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In the mid-2010s a switch flipped. There was a change that took place in America, that we’re just now talking about honestly. Across elite industries, the rules quietly changed. Everything began revolving around identity. Who got hired and promoted started revolving around gender, skin color, and sexual preference. And young white men who didn’t fit the new “favored categories” could feel the ground shifting right under their feet.

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The problem was that most of these demonized white men didn’t fight back by becoming political activists. They absorbed the hit, internalized it, and quietly watched doors keep closing in their faces.

What a lot of people don’t realize is that DEI wasn’t just a corporate trend, it reshaped careers, family formation, and basic trust in institutions, and it did it in ways we weren’t allowed to acknowledge or talk about at the time.

Compact Mag published a piece that closely examined the experiences of white millennial men across elite industries. In the piece, they point to a very specific turning point, and why the shift felt sudden to so many people. It wasn’t a slow cultural shift. The rules changed fast, right as an entire generation was entering the workforce.

Compact Mag:

In retrospect, 2014 was the hinge, the year DEI became institutionalized across American life.

In industry after industry, gatekeepers promised extra consideration to anyone who wasn’t a white man—and then provided just that. “With every announcement of promotions, there was a desire to put extra emphasis on gender [or race],” a former management consultant recalled. “And when you don’t fall into those groups, that message gets louder and louder, and gains more and more emphasis. On the one hand, you want to celebrate people who have been at a disadvantage. On the other hand, you look and you say, wow, the world is not rooting for you—in fact, it’s deliberately rooting against you.”

As the Trump Administration takes a chainsaw to the diversity, equity, and inclusion apparatus, there’s a tendency to portray DEI as a series of well-meaning but ineffectual HR modules. “Undoubtedly, there has been ham-fisted DEI programming that is intrusive or even alienating,” explained Keeanga-Yamahtta Taylor in The New Yorker. “But, for the most part, it is a relatively benign practice meant to increase diversity, while also sending a message that workplaces should be fair and open to everyone.”

This may be how Boomer and Gen-X white men experienced DEI. But for white male millennials, DEI wasn’t a gentle rebalancing—it was a profound shift in how power and prestige were distributed. Yet practically none of the thousands of articles and think-pieces about diversity have considered the issue by cohort.

What’s really important here is to think about who felt the impact, and who didn’t. Older white men were already settled and established by the time these new rules took hold. Younger white men arrived just as the gatekeepers started sending a very different message about who was welcome and who wasn’t…. and that’s the big picture to keep in mind.

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But what did these changes actually look like on the inside of one of the most powerful companies in the world? And what did it feel like, as one of those “established white guys,” to be part of that system, to benefit from it, while slowly realizing the darkness it was creating.

That question brings us to Apple…

One of the most powerful examples of how this whole thing played out comes from someone who was already on the inside. In a recent interview, the CEO of Unplugged, who previously worked at Apple, described what hiring culture inside the company actually felt like.

Things got so heavy and dark, that eventually he started thinking about his two white sons, and what kind of future he was helping to build for them.

What makes his story so disturbing is the raw moment of honesty he describes. The realization that it was easier to stay quiet, go along, and ignore the truth about who was quietly being pushed aside.

And that brings us to an even bigger question. If this kind of exclusion was happening quietly inside elite institutions, what did it do to the people on the outside who never even got a seat at the table. In other words, what happens when an entire group is sidelined during the important years when they’re supposed to be building careers, families, and stability…

Well, it isn’t pretty as you can imagine. That’s where some of the most personal and powerful criticism of DEI begin.

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In a popular X post, one user lays out what he sees as the “downstream effects” of DEI exclusion. He says that sidelining young white men during their prime working years created ripple effects that reached way beyond the workplace.

Vittorio:

the thing about calling DEI ‘economic genocide’ is that it undersells it

yes, young White men were systematically excluded from careers during their peak marriage years, but that’s just first-order effects.

second-order: marriage market collapse. women date across and up. men without careers become invisible to the women who would have married them and disappear. the “eligible bachelor” pool shrinks.

third-order: fertility crisis. fewer marriages, fewer children. but it’s worse than just men not marrying or having families. the women who “won” the DEI lottery got careers instead of families, delayed fertility until it was too late. DEI attacked family formation from both sides, excluded men from provider roles AND diverted women from their fertility window. everyone lost.

fourth-order: psychological. young men couldn’t even name what was happening to them. the same institutions that excluded them told them they were “privileged”, that complaining was proof of weakness. so they internalized failure as personal inadequacy rather than systemic rigging, retreated into depression, video games, porn. the symptoms we then pathologized as “male failure”. the system broke them (on purpose) and blamed them for being broken.

fifth-order: institutional trust gone. once you know positions are filled by demographics rather than competence, every credential becomes suspect (if not a priori worthless). is your doctor qualified or a diversity hire? your pilot? your engineer? you can’t prove any individual is incompetent, but you can’t trust any individual is competent either. medicine skepticism, academic failure, media skepticism, none of this emerged organically. it was manufactured by the DEI hire you can’t be sure is qualified to treat you.

sixth-order: reality became unspeakable. noticing any of this was a fireable offense. pointing out the obvious got you called a bigot, deplatformed or fired. pure totalitarian censorship and the problem couldn’t even be acknowledged (until now, finally)
men knew they were being cheated but couldn’t say it. women sensed something was wrong with the men but couldn’t identify it. relationships poisoned by a dynamic neither party could name.

seventh-order: the feedback loop. fewer eligible men means more women competing for a shrinking pool, more women losing the marriage market, more resentment, more “men are trash”, more support for DEI, fewer eligible men and the system accelerates itself.

and the worst part is that DEI was just the economic arm. the same people and institutions pushed the complete package
“toxic masculinity” to pathologize male identity
“the future is female” as explicit zero-sum framing delusion
“believe all women” to weaponize trust against men
“men are trash” to normalize open contempt
a coordinated ideological assault on family formation.

and it even had a business model. HR departments exploded (millions of jobs invented to administer the regime). DEI consultants became a multi-billion dollar industry. politicians got voting blocs dependent on racial grievance. established boomers kept their positions while their competition was eliminated.

the architects knew what they were doing
you don’t accidentally build a system that specifically targets men during peak marriage years, tells them they deserve it, makes it unspeakable to complain, attacks their identity as toxic, promotes women into career tracks that burn their fertility, then acts confused when society collapses

if you wanted to suppress the fertility of a specific demographic, engineer the breakdown of trust between the sexes, and make it illegal to notice, the playbook would look exactly like this.

DEI should be held responsible for the fertility crisis, the marriage collapse, the epidemic of male depression and suicide, the destruction of institutional trust, the atomization of society, and the manufactured war between men and women

but DEI was the weapon
the people who designed it, funded it, made it mandatory, enforced it through HR, fired anyone who resisted, called all opposition hate and racism, built careers and industries on its maintenance, they knew. and they’re the ones who should be remembered as the architects of one of the worst crimes against humanity

That post gave a voice to many young men who have felt brushed aside and silenced. And it also explains why so much of this discrimination went unchallenged for so long. Which brings us to the final layer of this story. The reason these dynamics became so “untouchable” wasn’t just policy or corporate pressure. It was cultural enforcement… and nowhere was that gestapo style more on display than in the fake news media.

When the media kept treating one group as fair game, it sent a very clear message about who it was okay to exclude, mock, and dismiss.

Take a look for yourself:

What’s happening now is a long-overdue reckoning with choices that were made, enforced, and defended for years, always, without any honest discussion of the real world consequences. Whether people like it or not, that conversation is finally starting, and it isn’t going away.

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