#dei

Are men at Nike treated equal to women? How does it affect layoff decisions?

With less men at Nike than women, should there be a Men of Nike group now?

It looks like cheerleader DEI hires all the way down?

Is this really a sales job or do they actually manage things?

https://www.foxnews.com/media/investigation-nikes-dei-practices-could-have-major-nationwide-impact-hiring-says-alan-dershowitz

https://media.about.nike.com/files/dfc58f03-c8b4-4fe8-ae74-0cd6e5cad60b/FY24-Representation-by-the-Numbers.pdf

If the EEOC’s investigation leads to evidence of discrimination what will be the relief? Does Nike People Solutions get an overhaul, DEI Vice President cut, abolish the illegal quotas, etc.? There seems to be a lot of predictions about GT layoffs but based on earnings may be a lot more restructuring timed with this DEI complaint…

Asking for m friend

https://apnews.com/article/dei-nike-discrimination-diversity-eeoc-80b07bba4ce7eb73e0bcac3e1d46a122

https://www.campaignlive.com/article/verizon-fiercely-committed-diversity-inclusion-across-spectrums-says-ceo/1684973

They should make a Nobel prize for acting

Where do I begin? I got hired in September. During my interview, I looked past a comment made after several rounds of interviews with product and cross-functional teams. I remember the Engineering Manager saying, "Hey, we'll give you an opportunity, and if you can't get it done, we'll find someone who can."

I didn't think anything of it at the time. I should have taken that as a red flag, but I wanted the job. I accepted the offer, choosing Floor and Decor over three other offers. It definitely wasn't perfect; honestly, it was a bit of a sh-t show.

As a Product Manager, I asked fundamental questions about documentation, business rules, and features, but they couldn't answer. It was all domain knowledge locked in their heads. They couldn't point me to any documentation, so I always had to ask people for help, which slowed down the process tremendously.

Lo and behold, my immediate manager left for maternity leave after two or three months. I was supposed to report to my VP, but I ended up in limbo. From what I learned, the Engineering Manager was pushing for a product person to get in there. However, I didn't report to Engineering; I reported to Product and the business to deliver on their strategy and goals.

Once I got in, the Engineering Manager—who had only been there eight months and came from Home Depot—was walking by my desk telling me to get things done in 24 hours. He was a total je-k.

I started to see that they were very Type A personalities. The Product team was all women, mostly white, and they didn't seem to like men. They claimed to be DEI (Diversity, Equity, and Inclusion), but that was a lie—a disguise. The place is a nightmare. I feel they are racist. The C-suite and high positions are white, and I didn't see much opportunity there.

I am African-American, but my observation is just that—my observation. I noticed there was no good structure. Because it's retail, it has a "family feeling," but there is a lot of knowledge hoarding. Teams compete against each other, and it's really bad.

Let me back up. About two months in, there was an Oracle project migrating from a legacy ERP system. It touched all 40 of their systems and took up everyone's time. The project is supposed to cut over between February and March, and it has consumed the company for a year.

I came in new and was told to work on projects with specific timelines, including one for drop ship. The stories and mapping by another PM weren't done until December. I was trying to get stuff done in January, and unbeknownst to me, I got in trouble for it. I was let go because the Engineering Manager was upset I wasn't focusing on what he wanted, even though that wasn't the priority.

My VP sent an email to the whole company saying, "Don't work on this without me knowing; we need to slow down and take it through the PM process." Yet, when I did that, it wasn't fast enough. They didn't even have the resources. Even if everything was ready in January 2026, the Oracle project isn't done until March. The CEO said not to work on anything until that's done, but I was punished for not going fast enough.

They used that as an excuse to get rid of me because the Engineering Manager didn't like me. If they don't like you, they will find a reason to fire you. Be very cautious about working at Floor and Decor. Don't drink the Kool-Aid immediately. They will make plans to let you go.

