Me too - but crucially, that isn’t the way the world is right now. That’s what this criteria is about - not just viewing race as irrelevant, but being aware of all the unjust ways in which race has been made to be relevant, specifically so you know how to work to reverse that racist element. The thing about systemic racism is that it persists even after the founding racists are long gone - it’s self-perpetuating. It requires hard work and determination to dismantle.

It’s essentially the argument against “I don’t see colour” - the problem is that modern racists and the legacy of racism persists whether you see colour or not, and the targets of systemic oppression continue to experience repercussions whether you personally target them or not.

In other words, they don’t want employees to simply opt out of racism - that’s comparatively easy. They want employees to actively work against racism. That’s harder, and more worthy, and in my opinion worth actively seeking in new hires, especially in areas like education, politics, health and social services, and real estate that have an outsized impact on the accessibility of the American dream.

It’s not asking employees to pass a test to prove they’re not racist - it’s asking employees to be actively equipped to fight racism as part of their job description. Think of it like being hired for a UX/UI position - are you educated on Dark Patterns in user flows, and can you show experience in identifying and reversing them?