[chubbyish]

The problem with this and ALL arguments comes down to definitions.

“I don’t think there is white supremacy....of course there is white supremacy etc.”

What I would have done is get them to define what each means by white supremacy in detail...then debate on the detail.

The chilling statement at the end was: “white supremacy is silence”.

This kind of thing is straight out of the history books. You must say the right things and have said them at the right time or you are against us.

This human behavior is such a copy-paste from other authoritarian regimes in the past such as Mao’s China and the USSR gestapo.

[DanBC]

> What I would have done is get them to define what each means by white supremacy in detail...then debate on the detail.

As a friendly piece of advice, this approach is going to get you fired from a few companies. If you're in a management position it could well get your company sued.

When someone comes to you and says they were victimised because of racism or sexism it's a good idea to ask them what happened, and what they'd like to do to put it right. You can then decide whether those are reasonable, and whether or not you are going to do anything.

But it's a terrible idea, once you've asked them what happened, to then say "but why is this racism?" and then to argue with them about whether it is or not.

[chubbyish]

I was referring to the part in the article where Singer and the black employee are discussing the existence of white supremacy at the company.

But you make a good point though regarding HR complaints.

Q: what would you say though if an employee presses you on whether you personally think it’s racism?

Then if you don’t address it you are on the hook.