I did the work. I was turning around documents and creating slides. They allowed AI, so I was actually able to move faster. But they have this strange culture where they claim to be DEI, but they aren't. It's on all the TVs in the break room, but it's just a disguise to protect themselves from lawsuits. There are no Black board members, no Indians, no Mexicans, no Asians. It's an all-white "Good Ol' Boys" club.

To go deeper into the story: I agreed to be a POS (Point of Sale) Product Manager. Once I got there, they told me the POS shares data with two other web applications for inventory and orders, so I was the PM for those too. I had three products, three ceremonies, and requirements to build. I got played and set up for failure.

I did the best I could, but there was no documentation or training. They expected me to piece it together in four months with high performance. The expectations didn't match what could be delivered.

When I started pushing back on work to Marty (the Engineering Manager) because I reported to Shannon (the Product Leader), he got upset. I requested a Product Owner to help manage the boards because they didn't have a Scrum Master. Asking a Product Manager to also be the Scrum Master for three products doesn't make sense; you don't have the time. That is why Scrum Master is a dedicated job title.

Just before I was let go yesterday, they pulled an older Black woman from another team to "help" me. It wasn't help; it was a sign they were pushing me out. They put her there to protect themselves with DEI optics because they knew they were firing a Black employee from an all-white team. They brought her in late last week, she asked a few questions, and then they fired me on Tuesday.

I'm not stupid. I'm in my 40s, and I see how they move. I know the games corporate plays, and this was clearly one of them. I was set up for failure with staggering demands and no documentation. It was an absolute termination because I didn't kiss the Engineering Manager's a-s.

Be aware when you go to work at Floor and Decor. It's not what it seems. It's a sla-ghterhouse, and they just had a mass layoff last week. That should help you with your decision. Thank you.

https://www.lightreading.com/broadband/california-approves-verizon-frontier-deal-with-conditions

20 Billion dollar deal negotiated, lots of conditions and agreements to include employment guarantees for Frontier employees, and DEI considerations.

How will this affect future non-union employee layoffs going forward?

Don’t let this chatter die out on these anonymous threads.
Post about it on social media.
Tell your friends.
Go on Reddit.

They despise bad press.

After all they quickly hid the fact that they removed DE&I. What a scramble and cluster that was? They don't want backlash and have been plotting strategically to hide their agenda.

Moments that matter are a complete joke.

BD has turned into a circus of nincompoops , seemingly united by one goal: destroying what used to be a great company. It started at the top with the CEO, followed by a chain of DEI hires, each worse than the last, culminating in the collapse of TGS. The irony is that the CTO/CIO doesn’t even realize that he/she’s being manipulated by her VPs.

I was thinking about applying for a tech security position.

Until I saw the hiring manager.

I am familiar with her. There is no way that she knows anything about tech security... And, she's a director. Like, she's an 'expert' in the field.

First time I've ever been like, "Yeah, Fidelity has D . E . I . but they have enough people to fill roles with talented people."

What people are saying is true. No way is this company doing well when I see this.

A HS dropout with ChatGPT would be a better fit for director than this individual. Just wow.

There’s been an outcry in various forums for Target leaders to release statements against the recent events in Minneapolis. I’m confident that won’t happen. If it does, it likely won’t be the response many of us are looking for.

If you haven’t realized it by now, several of Target’s top executives are supportive of this political administration’s policies. Their donation to the president’s inauguration fund, the decisions to remove Pride merchandise, and the DEI rollback should tell you all you need to know.

Its that time folks. Start looking!! Leaving the Harris chapter in 2025 was essential to a much better life , financially, emotionally and physically. Grab a new role elsewhere before it gets flooded with applicants. Advice for L3 Harris DEI hires, there are Aerospace companies on Long Island that don’t accommodate DEI ( currently employed at one). Only qualified applicants win the role. Mana Mana😂

IBM is & always has been about laying the unprotected class off. White men 55 & older. Then white women (= ageism + s-xism). Black men (= ageism+ racism) Black women (= ageism, s-xism, racism). So what did/does IBM do to accomplish this so methodically? They bring in incompetent black women to lay off (throw away like trash) white men to really slap employees in the face. THEN they remove your entire life from your personnel file when you ask for it. It’s like a Wormwood episode. You get your sign- on paperwork & your last “bad” appraisal (to justify their laying you off) written by the DEI hire who suddenly leaves w/a promotion after you’re RA’d. Every award, best appraisal, letters of merit & commendation magically disappear. Where did they go? IBM he-l.

