Water-Cooler White Nationalism
John Ingram, American Renaissance, July 25, 2014
For decades, race realists, paleoconservatives, white nationalists, or white advocates — my preferred term — have known the score. Races are inherently different. These differences make any multiracial society an ungovernable mess. We’d all be better off living separately, or at least acknowledging racial differences and allowing for them in public policy. Open immigration, affirmative action, color-blindness, forced diversity, heavy government spending — all these policies are bound to fail, because equality can’t be legislated.
And, finally: Whites are a bona fide group with the right to associate among themselves in all aspects of life (including governance), to exclude others, and to determine their own destiny.
However, even to broach these topics will get most of us fired from our jobs. Our topic is too hot to handle. I have followed these issues for more than a decade, but never during that period have I held a job that would allow me to speak openly about race. Whether as a government attorney or a law firm associate, I was always a phone call from some busybody “watchdog” group that could have me fired and leave me unable to support a family. My wife lives in fear of such a call.
This is infuriating. I can subscribe to forbidden journals and read forbidden websites. I can comment anonymously. I can even get on a plane and meet like-minded people at conferences. But I cannot publicly speak or write about the issue I’ve decided is most central: the displacement and dispossession of whites. I certainly can’t talk about it at work.
We read accounts of white person after white person — none of whom is even a white advocate — who makes an off-hand remark, tweet, or Facebook post and is fired. Free speech in America is costly. So many whites have been fired for politically incorrect associations or expressions that they could probably form their own company somewhere.
For better or for worse, most of the time it is perfectly legal to fire someone for his political views. The First Amendment prohibits government from punishing white advocacy, but private employers — and probably most public employers — are under no such restrictions. This Slate article notes that it’s harder to fire government employees for political beliefs, but imagine a New York City police captain writing under his own name for American Renaissance and keeping his job. There’s some case law that would support him, but it would be very tricky litigation.
A black nationalist who called for mass murder of whites hung on to his job at Homeland Security for weeks, but even he was eventually fired. I don’t doubt that a “white nationalist” would have been booted much more quickly.
In many states, employment is “at will,” meaning, “at the will of the employer,” who can fire you for any reason or no reason — except because of your race, sex, national origin, etc. Perhaps a creative lawyer could argue that firing a white person for white advocacy is tantamount to firing him because of his race and is thus illegal. Far more elaborate notions have worked to the benefit of non-whites. Certainly, it would help for more lawyers to represent white advocates aggressively and creatively, but the court system is not our friend.
Often, whites get in trouble on the job simply for reacting normally. I recently read about a woman who was fired for complaining about Spanish-speaking co-workers. I don’t know if she was white, but countless whites are driven nuts by constant Spanish chatter. In today’s politically correct world, it’s not the rude Hispanics but the aggrieved whites who are the bad guys. Instead of complaining to the Spanish-speakers directly, who probably turned around and complained about their “racist” co-worker, she could have filed her own complaint.
In situations like this, whites need to keep their cool, document everything, and go through official channels. They need to get wise to how steeply the deck is stacked against them, and move cautiously.
It is possible to arrange one’s life in order to be free to speak, but this is hard. Even self-employed people have run into campaigns to drive off their customers or clients. Blue-collar jobs such as truck driving give more protection, since people in those milieus don’t like being pushed around. When have you heard of a plumber being fired for his politics?
And this is what got me thinking about “water-cooler white nationalism:” a form of white advocacy that could pass as chit-chat around the water cooler at the office (or the faculty lounge, factory break room, etc.) even if non-white co-workers are present.
With this in mind, we need something that goes beyond the boundaries of our workaday lives but not so far as the grand phrases of Internet-and-AR-conferences white advocacy. We need terminology, mindsets, and concepts that won’t get us fired and can be discussed around the water cooler or with relatives at Thanksgiving.
Racial differences probably could not be part of that discussion — talking about race and IQ makes people think of gas chambers. However, it may be possible to bring up the impending minority status for whites, fair treatment for all races, and the right of free association.
“Water-cooler white advocacy” could start with a reference to something in the news, such as the comments like those of a Canadian professor who complained about the manipulation of white guilt. This could lead to saying that you aren’t ashamed to be white, that whites have rights, and that maybe not everyone always has to be together. In other words, common sense.
Preferably, the word “white” should be part of the conversation. Affirmative action is unfair because it hurts whites. You want your children to marry whites, you like living in a white neighborhood, and you’re dismayed by the low white birthrate.
If that’s too strong, “white” can simply be implied. I used to live in an area with lots of Asians. One of my co-workers got a transfer to the West Coast and was trying to sell his house. It was a nice house in a nice suburb, but it had a terrible flaw — at least to Chinese. It was on a T-intersection, with a street that led to the front door. Chinese — even the fancy Chinese who live in the United States — believe in feng shui, which is mumbo jumbo about the orientation of houses and placement of furniture. According to feng shui, if a street leads to the front door, all the energy will drain out of the house. No Chinese would buy the house, and whites wouldn’t buy it either, for fear that when it came time to sell, it would still be under the feng shui curse.
When I heard this story, I said, “Immigrants bring their crazy ideas over here, and now you can’t even sell your house.” Everyone in the room agreed. It started a useful conversation about what immigration is doing to America.
There are ways to talk about key issues that emphasize the positive rather than the negative. Rather than talk about why we don’t want to live in black or Hispanic neighborhoods — crime, poor work ethic, anti-white attitudes — we should focus on the solution: the right to live with the people of your choice. This approach draws more sympathy.
Instead of criticizing illegal aliens, ask why we should have to pay taxes for the services they consume. Point out that immigrants come to take advantage of what we have created, and that it is wrong to exploit white guilt.
We even have our own victim cards to play, and in certain circumstances we should play them: “I don’t like affirmative action because it hurts whites. Why shouldn’t my son get to attend the University of Texas?” “People always talk about how great diversity is, but they always mean people who aren’t white. Is there something wrong with white people because they aren’t diverse?”
Water-cooler white advocacy is not going to change the world. However, it is a good way to find out if you have comrades in the workplace. There are more racially conscious people around you than you may realize. They may be afraid to take the first step, but will follow if you give them an opening. Once you have made contact with other white advocates, you can pursue common interests outside of the office. If you can find others who are just beginning to understand race, you can help them along.
At the same time, for anyone who works in an office or group it is good to have a network of fellow dissidents. Alliances are a useful part of office politics, and if you can trust someone with your thoughts on race, you can probably trust him with other things.
Finally, talking about the terrible problems our country faces is one way to do something about them. Every new person whose eyes you can open is a new ally, a new comrade. If you can’t risk your job by speaking publicly, “water-cooler white advocacy” can be your way to add to our ranks — and accomplish something.