am I Racist? grossed $9M by its second weekend in September, 2024’s highest-grossing documentary. Walsh notes it’s now made three times its production budget.

Great White DEI Goddess Robin DiAngelo gets pwned by Walsh, claiming she was ‘tricked’ into appearing and complained his film was “designed to humiliate and discredit anti-racist educators and activists.”

She accomplished that pretty effectively herself as she was induced to give some money from her purse to Walsh’s black assistant as ‘reparations’ after Walsh made a virtue-signalling similar move. That scene is priceless!

The movie gets a 73% out of 11 reviews on Rotten Tomatoes’s Tomatometer, which measures a movie’s critical reception, but it scores a 97% on the Popcornmeter, which measures public reception. That’s you and me. On Metacritic, it gets 84% positive ratings and 15% negative.

Meanwhile, mainstream media companies aren’t touching it with a ten-foot Black Lives Matter I Stand With Palestine flag.

Maybe that’s why public reception far outstrips the critical reception, the latter of which may be better described as mainstream media op-ed pieces criticizing the movie rather reviewing it. Or even seeing it.

Matt Walsh, a conservative columnist at the Daily Wire, a right-wing-biased news site with a mixed factualism record according to Media Bias Fact Check, goes undercover with tight jeans and a man bun to become a certified DEI consultant. He annoys workshoppers by, for example, punking one irritated DEI leader by pushing her on why she claims to feel ‘unsafe’ in a circle of pretty harmless-looking white people who otherwise hope to learn something from her, rather than, I don’t know, beat her up?

The Martyr explains that even though these workshops make her feel ‘unsafe’, she does them because ‘there’s a need for it’. Also, not that she mentions this, she gets paid five figures for each.

Guessing what she’s mostly feeling ‘unsafe’ about today is the threat of a Great De-Awokening to her bank account.

You hear a lot about ‘de-centering whiteness’ in this movie. If you’re not sure what that means, and especially if you’re white and don’t feel like you’re at the center of anything, it refers to making a conscious effort to expend less time and energy on prioritizing white people and their feelings, rather than on those of the so-called ‘marginalized’, especially the ones who can afford a way fancier car than you.

White people’s feelings are 100% irrelevant.

It’s a racial grievance monologue for what desperately needs to be a talking circle with a stick. It’s the emblematic rampant group narcissism in which everyone is concerned only about us us us us us.

Here’s the expensive truth for employers and others forcing their hapless employees into these toxic racial rejection factories: Their positive effects don’t last more than a day or two for attendees, and push away many more.

(You don’t say.)

And guess for whom it’s the least effective? Hang on to your butts, kids, yer gonna be blown away by this!

White people and males!

In the olden days - say, a decade ago—‘diversity’ or ‘sensitivity’ training looked a lot different. It was actually relevant.

I took mandatory online training for one employer, and not only was it pleasant, but I learned a few things I remember and apply to this day. Its focus was more on dealing with people with physical challenges rather than race, sex or sexual preference.

But a similar program for helping employees navigate relations with people of other races, cultures, sexual and gender orientations might work far more beneficially, if presented with universal educational intent. It can address discomfort some might feel when presented with someone who ‘looks’ a certain way. How might we all challenge our biases?

White people do need to understand how certain actions, words or jokes might be perceived as racist, but black people and others also need to question and analyze themselves. The sort of people who are drawn to DEI consulting are the very people who themselves need honest anti-racism training. No black person is literally more ignorant of white people’s lives, inner and outer, as DEI consultants. No one knows what it’s like to walk in another’s shoes, and many POC make unjustified assumptions about whites based on numerous erroneous views about oppression hierarchies, power dynamics, and a denial of how class demonstrably trumps race privilege.

They’re not much interested in learning, either, as it will contradict their racial prejudice and make them think in a more nuanced way than will be popular with their friends.

Millions of working class, middle class, disadvantaged, clearly un-privileged and now ex-Democrat white voters may well demonstrate that in a few more weeks.

Am I Racist? threatens the livelihoods of the DEI industry with its dawning recognition that it’s actually harmful and counterproductive. They’re paid insane sums of money to create racism rather than reduce it. What will they do if they have to go back to offering workplace sensitivity training, and can’t charge nearly as much as they do now?

Or even worse, employers realize this can all be done online.

How does ‘de-centering’ whiteness even help me be a better salesperson?

Talkin’ to the rednecks

Walsh ventures into ‘redneck’ country to talk to the kind of folks we imagine represent the very worst of America’s racists. They seem confused by his DEI line of questioning and claim to be accepting of black people. Another interviewee, a black man, claims he doesn’t encounter racism and never reads anti-racism books. Is he just an ‘Uncle Tom’, or is he being honest?

How honest is anyone when the cameras are rolling? Including virtue-signalling white progressives?

I wonder how more effective DEI consultants would be if they ‘did the work’ of ‘decolonizing’ their own brains? What if they came to realize that ‘We’re all Americans (or Canadians)”, rather than disparate groups of warring tribes?

Interestingly, most DEI workshops and programs fail to address the most pressing racial bigotry problem: Antisemitism, especially in, big surprise, academia.

Silence of the libs from the DEI Brigade. Or worse, it actively colludes to create a more hostile environment for Jews.

The law of supply and demand

The greatest takeaway I received from Am I Racist? was seeing black political scientist Wilfred Reilly, author of Hate Crime Hoax: How The Left Is Selling A Fake Race War note just how political—and false—so many of the media ‘hate crime’ narratives are. There’s a demand for racism in America, and it comes from the far left and its desperate need to believe the country is far more racist than it is. The demand for racism, as the movie notes, far exceeds the supply.

Am I Racist? is klutzy in some places, cringey in others, and fails to address the omission of antisemitism as well as how poorly these efforts work, but it does a fantastic job of exposing the left’s racism suppliers as the grifters and fake progressives they are. You may not like self-described ‘theocratic fascist’ Matt Walsh much, but he gets a lot of things right in this movie.

And if you like this one, you’ll love his earlier film, What Is A Woman?

When I’m not thanking the aforementioned movie friend for helping me find a copy of Blazing Saddles, which has all but disappeared from the Internet, I help women and others reclaim their power here at Grow Some Labia.