African Americans at IBM can do whatever they want. An ex black co-worker of mine, who still holds her job at 62yo, said to me “if they ever try & lay me off, I’ll sue for racism & s-xism on top of age discrimination.” She never came into the office or customer site when everyone was told to do so back in 2009 -2015. She stayed at home taking care of her mother, her boys, making random Zoom appearances when necessary. She travelled w/IBM all over Europe & India. She took time off constantly (her FB & IG accounts looked like she was retired). And last year when her boss left & a white man got the job, she retained an atty, filed a letter w/the EEOC claiming racism bc she didn't get the job. She was never there but wanted a job she knew nothing about & was totally unqualified to do. What did IBM do w/just the mere threat of a lawsuit? They promoted her & gave her a 13% increase in salary. It literally PAYS to be part of a protected class.

IBM, the business world implores you, release the demographics of your layoffs from the 1970-2025. And Congratulations Arvind Krishna for your recent 23% increase in 2025 pay to $25M. Meanwhile stellar, high performing employees you & Ginni Rometty laid off (Dinobabies & a dated maternal workforce as Ginni called them) are working the graveyard shift at supermarkets, so they can feed their families & put their kids through college. Sc--w you both. Thomas Watson is spinning in his grave. One can only hope grand karma kicks in one day.

Layoffs #Demographics #PersonnelFile

https://www.ms.now/opinion/doj-dei-corporations-probe-fraud

Well.....just applied for a position at the HO - totally qualified. Submitted my application and within 5 seconds (I'm NOT exaggerating) - it stated my status as "NO LONGER UNDER CONSIDERATION."

I sent an email to the Talent Acquisition department and asked how it is that a response was sent immediately, when no recruiter would have had time to review?

The response / answer I received was "it was auto-disposition based on your answers."

Well, the ONLY questions I answered were regarding my race (white) and s-x.

Should Dell be included?
https://www.youtube.com/watch?v=QlhrhhcLlaI

Company's biggest downfall was implementing DEI in hiring/promotion.

This is what happens when you hire/promote incompetent people just because they are a particular race/ethnicity as opposed to hiring/promoting someone of their merit.

Verizon will be fined millions of $$$ for this and will continue to suffer as you have these people in top positions not knowing nor being qualified for the positions that they are in.

Message to the hire ups and decision makers of Verizon: Hire and promote those who earned it, not because their skin is darker.

I started with Edward Jones in 2018 and left in 2024; I am White male with a degree in finance and two of the big professional designations. Because of DEI, I never received a Good Knight, was never approached about an RTP, and never got my own office. All the while I noticed that EJ catered to the "lowest common denominator" and gave all kinds of assets/handouts, RTPs and offices to "persons of color" (an Edward Jones' term), female FA's and the "alphabet community". All to check the box of DEI, and I can say with the fullest of confidence, it was far from earned. For those of you who do not know if an FA shares/gives assets to a person who fits the DEI mold, the giving FA receives an additional 10% compensation. They seem to predominantly hire ill-educated, sales type people.

The training was a joke; it was all sales based. I never received legit training directly related to financial planning, investment analysis, portfolio management, etc. I learned all of that on my own through designations like the CFP, CIMA, and CFA Level 1. The culture is definitely a "cult" and talk about "fake friendships". It was definitely a weird social environment. Early on I stopped taking TAP trips, going to summer Regionals, and all of the other mindless meeting/events that EJ holds. I forgot to mention, I was offered a failing office from an FA that was terminated. I knew that FA and I knew how horrible to book was managed and wanted to nothing to do with it. I turned it down and they took it SO personal. If I would have fit the DEI mold, I would have been handed a "gold mine". I saw that on many occasions. It didn't really bother me, I believe in a meritocracy. I wonder how the clients would feel about it??

