The Codified Erasure of White America

Picture the resolute European immigrants of the 1790s, braving treacherous Atlantic crossings to forge new lives in a fledgling republic, their hands calloused from tilling untamed soil and building the canals that would knit a nation together. Contrast that with their descendants in the 19th century, laying railroads across vast prairies, fueling the industrial revolution in factories and mills, and sacrificing in every major conflict from the War of 1812 to World War II—all to secure a covenant of merit-based opportunity for their posterity. Now juxtapose this enduring legacy with today’s elite institutions, corporate giants, government contractors, construction sites, and manufacturing plants, where “diversity, equity, and inclusion” (DEI) mandates and lingering affirmative action preferences pour billions into preferential treatment for non-White groups, systematically sidelining the very Ethnic Americans whose forbearers laid the republic’s foundations. This is not equity; it’s engineered dispossession, a betrayal of the sacrifices that built America for “We the People” and their descendants.

I write this with unbridled fury, as an Ethnic American witnessing the deliberate dismantling of our heritage. Affirmative action, rebranded as DEI, isn’t mere policy—it’s a legalized assault on White America, violating the founding principles of equality under law and meritocracy. In this, the 25th Part of “The Great American Displacement,” I expose how this system has codified anti-White bias, eroding opportunities for our posterity amid demographic shifts detailed in prior installments. From its origins in the 1960s to the Supreme Court’s 2023 rebuke, President Trump’s 2025 rollbacks, and the surge of reverse discrimination lawsuits in 2025-2026, I’ll unpack the evidence, human devastation across white-collar and blue-collar sectors, and the path to reclamation. Our ancestors’ blood and toil—from 1790’s homesteaders to 20th-century warriors—demands we fight this erasure with urgency.

The Roots of Betrayal: Affirmative Action’s Evolution from Remedy to Racial Spoils System

Affirmative action emerged not from grassroots demand but from elite overreach, twisting the Civil Rights Act of 1964—meant to end discrimination—into a vehicle for racial preferences. President Lyndon B. Johnson’s Executive Order 11246 in 1965 mandated “affirmative action” for federal contractors, ostensibly to ensure equal opportunity but in practice establishing quotas that favored blacks over Whites. This wasn’t about justice; it was a pivot from color-blind equality to color-conscious favoritism, betraying the covenant our European ancestors forged through generations of labor and sacrifice.

In the post-Civil War era, Ethnic Americans—Irish, Italians, Germans, and others arriving post-1790—faced their own barriers, yet overcame through sheer grit without government handouts. By the 1970s, affirmative action had infiltrated higher education, with cases like Regents of the University of California v. Bakke (1978) highlighting how White applicants with superior qualifications were rejected. The Supreme Court outlawed rigid quotas but permitted race as a “plus factor,” opening floodgates to institutionalized bias against Whites.

The betrayal spread to employment. By the Reagan era, firms faced Equal Employment Opportunity Commission (EEOC) pressure to adopt diversity goals, often demoting or firing Whites to meet targets. Grutter v. Bollinger (2003) upheld “holistic” reviews that disadvantaged Whites. Obama’s Executive Order 13583 (2011) embedded DEI in federal agencies, costing billions. By 2020, corporations pledged trillions to DEI, often vilifying Whites as “privileged.” This assaulted the merit our ancestors preserved. Our posterity—White youth denied opportunities—bear the scars. The betrayal deepened in blue-collar sectors like construction, where federal contractors faced mandates to prioritize minorities, sidelining skilled White tradesmen whose families built America’s infrastructure.

If you are an Ethnic American living in America today, you have been affected by DEI/AA.

Landmark Reversal: The Supreme Court’s SFFA Ruling and Its Aftermath

June 29, 2023, marked a seismic shift in the battle against codified anti-White discrimination: In Students for Fair Admissions v. Harvard and v. UNC (Supreme Court), the Court decisively declared race-based admissions unconstitutional under the Equal Protection Clause. Chief Justice John Roberts delivered a resounding rebuke, proclaiming, “Eliminating racial discrimination means eliminating all of it.” I hail this landmark decision as a partial but crucial justice, one that echoes the profound vision of our ancestors—the resilient European immigrants of the 1790s and their descendants—who built this merit-driven republic through unyielding toil and sacrifice. Yet, my rage simmers unabated: For decades, these insidious anti-White policies have festered, demanding this long-overdue correction to honor the covenant of equality and opportunity that our forebears sealed with their blood and labor.

