For a nation that claims to champion equality, America today seems comfortable with selective segregation—so long as it’s cloaked in the language of “justice.” Across universities, corporate spaces, media, and professional networks,
Black-only organizations and spaces thrive openly. Meanwhile, the mere suggestion of White-only equivalents is met with swift denunciation, accusations of racism, and public backlash.
The imbalance is not just cultural—it’s systemic, and it deserves a critical look.
Black-Only by Design: A Growing Norm
The rise of racial affinity groups—particularly those exclusive to Black individuals—has exploded over the past decade. These are not fringe efforts; they’re institutionalized and often supported by public dollars, private endowments, and DEI initiatives.
Examples include:
- Harvard, Columbia, Stanford, and other elite institutions holding
Black-only graduation ceremonies, described as “safe spaces” to celebrate cultural identity—though they are explicitly closed to other racial groups (The New York Times, 2023).
- University of California campuses offering
Black-only housing such as the Afro House at UC Berkeley and Black Scholars Floor at UC Davis—funded and endorsed by the universities themselves (The College Fix, 2022).
- Corporate racial affinity groups, like “Black@Google,” “Black Leadership Council” at Microsoft, or “Black Professionals Network” at numerous Fortune 500 companies. These are not just networking circles—they often receive DEI budgets, corporate sponsorship, and decision-making influence.
- Black-only scholarships, internships, fellowships, and mentoring programs exist across media, law, medicine, tech, and entertainment—often with the blessing of HR departments and federal education waivers.
These institutions argue that these groups are needed for “healing,” “empowerment,” and “corrective justice.” But what they’ve really created is a
new form of racial separatism, cloaked in progressive language.
Imagine the Reverse: Rhetoric Meets Reality
Now consider this: If a student or organization were to propose a
White-only graduation ceremony, a
White Scholars Dorm, or a “White@Facebook” employee group, what would happen?
We already know.
- In 2015,
students at Missouri State University tried to create a
White Student Union. It was immediately shut down and denounced as “racist” by both students and faculty.
- In 2020,
Facebook removed “White Student Union” pages, citing violations of community standards, while allowing hundreds of racially exclusive Black groups to continue (Vice, 2020).
- At
American University, White students attending a “Black-only healing circle” after Trump’s election were told to leave. No disciplinary action followed—for the organizers.
There is a
clear, enforced double standard: If you're a minority creating racial exclusivity, it's empowerment. If you're White doing the same, it's hate.
DEI—Diversity Except Inclusivity
The rise of
Diversity, Equity, and Inclusion (DEI) offices has been a driving force behind this double standard. DEI programs across academia and business often treat race as a moral sorting tool rather than a characteristic. But they don't apply the same rules to everyone.
Take the recent example from
Columbia University, which just agreed to pay
a six-figure settlement to the Department of Education after an investigation found it had violated Title VI of the Civil Rights Act by maintaining DEI programs that excluded individuals based on race and allowed antisemitic behavior to flourish on campus (U.S. Department of Education, 2024).
This is only the beginning.
The ideology behind DEI, as it has been applied, is fundamentally incompatible with
equal treatment under the law. It claims to fight exclusion while explicitly endorsing racial categorization, group-based benefits, and—ironically—segregated “inclusion.”
The End of Meritocracy?
All of this comes at a cost—one we’re now paying in our universities, media, and workplaces.
When race becomes the primary lens through which opportunity, justice, or even celebration is granted, we destroy the notion of
meritocracy. Hiring, admissions, scholarships, and leadership roles become less about achievement and more about meeting a diversity quota.
That shift not only degrades excellence, but it also
foments division, as people begin to view each other as competitors in a rigged identity hierarchy.
When race is reintroduced into everything—from school housing to hiring—it doesn’t undo past racism. It perpetuates new forms of it.
Time for Equal Standards or No Standards
We need to make a decision.
If race-exclusive groups are acceptable, then they must be acceptable for all races—not just those deemed oppressed by fashionable politics. Otherwise, we admit what many already suspect: that
“anti-racism” is often just racism with better PR.
The answer is not to start creating White-only clubs in retaliation. The answer is to
end the racial categorization altogether. Return to
merit, shared values, and colorblind opportunity—not because race doesn’t exist, but because it should never dictate someone’s rights, access, or value.
Conclusion: Stop the Hypocrisy, Start the Healing
America cannot afford to drift further into racially segregated “progress.” If we genuinely believe in equality, we have to apply it consistently. That means no special rules for one group, no exclusion for another, and no glorifying double standards under the banner of justice.
Segregation didn’t become right just because someone added a hashtag to it.
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