Anyways, I built a book from zero to Level 9, producing $850,000 in a 6-year time period. I took a million dollar check to transfer to a sophisticated firm and have transferred 85% of my book. The remaining 15% can stay put for all I care. It is nice to be around legitimately educated people who understand capital markets, investment management, and financial planning. This firm values quality over quantity and there is zero DEI cr-p. If you have formal education in finance, economic, business, etc, EJ is not the place for you. I stayed for longer than I should have due the COVID lockdown. That slowed my exit by about 2 years.

Under President Trump, some companies have been rolling back diversity, equity, and inclusion (DEI) programs, as the initiatives come under increased scrutiny. However, others have doubled down on their commitment in not hiring white males asserting that DEI programs are necessary to address historical inequities and foster a strong company culture.

In April, Resume Builder surveyed 1,216 hiring managers about their company’s commitment to DEI. The survey found that while many hiring managers believe DEI benefits the workplace, some feel these initiatives should be reduced or eliminated entirely due to the challenges they present.

Key findings:

61% of companies currently have a DEI program, 21% had one but ended it, and 18% have never had one
Of the companies that ended their DEI program, 9 in 10 did so within the past year, most citing political reasons
Among companies with DEI programs, 6 in 10 hiring managers say the company prioritizes diversity over qualifications, and 1 in 10 say their company avoids hiring white men
35% of hiring managers at companies with DEI programs feel reverse discrimination occurs
76% of hiring managers believe their company’s DEI program exists, at least in part, for appearances
Majority of Hiring Managers at DEI-Focused Companies Say Diversity Is Prioritized Over Qualifications

Over 80% of hiring managers surveyed at companies that have DEI initiatives believe their company prioritizes diversity over qualifications. Additionally, nearly one-third (31%) say their company deprioritizes candidates not considered diverse, and 80% say it avoids hiring white men. When asked about reverse discrimination, 35% of hiring managers believe it definitely (10%) or somewhat (25%) occurs at their company.

“Reverse discrimination in hiring occurs when individuals from majority groups are unfairly treated based on protected characteristics like race, gender, or age,” says Resume Builder’s Chief Career Advisor Stacie Haller. “This typically arises when employment decisions favor minority candidates over equally or more qualified majority candidates, often as an unintended consequence of DEI initiatives. Under Title VII of the Civil Rights Act of 1964, all forms of workplace discrimination based on race, s-x, religion, or national origin are prohibited, regardless of the individual’s group status. Employers must ensure that hiring practices are based on skills and qualifications, not on demographic factors, to maintain fairness and legal compliance.”

3 in 4 hiring managers feel their companies’ DEI initiatives are performative

While 78% of hiring managers say their company’s DEI initiatives are beneficial to workplace culture, there is some pushback. One in four hiring managers want to see the company’s DEI efforts scaled back (13%) or eliminated (9%). On the other hand, 25% want the company to expand its DEI efforts, while 53% prefer the current commitment to be maintained.

At the same time, 76% of hiring managers believe their company’s DEI programs were implemented at least in part for appearances, rather than being fully driven by authentic commitment.

ResumeBuilder.com survey graphic

1 in 5 Companies Eliminated DEI, Many for Political Reasons

Among those whose companies ended their DEI efforts, 73% say the initiatives were discontinued within the past six months, and 18% say in the past six months or one year.

The most common reason cited is that DEI was no longer seen as necessary in the current political climate (56%). Other reasons include ineffectiveness at achieving goals (36%), concerns that DEI led to discrimination against some groups (28%), and a lack of funding (15%).