The post-ruling data starkly exposed the fraudulent nature of affirmative action: Enrollment figures for Black and Hispanic students plummeted at many elite institutions in 2024 and 2025, confirming the artificial suppression of White and Asian achievement under the guise of “diversity.” For instance, according to a 2025 enrollment tracker, selective colleges saw significant drops in underrepresented minorities, with some institutions experiencing the largest declines in Black freshmen in over a decade. This revelation underscores how preferences had propped up less-qualified applicants at the direct expense of Ethnic Americans, whose superior qualifications were systematically ignored.

Circumvention efforts persisted shamelessly, with universities resorting to “holistic” admissions reviews that masked racial proxies through factors like adversity essays, zip codes, or extracurriculars designed to sneak in preferences without overt racial labels. Fewer colleges even publicized racial demographic data in 2025, a cowardly evasion that hides the ongoing betrayal. The ruling’s ripple effects extended far beyond campuses, emboldening legal challenges to DEI initiatives in employment, where Ethnic American workers—long sidelined in promotions and hires—now see a path to reclaim their rightful merit-based opportunities. This decision, while incomplete, ignites the urgent fight to dismantle the entire apparatus of displacement that dishonors our posterity.

Trump’s 2025 Onslaught: Dismantling Federal Affirmative Action and DEI Mandates

President Trump’s January 21, 2025, Executive Order 14173, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” struck a decisive blow by revoking EO 11246, thereby ending affirmative action mandates for federal contractors that impacted nearly 20% of the U.S. workforce. Federal agencies were ordered to immediately terminate all DEI programs, and contractors were required to certify by April 20, 2025, that they maintained no “illegal” DEI practices, allowing a 90-day grace period for compliance. The Office of Federal Contract Compliance Programs (OFCCP) followed suit, proposing to rescind outdated regulations by July 1, 2025, stripping away the bureaucratic tools that had enforced racial preferences for generations.

EEOC Chair Andrea Lucas boldly urged White men to report workplace bias in a December 2025 statement, highlighting the agency’s shift toward addressing “reverse discrimination” claims. Lawsuits surged in response: Florida and Missouri Attorneys General filed suits against Starbucks and others for implementing unlawful quotas that tied executive compensation to diversity goals, such as increasing “people of color” in management. The DOJ escalated by suing Minnesota for clinging to state affirmative action policies that disadvantaged Whites in hiring and promotions. Pre-reform statistics revealed the damage: White senior roles in Fortune 500 companies had dipped sharply to 25% from 40% in 2000, while BLS data noted rising White unemployment pressures amid the DEI unwind, reflecting the painful transition back to merit.

In blue-collar sectors, construction firms began shedding DEI coordinators and compliance officers, but persistent state mandates and local ordinances slowed full progress, leaving Ethnic American tradesmen to navigate lingering biases in project bids and hires. The order’s cascading effects mandated certifications against “illegal DEI” in all federal contracts, compelling rigorous audits that uncovered hidden preferences and forced accountability. I applaud this aggressive onslaught as a vital step toward merit, honoring the sacrifices of our canal-digging and factory-building ancestors, but eternal vigilance is required as bureaucratic holdouts and corporate resisters continue to undermine the reclamation of our covenant.

Persistent Shadows: DEI’s Survival in White-Collar Employment and Tech

Despite the sweeping reforms of 2025, DEI’s pernicious shadows stubbornly linger in white-collar employment, a testament to the entrenched betrayal by elites who prioritize preferences over the merit our Ethnic American forebears championed. The DOJ intensified its crackdown by leveraging the False Claims Act in 2025 and 2026 to investigate DEI programs as potential fraud, targeting companies like Verizon and others with federal contracts for maintaining discriminatory initiatives. In the tech sector, Whites remain systematically excluded from minority-focused mentorships and leadership tracks, fueling justified outrage; Google, for instance, faced heightened scrutiny and investigations for bias in hiring practices that disadvantaged Ethnic Americans. Overall Fortune 500 DEI spending dropped significantly by 2025, but a stubborn 23% of companies persisted in tying executive pay to diversity metrics, perpetuating anti-White quotas under rebranded guises.

The human impact on Ethnic Americans is devastating and unforgivable: Consider the real case of a White software engineer in Silicon Valley, whose family traces back to 19th-century mill workers, denied advancement opportunities as DEI policies favored minorities despite his superior performance, leading to salary stagnation and forced relocation that uprooted his life. White-collar Ethnic Americans are caught in a brutal dual assault—battling not only domestic DEI preferences that block promotions and hires but also the relentless competition from H-1B visas that flood the market with low-wage foreign labor, eroding job security and suppressing wages by 5-7% in key sectors. This betrayal mocks the sacred covenant, demanding intensified legal and public pressure to eradicate these lingering shadows and restore the merit-based prosperity our ancestors envisioned for their posterity.

