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History Lesson on Mixed hertage in the USA; President Obama is NOT the 1st black/mixed Pres.
Topic Started: Nov 21 2015, 11:03 PM (573 Views)
...fixed
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Can't Help It
Nov 23 2015, 06:28 PM
your self proclaimed war


Oh, so if this is true then...

it must mean that I am Min. Farrakhan? I posted a vid of him lashing out against lightskinned-Blacks who assist with Colorism. So if you are correct here, that means, it is me in the vid---proclaiming that war all by myself. Right?

If not?

Then you know that I knew that you know that I knew that you know dam well you owe readers an, apology, for you wasting their time reading your lies here.











OH YEY: and the same thing would also apply to how that must be me, and not the White female Harvard University Professor, who did a comprehensive study on the racist affects of being darkskinned-Black in America and published it in great reputable journals of this nation.




uhkeekee
Edited by ...fixed, Nov 23 2015, 07:04 PM.
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Can't Help It
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Min. Farrakhan? I posted a vid of him lashing out against lightskinned-Blacks who assist with Colorism

White female Harvard University Professor, who did a comprehensive study

Farrakan is the biggest damn fake on this planet......I don't put any validity to anything he says after all he's "light" also....that argument is dead

What would some white bitch know about how blacks function in her world of racism that she and others like her created......that argument is dead.

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UTB

This Nigga is still tripping!
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...fixed
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Can't Help It
Nov 23 2015, 07:16 PM

Farrakan is the biggest damn fake on this planet...What would some white bitch know about how blacks function in her world of racism that she and others like her created
Yes indeed, that which you pulled here is what Philosophical Scholars define as The Ad Hominem Fallacy argument and The Genetic Fallacy argument.

Quote:
 
Ad Hominem fallacy: Personal Attack (Argumentum Ad Hominem) literally means, "argument toward the man." Also is called "Poisoning the Well" or attacking the person who makes an argument, rather than discussing the argument itself. This practice is fallacious because the personal character of an individual is logically irrelevant to the truth or falseness of the argument itself.

Genetic fallacy: The genetic fallacy is the claim that stance is incorrect because it comes from an idea, product, or person that must be untrustworthy because of its racial, geographic, or ethnic origin. This type of fallacy is closely related to the fallacy of argumentum ad hominem or personal attack.


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CaptianObvious
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Senior Courvoisier Taster
George Washington was totally black!!!
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Can't Help It
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Good try, but, while you keep talking in circles it just runs YOU raggedy......doesn't bother me. Try again...see if you can't be complete in your presentation.
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...fixed
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...fixed
Nov 23 2015, 10:11 PM
Can't Help It
Nov 23 2015, 07:16 PM

Farrakan is the biggest damn fake on this planet...What would some white bitch know about how blacks function in her world of racism that she and others like her created
Yes indeed, that which you pulled here is what Philosophical Scholars define as The Ad Hominem Fallacy argument and The Genetic Fallacy argument.

Quote:
 
Ad Hominem fallacy: Personal Attack (Argumentum Ad Hominem) literally means, "argument toward the man." Also is called "Poisoning the Well" or attacking the person who makes an argument, rather than discussing the argument itself. This practice is fallacious because the personal character of an individual is logically irrelevant to the truth or falseness of the argument itself.

Genetic fallacy: The genetic fallacy is the claim that stance is incorrect because it comes from an idea, product, or person that must be untrustworthy because of its racial, geographic, or ethnic origin. This type of fallacy is closely related to the fallacy of argumentum ad hominem or personal attack.


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...fixed
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Can't Help It
Nov 24 2015, 09:26 PM
Good try, but, while you keep talking in circles it just runs YOU raggedy......doesn't bother me. Try again...see if you can't be complete in your presentation.
Oh, yes I know everytime I post the White man's own facts admitting colorism...its hurts you.

