#diversity

Anyone else not getting paid c suite money is a part of the brokie class. That includes the d-mb white men that hates everyone and thinks they deserve more. There is no DEI garbage anymore after trump took over. Anyways, 200k a year in this economy is fu--ing nothing and you aint sh-t to be talking down on someone. If you hate indians, asians, or women, do something about it pu--y and stop being on this thread.

Zebra became very hierarchical at the Director and VP level several years ago. It’s an acute problem now.

Seems to be deep reluctance to cull the herd of ineffective Directors and VPs, or do away with layers.

For a $6 B company Zebra is ridiculously hierarchical and top heavy these days. It didn’t use to be this way.

Part of the issue is that Zebra leadership felt compelled to promote hordes of the best and brightest, and to promote women and minorities to make a declarative statement as an unapologetic liberal leaning and DEI embracing company.

All well and good but look around today.

FIS has been preserving the H1B visa employees.
The team had several layoff of US citizen and some were transferred to Cognizant, but all employees on work visa were left untouched.

Apparently FIS loves Indian origin employees

Nike increased women in VP+ roles from 39% to 45% and minorities at Director+ level from 26% to 36% between 2021 and 2025. Considering how few senior leader roles open up each year, that’s a big change in a short time. Has the company become stronger because of it? Would Nike be in an even worse position if it hadn’t invested in DEI?

IBM is facing a lawsuit. The suit alleges racially discriminatory layoffs. It claims Black executives were targeted. This raises questions about IBM's diversity and governance. The case could impact investor perception and client relationships.

https://finance.yahoo.com/markets/stocks/articles/ibm-lawsuit-over-black-executive-211421488.html

• IBM (NYSE:IBM) is facing a lawsuit that accuses the company of racially discriminatory layoffs targeting Black executives.

• The suit alleges a pattern of race based terminations tied to shifts in regulatory and compliance priorities.

• The case raises questions about IBM's diversity, equity, and inclusion practices and its internal governance controls.

https://finance.yahoo.com/markets/stocks/articles/ibm-lawsuit-over-black-executive-211421488.html

Diversity and Inclusion policies should be about equity, but right now it feels like they are being used as a shield during layoffs. If only men are losing their jobs to maintain 'numbers,' that isn't inclusion—it’s a different kind of bias.

to all my fellow VTeamers, ever notice and wonder how some of those in their current roles got their jobs?

I smell DEI.

I am a US citizen. I did an interview for Lead IT Analyst role. It is a remote role in the US. The 2 interviewers were Indians (Telugus). I answered each and every question correctly and I didn’t get the role.

Could the role have gone to someone from their community?

Is there a way to find out?

HP posted jobs for new graduate hires and it’s very close to flat out admitting biased hiring practices. Here’s what it says:

“Candidates who identify with a group that is historically underrepresented in the technology sector including by not limited to, African American, Latino, Native American, individuals with disabilities and Veterans are encouraged to apply.”

This is signaling bias without flat out admitting to bias. It’s very noble that HP is doing this and I agree with their intentions but this sort communication would discourage those who identify as things that are not physically provable as “underrepresented” just by looking at someone so it’s really about hiring manager’s and recruiter’s INTERPRETATION. Also, it goes on to say that it will not provide documentation for sponsorship, which I would argue is now an “underrepresented” group of people.

Very flaky hiring practices.

It is hilarious watching all the smoke being blown about Kinetic winning all these women’s workplace awards…. Where are all these Women at in President and CEO roles? That is where it should be visible… otherwise it’s just a feel good smoke screen…

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.

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!!

To all the negative people over here.. just ask yourself: Is Hans better than Dan?
Answer is obviously No..
Atleast we are not hiring random people for DEI.. I saw former cooks/ gym instructors getting hired under some program. There was mafia in GTS ( some people are still here) .
I liked Hans for keeping everyone comfortable on a sinking ship without doing anything to help the ship..
I would rather be uncomfortable but save the ship.

Condé Nast recently laid off 16 employees across several brands. These cuts affected staff at Self, Glamour, and Condé Nast Entertainment. The NewsGuild of New York and Condé United union issued an official statement. They reported 33 total layoffs over the past five months. The union expressed concerns about diversity and editorial quality.

New York, New York

https://ouispeakfashion.com/conde-nast-layoffs-draw-union-response/

Right?!

Except a few gems (20%), ISS is a majority DEI Swamp (80%) - that gets nothing done, as they have no clue except to CHECK Boxes. They just focus on superficial compliance rather than meaningful action, as part of process checks (same questions asked by many different ISS Stakeholders). A total waster of $ spend on ISS.

