Tagged: CAA

why is Hollywood continuing to EXCLUDE QUALIFIED African Americans from meaningful positions of employment? Charles Johnson explores the reasons why with his new book AppBLACKation Rejected.

APPBLACKATION-COVER

In the book’s description on Amazon, it states:

Why is Hollywood so reluctant to hire people of color? You’ve seen how the Rodney King incident and the O.J. Simpson scandal impacted race relations throughout America. But, outside of Hollywood, have you ever heard of Riley Weston, The Secret Life of Desmond Pfeiffer, or “The Virtual Whiteout” of 1999? All of them, including King and O.J. have contributed to low employment for people of color from the late ‘90’s through the economic crisis of 2008. AppBLACKation Rejected pulls back the Hollywood curtain so readers can see how fear of unemployment promotes racist behavior in otherwise decent people, white and black. From 1992 to the exposure of Amy Pascal in 2014, this book chronicles more than 20 years of deceit and immorality in Hollywood by distinguishing between racism and discrimination, and through the author’s personal journey, examines how liberal Hollywood can practice what they preach and begin hiring African-Americans rather than just talking about it. If you want to understand why Hollywood is considered unfair, how to deal with unpredictable personalities when hired, or how the business operates from writing through production to distribution, AppBlackation Rejected explains the Hollywood process and its sickness better than any film school could ever dare.

In my opinion, African Americans made the most progress in the 1990s when it came to being employed in meaningful positions throughout Hollywood [specifically during President Clinton’s two terms], but it cannot be disputed that  this “Jewish” controlled industry has harbored a racial animus against people of African descent and excluded qualified people of color from decisionmking positions and other higher-status, higher-paying positions THROUGHOUT HISTORY. Thus, no person who perpetuates the myth of white/”Jewish” superiority — consciously or unconsciously — is “decent” in my eyes.

I just got my hands on the audio version of the book and I look forward to giving Charles’ book a listen.

To purchase this book, click the image above.

RACIST Hollywood is at it again. in their attempts to WHITEWASH AFRICAN HISTORY, they are set to release a new film in February 2016 titled ‘Gods of Egypt’ starring a majority white cast when all Gods in ancient Egypt were BLACK!! BOYCOTT THIS FILM!

I just saw one of the posters on Facebook and I’m utterly disgusted by Horus being played by a white man!!!! [Horus’ father was named Osiris, which meant ‘Lord of the Perfect BLACK!!!]

godsofegypthorus

Five posters have been released [three are shown below] and one of the “Gods” is played by a person of African descent. That is still not acceptable since ALL of the Gods in ancient Kemet were BLACK [zero were white].

godsofegyptposter

If we are so “inferior” and “uncivilized,” why the fuck are you continuously trying to whitened African history? Cumulatively speaking, these acts constitute a form of GENOCIDE and they are going to pay for this since they are making millions of dollars from their exploitation [It is said that the film had a $140 million (£92m) budget film and directed by I, Robot’s Alex Proyas]. I hope this film tanks like Ridley Scott’s Exodus: Gods and Kings.

Marcus Isaiah Washington’s petition for a writ of certiorari has been DISTRIBUTED to the Justices on the Supreme Court and will be considered during their Nov. 24th conference!

JusticesConferenceRoomI just happened to check the docket for my case and saw that yesterday, it was updated.
newactivitySCOTUSdocketnov52015

There’s no telling what will happen, but I’m excited to see what their response will be.

Mr. Washington’s Petition For Writ of Certiorari [September 23, 2015]:

WME and Loeb & Loeb LLP’s Response Waiver [October 21, 2015]:

“Employment discrimination law is at a crossroads. A wealth of interdisciplinary research suggests that the problem for the future of workplace equality is subtle and ‘structural’ rather than overt and individual. Race, sex, and other protected group characteristics will continue to factor into employment decisions, but the decisions are more likely to be driven by unconscious biases and stereotypes operating within a facilitating organizational context than by conscious animus operating in isolation. Recognizing that Title VII of the Civil Rights Act of 1964, the mainstay of legal prohibition on discrimination in employment, falls short of addressing the problem, legal scholars have begun to formulate a new paradigm of regulation that would impose an obligation on employers—through legal rights or otherwise—to take structural measures to minimize discriminatory bias in workplace decisionmaking. This ‘structural approach’ aims to minimize discriminatory decisionmaking at the individual level and to reduce unequal treatment in the workplace by pushing change at the organizational level in work environments and decisionmaking systems.”

Green said this eight years ago! Now employment discrimination law is on its deathbed, especially when the plaintiff is African American, due to the large number of ideologically conservative, white [male] federal judges that preside over these types of cases!!

Source Tristin K. Green. A Structural Approach as Antidiscrimination Mandate: Locating Employer Wrong. Vanderbilt Law Review. Pg. 850. 2007.

“Simmons was critical of the lack of diversity in most Hollywood talent agencies, noting that he recently moved from CAA to WME. ‘I didn’t realize they’re all the same,’ he said, adding that both agencies seem to have ‘the one black agent.'”