ResumeBuilder.com survey graphic

“The Trump administration’s aggressive stance against DEI initiatives has transformed these programs into a contentious political issue. By threatening to withdraw federal funding from educational institutions that maintain DEI efforts, the administration has placed significant pressure on universities to reconsider their commitments.

“Many organizations have taken note and are also reevaluating their DEI practices so they aren’t a target for the administration. This politicization undermines the fundamental goal of DEI: to ensure fair and merit-based hiring practices. Organizations must navigate this complex landscape carefully, as their approach to DEI will significantly influence employee perceptions and the overall workplace culture,” says Haller.

Methodology

This survey, launched on April 14, 2025, was commissioned by ResumeBuilder.com and conducted online by the polling platform Pollfish. Overall, 1,216 U.S. full-time manager-level employees involved in hiring completed the survey.

To qualify for the survey, all participants had to be at least 25 years old, have a household income of at least $75,000, hold an associate degree or a higher level of education, have a managerial-level role or higher, and work at a company with more than 11 employees.

Respondents also had to indicate that they are aware of company hiring practices and are directly involved in hiring decisions at their company.

https://www.inc.com/bruce-crumley/how-eeocs-appeal-for-white-male-plaintiffs-extends-anti-dei-efforts-to-small-businesses/91280658

"Trump admin urges white men to report discrimination" - AP

"White men who "experienced discrimination" at work based on their race or s-x might be entitled to financial compensation, the US government said."

DEI/Woke leanings of Waters has, in fact, systematically targeted white, male employees.

https://share.google/5a1olAAyyFcc5nJKM

Understand that Waters dismal results are rooted in the DEI and woke policies of current leadership.

Maybe your DEI hires, well, just su-k at their jobs.

Ella Cook and Mukhammad Aziz Umurzokov ki-led as critics blast diversity programs over security measures

As the Providence Police Department continues its investigation of Saturday afternoon's Brown University mass shooting that left two dead and nine injured, the Ivy League school's head of campus safety has maintained a low profile.

Rodney Chatman serves as Brown's vice president for public safety and emergency management, a position that makes him the school's executive director of public safety and chief of university police.

His LinkedIn page says he began his career as a police officer in 2005 at the University of Cincinnati, an became a captain in that department in 2012.

In 2016, he departed for the University of Dayton, where he became the executive director of campus safety and police chief. In 2020, he moved west and became the police chief at the University of Utah. His yearlong tenure at that school was marred by controversy after he was accused of wearing a badge and carrying a g-n before officially becoming a police officer in the state, which is a crime. Those allegations were unfounded, but he spent half of his year on leave with full pay and benefits.

According to the Salt Lake Tribune, Chatman said he faced pushback for policing reforms he tried to implement at the school. He departed for Brown in 2021.

In October, two local police unions, the Brown University Security Patrolperson’s Association and the University Police Sergeants Union, issued votes of "no confidence" in Chatman, the former expressing "deep concern among the membership regarding the direction and leadership of the Department of Public Safety," according to the Brown Daily Herald.

After a gunman, who has yet to be identified and remains at large, burst into a classroom on the first floor of the urban school's Barus & Holley building on Saturday afternoon, causing death and destruction, campus security has become a focal point. The school has faced criticism regarding the ki-ler's access to the building and a lack of security cameras that could have helped in identifying the sho-ter.

Chatman has only briefly addressed the shooting in the days since it occurred, saying that three outdoor sirens on the campus did not activate during the shooting because of how quickly the event took place, according to the Rhode Island Current.

Fox News Digital has found that diversity, equity and inclusion has been a major focus for Brown's campus safety department and DEI hire Chatman himself.

"As we continue to assess and strengthen campus safety practices amid the critical national debate around policing and justice, we are set to welcome a truly accomplished leader who is ideally positioned to guide this work at Brown," Brown University President Christina Paxson said in a message announcing Chatman's hiring. "Chief Chatman will bring not only an outstanding track record in law enforcement, but also the values, skills and experiences that will enable him to effectively engage our full community in advancing safety on campus in every aspect."

