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Diversity Training At Vanguard Tells White Men To Accept ‘Uncomfortable’ Criticism, Floats Holding Them ‘Accountable’


Asset management company Vanguard hosted a diversity training in July asking white men to accept “uncomfortable” criticism about their implicit biases, footage obtained by The Daily Wire shows.

Vanguard, which manages over $7 trillion in client assets, hosted the event as part of its commitment to diversity, equity, and inclusion. In line with that commitment, Vanguard tapped a consultant to host a two-hour session called “The Critical Lever: Engaging White Male Managers in Advancing Diversity & Inclusion.”

“Unless you are actively including, you are likely accidentally excluding,” Laura Sherbin, managing director at diversity consulting firm Seramount, told more than 2,000 employees attending the event in-person and virtually on July 19, the footage shows.


In her own words, Sherbin described the session as an attempt toward “really ensuring … that white men, white male managers, are actively included in the DEI conversation” — although she made it abundantly clear that the nomenclature used in cited surveys was not meant to “superimpose an identity … on the white males who participated.”

Vanguard did not respond to a request for comment from The Daily Wire.

After presenting survey results indicating that white male managers have a desire to push for diversity on their teams, yet feel unsure how to do so, Sherbin said that Vanguard ought to provide “expectations for DEI prioritization” and “clarity on how both senior leaders and middle managers will and should be held accountable.” She suggested that one possible mechanism for such accountability could come through “performance management process and feedback channels … just like we do for business results.”

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Sherbin said that Vanguard ought to provide clarity on how managers can be “held accountable” for DEI, suggesting one possible mechanism for such accountability could come through “performance management process and feedback channels… just like we do for business results.

Vanguard CEO Tim Buckley appeared to be seated in the front row during the presentation.

Sherbin also encouraged white male managers to be aware of implicit biases and accept criticism — “even if it’s uncomfortable” — and take initiative in discovering “how to engage and interrupt bias, exclusion, and microaggressions.”

Sherbin also encouraged white male middle managers to be aware of implicit biases and accept criticism “even if it’s uncomfortable,” as well as take initiative for discovering “how to engage and interrupt bias, exclusion, and microaggressions.”

The lecture was followed by a panel event featuring five white male Vanguard managers — including managing director Tom Rampulla, who moderated the discussion — centered on how they realized their own “racial identity” and how it “shaped the way” they experienced life.

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“A lot of people may still think that DEI is only for underrepresented groups, it’s for people that don’t look like me,” one manager commented. “… The message here is get involved… When you do that, you become part of inclusion.”

“That mentor-mentee relationship has really helped me advance across differences, really seeking out those individuals that are different,” another manager added. “One of my most fruitful mentor-mentee relationships was with somebody who is black, transgender, born in Kentucky to Baptist minister parents. I can tell you to this day — I learned way more from them than they ever learned from me.”

The lecture was followed by a panel event featuring five white male Vanguard managers — including managing director Tom Rampulla, who moderated the discussion — centered on how they realized their own “racial identity” and how it “shaped the way” they experienced life.

“A lot of people may still think that DEI is only for underrepresented groups, it’s for people that don’t look like me,” one manager commented. “… The message here is get involved… When you do that, you become part of inclusion.”

“That mentor-mentee relationship has really helped me advance across differences, really seeking out those individuals that are different,” another manager added. “One of my most fruitful mentor-mentee relationships was with somebody who is black, transgender, born in Kentucky to Baptist minister parents. I can tell you to this day — I learned way more from them than they ever learned from me.”

One manager said that he brought his daughters to Vanguard’s pride celebration — which he called the “most amazing Vanguard event that’s been put on in a long, long time, if not ever.” As The Post Millennial revealed last month, Vanguard’s pride festivities on its main campus in Pennsylvania included a “family-friendly” drag show.

Vanguard, alongside fellow asset management firms BlackRock and State Street, has gained attention in recent months for pressuring portfolio firms to establish Environmental, Social, and Governance (ESG) goals — by which executives may set renewable energy benchmarks, appoint a certain number of minorities to serve as managers, or otherwise blend profitability with a leftist agenda. Vanguard, BlackRock, and State Street combined hold an average 20% stake in every Fortune 500 company and have been willing to jointly exercise their power toward activist ends.

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American investors, however, are not necessarily on board with such endeavors. While 29% of respondents to an exclusive poll from The Daily Wire agreed that it is a “good thing” for companies to leverage their financial power for political or social means supported by executives, 58% — twice as many — said it is a “bad thing.”

Story cited here.

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