Uh oh! Uncle Russ exposed WME and the other talent agencies for their lack of diversity in the workplace as well??!!???!! Very few are bold enough to do that because very few like to “bite the hand that feeds them.” I know Ari and the powers that be aren’t going to like hearing about this story, but it’s the TRUTH and they know it.

The only reason why African Americans CONTINUE to be underrepresented in meaningful positions throughout these extremely influential companies, is due to the fact that like America, this industry was founded on racism and 50 years after the passage of Title VII, they have never been forced to eradicate racism at the institutional and organizational level. The racial makeup of ICM, UTA and the other agencies are no different because they are all engaging in a race-based conspiracy to exclude African Americans in order to keep their monopolistic power over Hollywood and the marketplace of ideas. Yet, they are quick to publicly proclaim that they are not violating the law, although it is blatantly clear that their employment practices, policies and procedures are creating a disparate impact against qualified African Americans from being hired and/or promoted to Agent.

What’s the solution to this HISTORICAL problem if the federal courts refuse to old these companies accountable for their unlawful violations of our nation’s human rights and antitrust laws?

Source: Cynthia Littleton. “Russell Simmons Blasts Hollywood’s Racial ‘Segregation.'” Variety. January 22, 2015. http://a.msn.com/0C/en-us/AA8rW1f.

putting things in perspective: i was in middle school the year Leonard Rowe and the black concert promoters filed their civil rights and antitrust lawsuit against the William Morris Agency, Creative Artists Agency and others involved in the concert promotion industry….

I didn’t really learn about Leonard Rowe or the details of his case, until I discovered this CNN article [http://ireport.cnn.com/docs/DOC-724105] in January 2012 — nearly two years after graduating with my Masters in Music Business & Entertainment Industries from the University of Miami. At that time, I was working on my third appeal to the Second Circuit, which sought to have Republican appointed federal judge P. Kevin Castel’s erroneous Order which upheld William Morris’ procedurally and substantively unconscionable arbitration agreements and sought the judges’ (including Magistrate Judge James C.Francis IV who was also the Magistrate Judge in Rowe) disqualification due to the appearance and/or actual existence of bias, prejudice and/or impropriety in violation of 28 U.S.C. § 455 [http://www.law.cornell.edu/uscode/text/28/455].

Imagine how I felt after reading this, given that I had already argued and presented a pyramid of evidence in all of my pleadings showing that despite William Morris’ repeated denials throughout history, they were in fact a racist Hollywood institution that had been and still is engaging in a century-plus pattern and continuing practice of discrimination against African Americans — a problem that was clearly not limited to employment. What made things even more shocking, was that 10 years after engaging in a conspiracy to conceal smoking gun evidence showing WMA and CAA employees referring to African Americans as “nigger,” “nigga,” “coon,” etc. in their outgoing and/or incoming e-mails, I was litigating my case against the same attorney and law firm: Michael P. Zweig of Loeb & Loeb LLP.

In my fist appeal filed with the Second Circuit in September 2011, I argued that based on the fact that Castel “ignored my arguments, omitted pertinent facts and misapplied the law,” there must have been some type of collusion taking place between him and opposing counsel.  The fact that Castel has not made opposing counsel respond to my Fraud Upon the Court Motion that was filed in March 2014 “speaks volumes” and further supports that they are all conspiring with one another to deprive me of my constitutional and statutory rights under the color of law and interfere with the human rights of people of African descent, in violation of the Ku Klux Klan of 1871, 42. U.S.C. § 1985.

As I have always argued, in one way or another: In order to effectuate the public policy goals of Civil Rights Act of 1964 (and additional anti-discrimination statutes such as the New York City Human Rights Law), arbitration is an inappropriate forum to resolve this particular case and the merits of my case should have been decided by an impartial jury reflecting the rich diversity of New York City. The fraudulent actions of the American Arbitration Association and its incompetent staff confirm this fact. Now that the Southern District of New York has jurisdiction over this case, default judgment should be granted on all claims against William Morris, Jeff Meade and Sarah Van Hoven. Even though I can and have proved the merits of all of my claims as a matter of law, default judgment should also be granted as a sanction against Michael P. Zweig and Loeb & Loeb LLP for intentionally engaging in a “pattern” of highly unethical and criminal conduct on William Morris’ behalf, in violation of New York Judiciary Law § 487 and numerous Rules under the New York Rules of Professional Conduct.

can arbitration achieve Title VII’s public policy goal of ending workplace discrimination?

Litigation of employment discrimination claims generates several enforcement mechanisms that are integral to securing the end of workplace discrimination. First judicial decisions, which speak with the authority of the state, provide general deterrence of future violators. Second, the courts develop and refine the law of employment discrimination, establish precedents, and define a uniform standard. Finally, the judicial process educates the community and forms public values, a crucial undertaking when a law seeks to change public sentiment. Arbitration, because it is a nongovernmental, confidential, and final forum, does not generate these enforcement mechanisms; thus, it is less effective in achieving the public policy objective.

