EWJ August 62 2025 web - Journal - Page 48
The other category where this analysis is interesting is
with boards of directors and management committees
of large companies. The former usually have between
about eight and sixteen members. Now, as well as regulatory pressure, there is some from organisations
such as the CIPD, ginger groups such as “Change the
Race Ratio”, and the popular press, which are keen to
chastise larger companies - citing peers and historic
commitments. This leads to posts being filled or created primarily on race, with merit or skill fit a distant
second.
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Ironically, one can say truly to a lot of these
companies – “Your recruitment wasn’t racist before –
but it is now! Anti White racism is still racism.” Anyone
who doubts this should read the appendix of this
report. Do a search on the word “Jesus”…
(https://www.spectator.co.uk/article/is-diversity-actually-goodfor-business)
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At the other end of the scale are the larger employers,
where annual recruitment can run into thousands.
These include some of the most coveted graduate jobs,
but, as you will see, race targets appear to have
trumped merit significantly for many employers.
4 St. Marys Road
London
W5 5ES
Work undertaken worldwide
For large groups of recruits, anything beyond 5%
outside the population share is suspicious, and outside
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• worry if your recruits are >30% or
35% or
