The Respectable Right Discovers Anti-White Hostility

Jeremy Carl, The Unprotected Class: How Anti-White Racism is Tearing America Apart, Regnery Publishing, 2024, 369+xviii pages, $29.99 hardcover, $14.99 e-book

Jeremy Carl is a senior fellow at the Claremont Institute, served as deputy assistant secretary of the interior under President Trump, and has been associated with the Hoover Institution. His other books have dealt with energy policy. In a chapter on religion, he describes himself as “an actively engaged Christian of Jewish descent.” That a writer with solid connections to “respectable conservatism” is publishing a book with “anti-white racism” in the subtitle is a sign of changing times. Moreover, the author does not try to tell us that the problem with hostility towards whites is merely “divisive” or supposedly incompatible with Martin Luther King’s “dream.” He states forthrightly that it leads to injustices against whites, and that whites must fight back.

The heart of The Unprotected Class is 12 chapters dealing with anti-white attitudes and policy in civil rights law, crime and punishment, housing, education, historical remembrance, immigration, entertainment, environmentalism, business, medicine, religion, and the military. Race realism peeks through only in the chapter about medicine; the author admits that race differences are based in biology. The first four chapters are the most interesting.

Civil rights and law

Mr. Carl rightly begins his analysis with civil rights law, the heart of the anti-white regime. The Civil Rights Act of 1964 did much more than outlaw certain types of racial discrimination; it created an army of bureaucrats and lawyers to enforce the new rules. The intrusive powers of this bureaucracy were greatly extended by the Supreme Court’s decision in Griggs vs. Duke Power Supply (1971), a case involving the use of IQ and mechanical aptitude tests to assess employees for advancement.

As the author notes, “the record is clear that the Congress which enacted the 1964 act did not intend to interfere with employment tests,” but that didn’t matter. Blacks do not perform as well as whites on IQ and other tests, and the Court ruled that this “disparate impact” by race is discrimination even if there is no intent to discriminate.

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