Source: Geraldine Szott Moohr. Arbitration and the Goals of Employment Discrimination Law. 56 Wash. & Lee L. Rev. 395, 400 1999.

correction! “nigger” found more than 349 times in emails by WMA and CAA executives!!!

This week, I found out that on March 2, 2012, Leonard Rowe filed a Motion to Vacate Judgment to reopen his case against William Morris and other talent agencies!!!!!!!!! He states:

Two years after oral argument, and after extensive discovery and pre-trial motion practice, this Honorable Court granted summary judgment to the defendants. The Court’s Order failed to include any mention of the derogatory utilization of the term “niggers” (which was found in the defendants William Morris Agency and CAA’s e-mail records some 349 times), “coons” and other blatant evidence of racial discrimination by defendants that has been and continues to be directed toward plaintiff and others similarly situated.

During the summary judgment phase of his case, the Court was unable to weigh this incriminating evidence because of the “improper actions and misconduct by certain involved attorneys” conspired to keep this evidence away the Court. I feel the timing of this news couldn’t be any more perfect!!!!! I raised concerns of judicial bias, prejudice and impropriety in September 2011.  Read the 15 page complaint for evidence of judicial corruption and institutional racism within America’s judicial system.

On 4/20, I filed a complaint with the Chief District Judge Loretta A. Preska under the Judicial Conduct and Disability Act of 1980 to investigate the widespread corruption and racism permeating throughout America’s judicial system, including the Southern District of New York and the Second Circuit.

“nigg[er] what, nigg[er] who” — word found 232 times in emails during discovery of prior racial discrimination & antitrust case involving the william morris agency!!

I’m fucking disgusted!!! Read more about the Rowe v. William Morris Agency case and their shocking discovery here : http://ireport.cnn.com/docs/DOC-724105.

As we are seeing with the Trayvon Martin case, this is just another example of white supremacy and how deeply embedded racism in our society, including our judicial system. I am experiencing this firsthand as I fight to keep this case in a forum that is public and decided by a jury that reflects the diversity of New York City. Even though the historical and statistical evidence of systemic disparate treatment and intentional racial discrimination “speak volumes,” I’ve learned that the courts will  do anything in their power to protect and maintain the interests of whites. As a nation, we should be so much further along, yet in 2012, we still have been unable to have meaningful conversation on the topic of “race” — a social construct and myth — and its byproduct, racism. (No wonder our education system is lagging behind the rest of the world!)

To put Rowe’s statements in perspective, I was hired less than two years after this case was eventually closed and as of September 1, 2008, there were ZERO African Americans employed at any level of the Agent Trainee program of their New York City office. View the pyramid and pie chart reflecting William Morris’ racial diversity at the time I was hired and the day I was constructively discharged. Based on these gross statistics, how can affirmative action be “reverse discrimination” against whites? It’s impossible!

It doesn’t surprise me either that both cases have the same magistrate judge – James C. Francis – although the Pro Se Manual states that judges are assigned “randomly.” Also, here’s a question for anyone who considers themselves to be a “reasonable person”: If the judge assigned to your case challenging institutional racism speaks on a panels like the one below, would this create an “appearance of bias”? If so, should the judge be rescued or disqualified and replaced with a judge who is impartial so that the integrity of the court is upheld?

challenging institutional racism in Hollywood (and America).

Hi. My name is Marcus Washington and for the last two years, I have embarked on an unthinkable solo journey of challenging the legitimacy of institutional racism in Hollywood (and American society) — as an attempt to ultimately understand “race” and the crippling effect the system of global white supremacy has had on the rest of the world.

According to Merriam-Webster, the word iniquity means “gross injustice” or a “wicked act or thing.” I first heard the word in Lauryn Hill’s song “Mystery of Iniquity” — off her MTV Unplugged project released in 2002. Although I always connected with the music and Hill’s message, I am embarrassed to say that it took me a decade to look up the word’s meaning. When I finally did, a light bulb went off in my head because it perfectly described the copious volumes of evidence I was uncovered which demonstrated that one of Hollywood’s largest talent agencies, formerly known as the William Morris Agency, had been engaging in a “pattern and practice” of intentional discrimination against qualified African Americans and people of color since it was founded in 1898 [114 years!], while violating anti-discrimination and antitrust laws without any court interference or regulations.

Currently, the case is before the Second Circuit appealing the erroneous decision of Judge P. Kevin Castel, who compelled this landmark civil and human rights case into arbitration after ignoring my argument, omitting pertinent facts and misapplying the law. Additionally, I am appealing the erroneous decisions of the Second Circuit which have falsely stated that the Court didn’t have jurisdiction to hear my appeal and that my appeal was denied as “moot” after demonstrating that there was a strong national interest that this case remain in the Court. As litigation possibly heads to the Supreme Court for consideration, this blog will be used to keep the world abreast of the case’s latest developments, as well share with you the knowledge that I’m receiving along the way.

For background information on the case Washington v. William Morris Endeavor Entertainment et al., including court documents filed with the Southern District of New York and Second Circuit, click here: http://www.scribd.com/Mr%20Alkebu-lan.