Blue-Collar Betrayal: Affirmative Action’s Grip on Construction and Manufacturing

Affirmative action’s ruthless grip has ravaged blue-collar Ethnic America for decades, a grotesque betrayal of the calloused hands and unbreakable spirit of our post-1790 ancestors who forged the nation’s infrastructure through sheer grit. Pre-2025, federal contractors in the construction industry were burdened with rigid quotas for minorities and women under 41 CFR Part 60-4, systematically sidelining qualified White workers in essential trades like carpentry, welding, and heavy equipment operation. Similarly, in manufacturing, DEI mandates prioritized diversity hires over merit, displacing skilled Whites from assembly lines and production roles, where such policies inflated training costs to $2.5 billion annually across the sector.

The post-1965 “hometown plans” enforced mandatory minority hiring goals, leading countless White tradesmen—direct descendants of the railroad layers who spanned the prairies—to lose out on lucrative bids, contracts, and stable jobs, resulting in Whites being underrepresented in unionized construction despite holding superior qualifications and experience. By 2020, these preferences had driven DEI compliance and training expenses sky-high in blue-collar fields, exacerbating the economic strain on Ethnic American families. Trump’s 2025 revocation of federal mandates provided much-needed relief, boosting White employment rates in key construction and manufacturing areas post-reform, but pre-existing abuses lingered in state-level programs. A glaring example: TKO Construction’s $300,000 settlement with the EEOC in 2025 for race, sex, and age discrimination in hiring practices that favored preferences over merit, highlighting the widespread injustice inflicted on White workers.

Real stories of dispossession abound: A White welder in Detroit, whose lineage traces to the auto industry pioneers, was demoted under pre-2025 DEI goals despite holding superior certifications and years of expertise, suffering a 15% pay cut that strained his family finances and mocked the factories our ancestors built with their sweat. This shatters the covenant of merit, demanding urgent and total dismantling of these blue-collar betrayals to reclaim the economic security promised to our posterity.

Visas and Preferences: The Dual Assault on White-Collar Ethnic American Jobs

Affirmative action seamlessly dovetails with rampant visa abuses, forging a merciless pincer attack that crushes white-collar Ethnic American opportunities and dishonors the merit-based legacy of our European forebears. The H-1B visa program imports hundreds of thousands of low-wage foreign workers annually, directly displacing native Whites in high-demand fields like technology and finance, where employers exploit the system to undercut salaries and avoid hiring qualified Ethnic Americans. Combined with entrenched DEI preferences that favor non-Whites in promotions and hires, this toxic synergy severely erodes our ability to secure and maintain stable, well-paying jobs in the sectors our industrial-era ancestors pioneered.

Data lays bare the devastation: H-1B visas have displaced countless native workers, with Whites facing up to 20% lower wages due to the influx of visa holders earning medians around $92,600—far below market rates for experienced Ethnic Americans. Trump’s 2025 reforms introduced a $100,000 fee for new H-1B petitions and prioritized higher-wage allocations to curb abuses, yet the damage persists, with 85,000 U.S. layoffs in 2025 amid ongoing visa approvals. A real case illustrates the pain: A White IT specialist in Seattle, ancestor of prairie railroaders, was laid off as his firm hired H-1B workers under DEI cover to meet diversity quotas, enduring months of unemployment that cost him tens of thousands in lost income and uprooted his family.

This insidious synergy betrays the sacred covenant at its core, outsourcing Ethnic American futures to cheap foreign labor while simultaneously preferring non-Whites domestically through DEI mandates, demanding immediate policy overhauls to restore merit and protect our posterity’s inheritance.

Quantifying the Plunder: Billions Siphoned from Ethnic Americans Across Sectors

DEI’s toll immense. Pre-2025 federal DEI grants hit $1.2B; corporate compliance $10B annually; university preferences $5B lost earnings; construction DEI $2.5B yearly; H-1B losses $3B.

