By STARRS

Brad Johnson is a Professor of Psychology in the Department of Leadership, Ethics and Law at the United States Naval Academy and appears to be fluent in the Cultural Marxist CRT/DEI agenda. Do male midshipmen really need someone like this to male-shame them?

Recently he wrote an article in Fast Company with this title and intro:

Men: It’s time to disrupt bro code and shut down misogyny
A leadership professor at the U.S. Naval Academy says confronting misogyny demands that we overcome self-doubt, marshal courage, and vanquish anxiety about having our masculinity called into question.

His third paragraph reveals Cultural Marxist keywords he uses in a Maoist shaming of men and being a male Karen scolding men into compliance:

Confrontation of other men for misogynistic, harassing, and sexist behavior may be the hardest part of allyship. Going against your gender’s long-standing bro code to promote an equitable and inclusive workplace is where the cost of allyship quickly gets real. David Smith and I call this putting some skin in the game when it comes to showing up as an ally. And we’re not letting you off the hook for not shutting this nonsense down hard when you hear it or see it….

The words Ally/Allyship are a CRT/DEI “anti-racist” word according to Harvard University’s Anti-Racism Resources:

1. Ally – Someone who makes the commitment and effort to recognize their privilege (based on gender, class, race, sexual identity, etc.) and work in solidarity with oppressed groups in the struggle for justice. Allies understand that it is in their own interest to end all forms of oppression, even those from which they may benefit in concrete ways.

Here’s a screenshot in case they take the page down:

https://projects.iq.harvard.edu/antiracismresources/allies

A previous article he wrote also in Fast Company in 2023 talked about this:

How to tell if someone is deliberately ‘sandbagging’ diversity efforts
Feigning incompetence is a common strategy some men use to resist DEI efforts. Here’s how to recognize it—and hold them accountable.

Here’s this choice CRT/DEI agenda paragraph calling out men who don’t go along with the DEI agenda:

“Although sandbagging comes across as clever when an endearing character like Columbo uses it to catch criminals, it becomes problematic when deployed as a strategy used by men resisting diversity, equity, and inclusion efforts. These men underperform as leaders in this area, and minimize their awareness and competence as a means to evade accountability. (To be clear, this is not limited to men. Women sandbag, too; however predominantly this manipulation is put into play by people in power attempting to protect their privilege and to undermine equity.) . . . “

“. . . In our work on inclusive leadership and male allyship for gender equity, we have called attention to the way in which bad actors are too often protected by the old boys network, which minimizes, excuses, or deflects the perpetrator’s bad behavior . . . .

Here’s an article he wrote in 2020 in Harvard Business Review:

How Men Can Confront Other Men About Sexist Behavior

Globally, most men support gender equality and believe they are contributing in meaningful ways. While some men may be doing their part in interpersonal allyship — mentorships and other professional relationships and support to push women forward — few are helping with public allyship — becoming courageous watchdogs for equity, dignity, respect, and fairness in the workplace. Perhaps this explains evidence showing that 77% of men believe they are doing all they can to support gender equality, while only 41% of women agree. That means men must do more to speak up and speak out when they see bad behavior.

Active confrontation of other men for sexism, bias, harassment, and all manner of inappropriate behavior may be the toughest part of male allyship. It is also utterly essential. For many men, challenging masculine workplace norms is where the cost of allyship gets real in a hurry. We define confrontation this way: Bringing sexism and exclusion of women to the attention of men who knowingly or unknowingly instigate and perpetuate these attitudes and outcomes in their words and actions. . . .

Professor Johnson’s website shows he runs “Workplace Allies” for his book and public speaking: