#dei

You guys all excited for the summit?!?

This sums up many people here. Luckily most of the people I work with aren’t into this
https://www.theguardian.com/technology/ng-interactive/2025/jan/29/silicon-valley-rightwing-technofascism

https://www.investmentnews.com/ria-news/disabled-banker-sues-wells-fargo-alleges-diversity-push-drove-his-firing/265565

VZ employees have “no leverage” after years of water cooler “shuck-n-jive” talk about the game and where the “free food” is it’s over. DEI is dying and those of you who hide behind the veil of color are “suspect at this time”.

The concept of “reverse diversity” came to me during this chaotic RIF and ReOrg. Apart from architects and data scientists, it is the third problem Fidelity must fix.

If you have a team with 100% African Americans in tech, it’ll be odd. 100% African Americans in an NBA team, not odd. 100% whites in a tech team? Not diversified but also not odd. How do you rationalize the oddness of team diversity?

• Merit. If a team is not diversified because the only talents is from one origin, it’s not odd.
• Population. If a team composition (roughly) mirrors that of the population, it’s not odd. That’s why a 100% white team is not that odd in a white dominant society.

With this understanding, now think about the 100% Indians teams? (Of course I'm exaggerating to make a point but not far from reality). 100% Indian teams is such a commonplace in Fidelity tech that it’s not odd at all. There lies the problem.

• Are all the Indians on the team “talents”? Certainly not! Most are average or below average hired by fellow Indians.
• Are Indians the dominant ethnicity in America? Certainly not! A population minority dominates Fidelity tech.

Hence what we need is reverse diversity. Those 100% Indian teams need to be diluted to make them roughly mirror the population outside of Fidelity tech.

In my opinion, that start of Humana shifting from being a great place to work to being not so great a place to work are the following three factors entering the scene of the corporation.

—DEI (Diversity, Equity, Inclusion)
—Cloud & AI (Artificial Intelligence)
—Outsourcing (H1B, Overseas, Contracting)

If you think dei is gone, you are wrong. Heard it in a meeting today, sorry old white guys, doesn't matter what you contribute or sacrifices that you have made to build this company. Diversity is more important than being able to deliver value and results, it is our strength! You are the first on the chopping block and they are proud about it......Imagine how happy our customers are going to be when we are so diverse!! can't meet their needs, but we are diverse, it is our strength!!

"I used to be a great supporter of Indians in India until I opened my eyes up to what's going on here. White men need not apply to jobs in the state of California. Never mind in high tech. I don't care what your qualifications are. You're not getting a job at High Tech in California. Your chances are nil. You have to be from India or China because almost all the internal mechanisms are set up to be run by Indians and Chinese."

https://www.cnbctv18.com/world/donald-trump-reposts-controversial-birthright-citizenship-post-calling-india-china-hellholes-ws-l-19891897.htm

Do you remember when we were sent a book by ibram x kendi and ask to read it. And we had DEI meetings discussing pronouns and such? What a bunch of garbage that was.

Finally. Not much of a penalty. Should have been $17,000,000,000.

https://www.justice.gov/opa/pr/ibm-pays-17-million-resolve-allegations-discrimination-through-illegal-dei-practices

"The United States alleged that IBM took race, color, national origin, or s-x into account when making employment decisions, including by using a diversity modifier that tied bonus compensation to achieving demographic targets. The government further alleged that IBM altered interview criteria based on race or s-x through the use of “diverse interview slates” and other related employment practices in connection with identifying “diverse” candidates for hiring, transfer, or promotion."

Has anyone heard of managers being pushed to hire diverse candidates here over other candidates regardless of qualifications?

I have friends and colleagues at verizon and several other companies and organizations.
I've heard many, many complaints about D.E.!. hires but I've never heard a single positive thing about them.
Never once have I heard someone say they were happy they had the D.E.!. Never heard that they saved the day or came up with the most ingenious solution.
Isn't that odd?

https://www.hcamag.com/us/news/general/class-action-accuses-danaher-of-turning-dei-into-hiring-quotas/568885

So when tf are the managers who enabled this going to be called out? I know who you are at a few opcos. You followed Danaher orders like submissive little boys and girls.

Pretty big push here over the last several years.

So when a high up is told to go they get a big package and “retire “. Gone is the DEI program. They’ve wanted to close it since Trump was elected. But these roles are very political so you can’t lay them off. For the rest of the team, ya’ll better get your resumes polished. Can I get retired? I’ll leave tomorrow and never speak of it again.

It’s a strange kind of “progress” when a company like VF, home to brands that market empowerment, exploration, and modern values quietly reshapes their leadership team into something that looks like a throwback out of a 1990 golf tournament brochure - a lineup of men with the same haircuts, same resumes, and same golf handicap index. Not a woman in sight unless she’s HR or planning the holiday party. TNF is a brand built on pushing boundaries, and yet we find ourselves cycling out female leaders only to rapidly replace them with the most like-minded male candidate within reach. It’s starting to feel less like strategic evolution and more like regression dressed up in corporate lingo. At a certain point, you have to ask.. is this about “best person for the job,” or is it about comfort, familiarity, and an old boys’ network reasserting itself under the radar? Because when diversity disappears at the top, it doesn’t just change optics, it’s a narrowing of perspective at the exact level where our strategy gets shaped. And most importantly, the same leaders making these decisions have daughters that will someday look for examples of women in leadership - and how disheartening it will be when they realize they can’t find any here.

It will only be hard for those getting let go. Many imposters have been brought in under DEI for a decade it’s ki-ling the company … let’s not fool ourselves here. Meta has a failing social media platform poor adoption by younger generation. Metaverse is just a creepy place for furies. Meta lost the AI race, lama and other platform just disappointing. When you go woke you go broke. everyone brought in under DEI must go. No more posting those cringe LinkedIn posts to the feed or day in life on TikTok. Time to grind by real masculine energy superstars. Good luck all

For everyone that works for State Farm, you're not doing your job! You have to cancel all your State Farm policies and tell everyone you know how horrible this place is. Especially friends and family. I can't understand why anyone, especially in claims, would ever give a penny to State Farm. Are you blind to see the useless DEI, woke, ethics-less workforce and Executive leadership? This place and its service is pure trash. Yes, I will take their money for a job, while I'm looking for another job, but I will never give them a single dime. I tell anyone I can what this place is, just pure trash! Cancel your policies, and go find another job!

She’s posting regularly now again. This last one is for women, but not a word for black history month back in February. Is one group worth mentioning and not the other?

What happened? Only commenting in this forum since I keep hearing about layoffs...unfortunate.

Because of pressure from the US administration, SAP stopped most DEI programs in 2025. And now, two. Executive Board members will “step down” or “not renew contracts”.

Gina is a woman and was compassionate towards trans employees so she’s gone. We will not see a female executive board member for a long long time.

Alam is a person of color and not a Christian. He is gone as well. We will not see a person of color or a non-Christian in the executive board anytime soon.

In any case, LGBT members never make it to important positions within SAP so we won’t see them in the executive board either.

They needed Gina only to bring performance management and destroy most of the employee benefits. And they needed Alam to initiate multiple reorganizations after Juergen Müller was given the boot.

What changes do you think will happen in teams now? Will they only consider white Christian males for leadership roles from now on? And what about LGBT employees? Is SAP starting a program to remove all migrant employees in Germany? The demands from the US administration are pretty straightforward and the SAP board has done nothing but comply.

The feds now owe nike more than 3 billion dollars, wanna bet where this money could flow?

I will take the first shots:

500mil goes to shirts with pu--c hair in skims
300mil goes to white house bribes
200mil goes to whatever shiny useless tech someone was chasing for their VP promotion
100mil to DEI

I’m really struggling to understand how the DEI leadership is handling these layoffs. Even after all these job cuts, if the stock price still doesn’t reach $400, what’s the backup plan?
It’s disappointing to see a company that was once run so well end up in this situation. It feels like the leadership has put too much trust in a small inner circle led by DP Koka and his Indian friends, and now those same executives are driving these large-scale layoffs. Meanwhile, they’ll likely walk away with generous payouts, but what about the hardworking employees who are losing their jobs? They didn’t deserve this.
It’s frustrating to watch the company go through this, especially when employees are the ones bearing the brunt of these decisions that don’t give any meaningful results in the long run.
It’s hard to believe the CEO isn’t recognizing what’s happening. It makes me wonder whether he’s disengaged or possibly thinking about stepping away, because the current direction doesn’t seem reassuring.
If DP were to become CEO, I’d honestly be concerned about the company’s future. From my perspective, his leadership style hasn’t inspired much confidence, and I worry about what strategic decisions might follow. Overall, it just feels like the company needs stronger, more transparent leadership right now.

• recently JE’d employee

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