On International Women's Day in March, Chatman, along with the entire Brown Department of Public Safety (DPS), celebrated the department's female officers.

"Today, on International Women’s Day, we proudly celebrate the incredible women of Brown DPS who serve and protect our community with dedication and strength," DPS said in a LinkedIn post. "A few of our officers share what makes them most proud about working in law enforcement and their advice for young women considering this career. Thank you to all of the women on our team who make our department EPIC!"

A video was attached to the post with testimonials from female officers.

"Look at our amazing team!!!! Go BRUNO!" Chatman said while sharing the post.

In a prior post on LinkedIn, Chatman asked other campus police departments to refrain from posting pictures of themselves with we-pons or performing tactical maneuvers, suggesting that it could make their communities anxious.

"To my police leaders: please consider removing pictures prominently displayed on your websites and promotional material of your officers engaged in tactical maneuvers and displaying we-pons. We all know you have them," he said. "Consider displaying your compassion, and engagement with the community that alleviates the anxiety of our presence."

Brown DPS hosts listening sessions, where students can bring their concerns to authorities, according to a webpage on the school's site.

"Within the listening session format, students are encouraged to attend to share thoughts and recommendations into matters that have the potential to impact police-community relations and campus safety programming on Brown's campus," the page said, adding that there are "many issues that are deeply concerning to us all.

"Students will also have the opportunity to learn about the department's Diversity and Inclusion Action Plan (DIAP) and to provide feedback," the page says.

In 2016, the campus security department launched its Diversity & Inclusion Action Plan (DIAP), focused on diversity within the campus safety department. Those efforts continue today.

A split image showing multiple still frames from the surveillance video taken near Brown University of a person of interest
A split image showing multiple still frames from the surveillance video taken near Brown University of a person of interest before and after a school shooting Saturday. (FBI Boston)

"Public Safety is committed to achieving a diverse workplace that supports the diverse community within Brown University," a Brown webpage says. "We understand that having a diverse group of personnel will have the capacity to foster trust with the community we serve as well as to inform and enrich our organizational climate."

In 2017, DPS brought in a transgender academic, who goes only by Dr. Scout, to lead a three-day diversity workshop on "cultural competency and community engagement (LGBTQ, transgender, diverse populations), health disparities, data collection, language tips, stigma and how it affects lives, trends, and strategies to enhance service within these communities."

In fact, DPS has a diversity statement featured prominently on one of its Brown webpages.

"We make every effort to anticipate, plan for, and respond to the needs of our diverse and ever-changing community. We seek the input and talents of all members of the University and our efforts to safeguard the campus," it says.

"Public Safety works diligently to build and sustain trust and positive relationships with the diverse community we serve at Brown," says another DPS page. "As communities all across the country continue to deal with racial unrest and police reform, we support the University's urge to confront racial injustice. We also recognize that there is always room for improvement within our organization. We will continue to work towards our commitment in establishing and building positive and respectful community relations, especially with Black, Indigenous, and People of Color (BIPOC)."

bouquet of flowers at makeshift memorial
A bouquet of flowers rests on snow, Sunday, Dec. 14, 2025, on the campus of Brown University not far from where a shooting took place, in Providence, R.I. (AP Photo/Steven Senne)

Fox News contributor Nicole Parker blasted Brown for its focus on DEI.

"For around 10 years when the DEI program was initiated at Brown, it seems that diversity was a higher priority than campus safety and now the university and its students are left picking up the pieces of their lethal failure," she said. "Woke does not work when it comes to campus safety! And sadly, two innocent students have lost their lives."

Ella Cook of Alabama and Mukhammad Aziz Umurzokov, an Uzbek national who had been living in Virginia, were ki-led in Saturday's attack.

Brown officials pointed to a Monday statement about the tragedy, which includes a list of enhanced DEI measures, in response to an inquiry about DEI and campus safety.