Because it is another ounce of "hot Equality" dropped into your icy cold lightskinned-racism.


just like this recent hot shot from from Obama's EEOC seeking to further empower CRA'64 legislation through the EEOC which it created:



Quote:
 
EEOC TAKES NEW APPROACH TO FIGHTING RACISM AND COLORISM IN THE 21st CENTURY WORKPLACE

E-RACE Initiative to Highlight New and Emerging Discrimination Issues Nationwide


WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) today launched a national initiative to bring a fresh, 21st century approach to combating racism, which remains the most frequent claim filed with the agency.

EEOC Chair Naomi C. Earp unveiled the initiative, E-RACE (Eradicating Racism And Colorism from Employment), during a public meeting at agency headquarters that featured panels of experts and victims.

E-RACE is an outreach, education, and enforcement campaign to advance the statutory right to a workplace free of race and color discrimination. Under E-RACE, the EEOC will identify specific issues, criteria and barriers that contribute to race and color discrimination; explore strategies to improve the administrative processing and litigation of race and color cases; and enhance public awareness of race and color discrimination in employment.

“By rolling out the E-RACE Initiative, the Commission is taking a new approach to eradicating racism and colorism in the workplace,” Chair Earp said. “New times demand new strategies to stay ahead of the curve. These old evils are still around in new forms and we intend to act vigorously to eradicate them.”

The EEOC will combine the objectives of E-RACE with existing Commission initiatives. For example, the agency will integrate the goals of the Systemic Initiative by addressing race and color issues with class and systemic implications; incorporate the principles of the Youth@Work Initiative by combating disparate treatment of youth based on race and color; and complement the outreach and enforcement efforts of the LEAD Initiative by challenging exclusionary employment policies that target certain disabilities and may adversely impact people of color.

The Commission will also strengthen partnerships with employee advocates, state and local human rights commissions, human resource professionals, and employer groups to address race and color discrimination in the workplace.

Participants at today’s Commission meeting presented a broad range of perspectives on race and color discrimination, including the impact of recent demographic shifts, advances in technology, and changes in corporate America. In addition to EEOC regional attorneys and victims from recent cases, the Commission heard from private attorneys, business consultants, and members of academia.

In Fiscal Year 2006, the EEOC received 27,238 charges alleging race-based discrimination, accounting for 36 percent of the agency’s private sector caseload. Historically, race-based charges have been the most frequent type of filing with EEOC offices nationwide.

The EEOC has also observed a substantial increase over the past 15 years in discrimination charge filings based on color, which have risen from 374 in FY 1992 to 1,241 in FY 2006.

Additionally, recent studies show that some employers make selection decisions based on names, arrest and conviction records, employment and personality tests and credit scores -- all of which may disparately impact people of color.

Beejey Enriquez, a Filipino discrimination victim from a recent case litigated by the EEOC’s San Francisco District Office, recounted how he was targeted for dismissal by his employer due to his race and ethnicity – despite his qualifications and special recognition by his company. “Now I was just a checkbox to eliminate,” he said. “I was almost embarrassed to be who I was. I don’t want anyone else to be ashamed of who they are, or who their parents and grandparents are.”

EEOC San Francisco Regional Attorney William Tamayo said, “The E-RACE Initiative urges us to understand and address the multifaceted and complex nature of racism in the 21st century so that discrimination doesn’t rob our nation of the contributions that a diverse population can make.”

Further information related to the E-RACE Initiative, including the agency’s updated Compliance Manual Section on Race and Color Discrimination, is available on the EEOC’s web site at

http://www.eeoc.gov/initiatives/e-race/index.html.
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UTB

...fixed
Nov 25 2015, 06:12 AM
Can't Help It
Nov 24 2015, 09:26 PM
Good try, but, while you keep talking in circles it just runs YOU raggedy......doesn't bother me. Try again...see if you can't be complete in your presentation.
Oh, yes I know everytime I post the White man's own facts admitting colorism...its hurts you.