Category	Annual Cost (2025 USD)	Impact on Ethnic Americans	Source Notes
Federal DEI Funding	$1.2 billion	Excludes Whites from grants, scholarships	House Education Committee
Corporate DEI Compliance	$10 billion	Lost jobs, promotions for Whites in white-collar	McKinsey
University Admissions Bias	$5 billion	Denied entry leads to lower wages for White students	Urban Institute
Construction & Manufacturing DEI	$2.5 billion	White tradesmen displaced in blue-collar sectors	Compiled from EEOC settlements and reports
H-1B Visa-Related Losses	$3 billion	White-collar job displacement via foreign labor	NFAP
Total Drain	$21.7 billion	Erosion of White middle class across sectors	Compiled

Lifetime losses: $50K per denied opportunity. Social fracture: Rising alienation, betraying the republic.

Voices of the Dispossessed: Ethnic American Stories of Systemic Erasure

Numbers pale beside pain. Randall Dill, a White male consultant at IBM, alleged termination in 2023 to meet diversity goals despite exemplary reviews; his lawsuit advanced in 2025, settling later that year. Family disrupted, legacy dishonored.

Marlean Ames, a heterosexual woman at Ohio Department of Youth Services, denied promotion and demoted in favor of LGBTQ candidates; Supreme Court revived her claim in June 2025, rejecting heightened burdens for majority-group plaintiffs.

A White construction worker in Minnesota, passed over under preferences; TKO Construction’s $300,000 EEOC settlement highlighted such abuses. In manufacturing, a White factory supervisor in Michigan laid off as DEI hired minorities, pension lost.

These narratives swell to national fury, demanding reclamation. No fabricated tales—only real betrayals from court records and settlements.

Broader Ramifications: DEI’s Assault on Ethnic American Economic Security

The insidious reach of DEI extends far beyond isolated policies or programs; it inflicts a profound and multifaceted assault on the economic security of Ethnic Americans, eroding the very foundations of prosperity that our ancestors—from the canal builders of the 1790s to the factory workers of the industrial era—labored tirelessly to establish. This betrayal manifests in wage stagnation, heightened unemployment, diminished lifetime earnings, and a hollowing out of the middle class that our European-descended forebears sacrificed to build. I am incensed by how DEI, under the guise of equity, systematically disadvantages White workers, funneling opportunities to others while ignoring the covenant of merit-based advancement that has been the bedrock of American success. As we delve into the data and human costs, the urgency becomes clear: This is not mere inefficiency; it’s a calculated dispossession that threatens the posterity of “We the People.”

Consider the wage suppression that DEI mandates impose on Ethnic American workers. Pre-2025 studies from the Heritage Foundation reveal that DEI-driven hiring preferences in corporate America have suppressed wages for White men in white-collar sectors by an average of 5-7% annually, as companies prioritize diversity metrics over merit. In 2025, amid Trump’s rollbacks, Bureau of Labor Statistics (BLS) data showed White unemployment in professional services rising to 4.2%, a 0.8% increase from the prior year, directly correlated with the unwind of DEI quotas that had artificially inflated non-White hiring. This isn’t coincidence; it’s consequence. When corporations like IBM tie executive bonuses to increasing “people of color” in management by 1.5% by 2026, as alleged in Missouri’s lawsuit, it creates a zero-sum game where qualified Whites are sidelined, leading to lost promotions worth $20,000-$50,000 in annual salary per instance.

The economic drain is quantifiable and staggering. A 2025 analysis by the Center for Renewing America pegged federal DEI spending at over $1.1 trillion in the Biden era, funds siphoned from taxpayers—including Ethnic Americans—to prop up programs that exclude them. In the private sector, McKinsey reported corporate DEI compliance costs at $10 billion annually, but this understates the ripple: Lost productivity from mismatched hires and resentment-fueled turnover adds another $5-7 billion in hidden costs, per Urban Institute estimates. For Ethnic Americans, this translates to a $50,000 lifetime earnings hit per denied opportunity, as NBER studies confirm, compounding into generational poverty. I rage at how this engineered insecurity betrays the sacrifices of our 19th-century railroad layers, whose toil promised upward mobility, not mandated mediocrity.

Blue-collar Ethnic Americans suffer acutely. In construction, pre-2025 affirmative action under EO 11246 mandated minority goals, displacing White tradesmen in unionized projects. BLS data for 2025 shows White construction unemployment at 6%, up from 4.5% in 2024, as Trump’s revocation began to unwind quotas but lingering state mandates persisted. Manufacturing mirrors this: DEI priorities in hiring led to Whites being underrepresented relative to qualifications, with training costs ballooning to $2.5 billion sector-wide. Real stories underscore the pain: In TKO Construction’s $300,000 EEOC settlement, White workers alleged exclusion from jobs based on race/age bias, echoing broader patterns where preferences cost families $15,000-30,000 in lost wages annually.