Chatman did not return a request for comment.

https://www.msn.com/en-us/money/companies/at-t-revenue-soars-to-1-44b-after-dei-programs-shut-down/ss-AA1SvZGM?ocid=msedgdhp&pc=HCTS&cvid=6942bd8ee25b43e2b58a99b761fae5c7&ei=41

Curious as most of the DEI related pages on Viva Engage were purged.

I keep seeing these comments blaming being laid off and the sorry state of the company on DEI. That wasn’t the case in my experience. In my case there were good ol’ boy networks that took care of their own. You didn’t need to be white or to be a man to be part of the network but it helped. Some individuals were so good at playing this game that they were part of more than one network. They managed to be part of whatever network was ascendant.

Diversity and inclusion was just pretend where I was. Almost everything was just pretend. It would be comical like a parody if it weren’t for the consequences.

With nearly 100,000 employees in many locations, it’s possible that others had a different experience than mine.

They're everywhere in this company. They've ruined Unity by hiding their inability to lead. They're sacrificing hard working people to cover the as--s of those too inept to do their job. Way to ruin families Unity. Maybe you should have TRULY invested time into your employees that bring VALUE, and not some titled position.

80% is Indian. Where is the diversity?

There is still such a problem with diversity hires that didn't get resolved in the first layoff ..what's the plan and what are you looking forward to most

Human Capital had a meeting yesterday and to say that it showed the firm is going nowhere. Over 10 years and none of the HC leadership has ever been any good but if we are trying to "Project 2030" what is this? SM has no direction, just all over the place and the new structure makes no sense to anyone. On the Zoom the usual suspects who kiss up everywhere they go were doing the fake cheering but behind the scenes everyone is like "what is this?"
We have a GP over wellbeing, when is the last time you saw something come from wellbeing?? There are like 4 GP's in talent, two "shared?" for the HR Managers, a GP for inclusion when I thought we got rid of DEI. Just, stupid. How is SM helping PP make decisions about plagues like DC when she can't make her own decisions? This place is going down fast, can't wait for the next VSP I am out of here before the whole place burns down.

https://www.msn.com/en-us/money/companies/at-t-commits-to-ending-dei-programs/ar-AA1RCMNw?ocid=msedgdhp&pc=HCTS&cvid=69304c6bd46044fa8a533101e5611cf6&ei=51

In an FCC filing, the U.S. wireless carrier said, “The legal landscape governing diversity, equity, and inclusion (“DEI”) policies and programs has changed. We have closely followed the recent Executive Orders, Supreme Court rulings, and guidance issued by the U.S. Equal Employment Opportunity Commission and have adjusted our employment and business practices to ensure that they comply with all applicable laws and related requirements, including ending DEI-related policies as described below, not just in name but in substance.”

Saw this on threads

NOW: AT&T “committed” to ending DEI in letter to Trump admin

https://www.reuters.com/sustainability/society-equity/att-commits-ending-dei-programs-2025-12-02/

If you are using this event to create DEI theories around how individuals were impacted, then you are either an extremely stupid person or a horrible person.

Using such mass suffering to push your propaganda- shame on you

https://www.reuters.com/legal/government/eeoc-says-northwestern-mutual-wont-hand-over-information-dei-policies-2025-11-20/

I know many will dislike this post, but I really do not care. I am glad Verizon is dropping all DEI initiatives and going back to merit-based practices. Good luck to everyone tomorrow. Even if we don't get a call tomorrow, I have no doubt more are on the way.

As you might have guessed IBM isn't one of the employers who is stopping H1B visas; Alvind clandestinely supports DEI and H1B visas as it serves him and the Pipmunks to IBM's advantage.

https://www.msn.com/en-us/money/markets/7-top-employers-stopping-h-1b-sponsorship-after-fee-increase/ss-AA1QANlM?ocid=msedgntp&pc=W099&cvid=691b7179e40d417aa5b9088ddbede24b&ei=10#image=10