Because it is another ounce of "hot Equality" dropped into your icy cold lightskinned-racism.


just like this recent hot shot from from Obama's EEOC seeking to further empower CRA'64 legislation through the EEOC which it created:



Quote:
 
EEOC TAKES NEW APPROACH TO FIGHTING RACISM AND COLORISM IN THE 21st CENTURY WORKPLACE

E-RACE Initiative to Highlight New and Emerging Discrimination Issues Nationwide


WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) today launched a national initiative to bring a fresh, 21st century approach to combating racism, which remains the most frequent claim filed with the agency.

EEOC Chair Naomi C. Earp unveiled the initiative, E-RACE (Eradicating Racism And Colorism from Employment), during a public meeting at agency headquarters that featured panels of experts and victims.

E-RACE is an outreach, education, and enforcement campaign to advance the statutory right to a workplace free of race and color discrimination. Under E-RACE, the EEOC will identify specific issues, criteria and barriers that contribute to race and color discrimination; explore strategies to improve the administrative processing and litigation of race and color cases; and enhance public awareness of race and color discrimination in employment.

“By rolling out the E-RACE Initiative, the Commission is taking a new approach to eradicating racism and colorism in the workplace,” Chair Earp said. “New times demand new strategies to stay ahead of the curve. These old evils are still around in new forms and we intend to act vigorously to eradicate them.”

The EEOC will combine the objectives of E-RACE with existing Commission initiatives. For example, the agency will integrate the goals of the Systemic Initiative by addressing race and color issues with class and systemic implications; incorporate the principles of the Youth@Work Initiative by combating disparate treatment of youth based on race and color; and complement the outreach and enforcement efforts of the LEAD Initiative by challenging exclusionary employment policies that target certain disabilities and may adversely impact people of color.

The Commission will also strengthen partnerships with employee advocates, state and local human rights commissions, human resource professionals, and employer groups to address race and color discrimination in the workplace.

Participants at today’s Commission meeting presented a broad range of perspectives on race and color discrimination, including the impact of recent demographic shifts, advances in technology, and changes in corporate America. In addition to EEOC regional attorneys and victims from recent cases, the Commission heard from private attorneys, business consultants, and members of academia.

In Fiscal Year 2006, the EEOC received 27,238 charges alleging race-based discrimination, accounting for 36 percent of the agency’s private sector caseload. Historically, race-based charges have been the most frequent type of filing with EEOC offices nationwide.

The EEOC has also observed a substantial increase over the past 15 years in discrimination charge filings based on color, which have risen from 374 in FY 1992 to 1,241 in FY 2006.

Additionally, recent studies show that some employers make selection decisions based on names, arrest and conviction records, employment and personality tests and credit scores -- all of which may disparately impact people of color.

Beejey Enriquez, a Filipino discrimination victim from a recent case litigated by the EEOC’s San Francisco District Office, recounted how he was targeted for dismissal by his employer due to his race and ethnicity – despite his qualifications and special recognition by his company. “Now I was just a checkbox to eliminate,” he said. “I was almost embarrassed to be who I was. I don’t want anyone else to be ashamed of who they are, or who their parents and grandparents are.”

EEOC San Francisco Regional Attorney William Tamayo said, “The E-RACE Initiative urges us to understand and address the multifaceted and complex nature of racism in the 21st century so that discrimination doesn’t rob our nation of the contributions that a diverse population can make.”

Further information related to the E-RACE Initiative, including the agency’s updated Compliance Manual Section on Race and Color Discrimination, is available on the EEOC’s web site at

http://www.eeoc.gov/initiatives/e-race/index.html.
Quote:
 
Face the facts, you're just a dark skinned Nigga, and you will NEVER overcome that! Deal with it.
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U Thant
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...fixed
Nov 25 2015, 06:12 AM
Oh, yes I know everytime I post your White handler's own facts admitting colorism...it hurts you.

Because it is another ounce of "hot Equality" dropped into your icy cold racism.

You old fossil, I love ripping into your Conscience. Always.

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