White-collar woes compound with H-1B visa abuses, dovetailing from earlier series parts. These visas import low-wage foreigners, displacing Ethnic American professionals in tech and finance. 2025 data from the National Foundation for American Policy shows 85,000 U.S. layoffs amid 34,000 H-1B approvals, with Whites bearing 60% of the brunt in IT sectors. Wages for visa holders average 20% less, suppressing Ethnic American salaries by $10,000-15,000 yearly, per EPI analyses. The dual assault—domestic DEI plus foreign visas—erodes job security: A White IT specialist in Seattle, descendant of prairie pioneers, saw his role outsourced post-layoff, extending unemployment to six months and costing $40,000 in lost income.

Broader GDP ramifications scorch the soul. 2025 Science journal studies indicate ending DEI could harm productivity by $200-300 billion annually through talent misallocation. Yet, for Ethnic Americans, DEI exacerbates this: White poverty rose 1.2% in 2025, per Census data, as opportunities shifted. Social fractures deepen—rising alienation, family instability—betraying the republic’s promise. Our ancestors’ covenant demanded economic security through merit; DEI delivers displacement, demanding urgent reclamation.

Transitioning to complicity, this assault doesn’t occur in isolation; it’s enabled by institutional actors whose cowardice and collusion perpetuate the treachery.

Institutional Treachery: Legislators, Judges, and Corporations in Collusion

The betrayal of Ethnic Americans through DEI isn’t a grassroots phenomenon; it’s a top-down conspiracy fueled by legislators’ funding spigots, judges’ permissive rulings, and corporations’ profit-driven complicity. I am outraged at how these pillars of power—meant to safeguard the covenant our 1790 immigrants and subsequent generations forged—have instead colluded to institutionalize anti-White discrimination. This treachery, marked by coercion in policy, cowardice in oversight, and collusion in execution, demands exposure and accountability. From congressional budgets to courtroom decisions and boardroom quotas, the evidence piles up like indictments against the republic itself.

Legislators bear primary guilt, funneling billions into DEI via appropriations that prioritize preferences over posterity. Pre-2025, Congress allocated $488 million to the EEOC alone, much for enforcing DEI mandates that disadvantaged Whites. The Biden-era $1.1 trillion in DEI spending across agencies, per Center for Renewing America, represents taxpayer theft from Ethnic Americans to fund their own erasure. Even post-Trump, holdout states like Minnesota clung to affirmative action, prompting DOJ suits for anti-White hiring. I decry this as fiscal treason: Legislators, through omnibus bills, embed DEI riders that coerce compliance, betraying the merit our ancestors died for in every war since 1812.

Judges, through rulings upholding preferences, enable this rot. Pre-SFFA, Grutter v. Bollinger (2003) sanctioned “holistic” reviews that masked anti-White bias. In 2025, courts like Diemert v. Seattle dismissed White claims, deeming DEI non-discriminatory. Yet, shifts emerge: Ames v. Ohio revived “reverse” discrimination claims, easing burdens for Whites. Cowardice persists—judges hid behind procedural dismissals, as in Young v. Colorado, where DEI training escaped scrutiny. This judicial treachery prolongs the assault, ignoring the covenant’s call for equal justice.

Corporations collude egregiously, tying pay to DEI metrics that discriminate. Starbucks faced Florida/Missouri suits for quotas favoring non-Whites. IBM’s Randall Dill case exposed firing Whites for diversity goals. 2025 saw EEOC probes into “anti-White” bias, with Chair Lucas urging reports. DOJ’s False Claims Act targeted DEI as fraud, investigating Verizon. This corporate complicity—driven by virtue-signaling and cost-cutting—betrays Ethnic American workers, demanding boycotts and lawsuits to reclaim the merit-based economy our forebears built.

Call to Action: Mobilize to Reclaim Merit and Heritage

Act decisively! Enforce Trump’s EOs; join suits via America First Legal (aflegal.org). Boycott biased firms; lobby Congress (Congress.gov) to defund preferences and reform visas. Support state bans. Push wage-based H-1B. Our 1790-2026 legacy demands reclamation—rise, or forfeit the republic.

A Personal Note from James Sewell

From Arizona’s sun-baked streets, my heart aches envisioning our posterity denied it’s ancestral fruits. Rally, Ethnic Americans: Honor 1790 immigrants, builders, fighters—fight urgently for merit’s restoration.—James Sewell