I would be curious to hear from folks that feel like they aren’t being considered for spots due to age. I know I have two other bad marks against me, white and male. But I’d honestly like to hear some feedback. More me personally I keep getting told it’s competitive out there but then I think maybe they forget that emails go out with who got selected for positions.

So VZ does an ad with the Heated Rivalry guy and the CMO talks about his butt(?). Can’t imagine the backlash if the former CMO had Sydney Sweeney in an ad and made references to her assets….

But of course we know things like that only go one way….

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."

What happened to the highly anticipated external hire from a consulting company who was appointed to head DMC strategy? She disappeared after just a few months. Was she that bad?

“ Remember when people were mad about T-Mobile’s diversity efforts… then Trump got elected, they rolled it all back—and somehow the only thing they made equal was the layoffs.

https://www.reddit.com/r/recruitinghell/s/pMBsDDfUjI

https://www.reddit.com/r/recruitinghell/s/pMBsDDfUjI

Ever since Darcie Henry, AT&T's HR leader, joined HR there has not been one male announced in a senior role. This makes me wonder, does she hate men?

Interviewed four candidates for a contractor position in past two weeks, all the same identity.

Is it that no Americans want to contract with Fidelity? Or Fidelity Talent Source (FTS) can't develop a diversified pipeline?

Nike has disclosed that executive compensation includes ESG metrics, which explicitly include diversity outcomes. While the company doesn’t break out the exact weighting, market norms suggest ~10%–20% of annual bonuses are tied to these factors.

Using reasonable assumptions:
• ~385 VPs globally
• VP bonus: ~$100K–$500K
• ESG/diversity weighting: ~10%–20%

Implied diversity-linked bonus per VP:
• ~$10K (low)
• ~$30K–$50K (typical)
• Up to ~$100K

Estimated total annual payout:
• Low: ~$3.9M
• Most likely: ~$12M–$18M
• High: ~$38.5M

Midpoint:
$14M Annually

Why this matters:

At the midpoint, that’s roughly $14M (and could be much more) per year in incentives aligned to these outcomes at the VP level alone.

Bottom line:
A defensible estimate is that Nike directs ~$10M–$20M annually of VP incentive compensation toward diversity-linked metrics; raising legitimate questions about how heavily these targets are weighted relative to other performance priorities.

This post uses only publicly available information, and observational analysis derived from such. Further augmented by published industry trends.

Your constitutional rights — they apply to you regardless of immigration status. Period.

What to do if ICE knocks on your door. What warrant to look for. What NOT to sign. Word for word, what to say.

Your workplace rights — your employer cannot bench you, cannot threaten you with deportation, cannot charge you the H-1B filing fee. If they do, we tell you exactly who to call.

How to document hate. How to report it. How to archive online harassment before it disappears.

The numbers that prove this guide is overdue:
— 300 million+ views on anti-Indian hate posts on X in 2025
— 1 in 4 Indian Americans called a slur since 2025
— 48% encounter racist content regularly online
— 31% now avoid speaking up out of fear

We built this guide so you don’t have to be afraid. You have rights. Learn them. Use them.

Save it. Screenshot it.

READ HERE : https://drive.proton.me/urls/1ZEG9P75D4#qvMOIwA5G5ZV

From 2017 to 2024, a directional comparison of VP promotion outcomes relative to the Director+ feeder available population suggests non-white males were roughly 4× more likely to reach VP than white males. Non-white females show a similar pattern at roughly 4×, while white females were approximately 2.4× more likely than white males.

This pattern reflects a higher share of VP level promotions relative to representation within the Director+ population, which serves as the primary pool of VP candidates.

These differences reflect variation between promotion outcomes and underlying representation within the leadership pipeline.

Estimates and analysis are derived from publicly available information.

If asked HR & exec would be compelled to admit that they defined the specific criteria for advancement to senior roles at OVV. One of the criteria was female or visible minority. Can't undo that slide.

Illegal in the USA for what it's worth. Definitely ammo in the right case...

Pretty big push here over the last several years.

The PIE group does meetings to help be anti-racist. Anyone been? What did you think?

Estimated — Nike Director+ (U.S.) Leadership Diversity Trends (2015 → 2024)

•   White (non-Hispanic): ↓ 12% - 15%
•   Non-White (racial/ethnic minorities): ↑ 45% - 60%
•   Women: ↑ 20% - 30%
•   Men: ↓ 15% - 20%
•   Minority leadership: ↑ 30% - 40%
•   Women in leadership: ↑ 15% - 20%

⸻

How this was constructed (summary):

•   Uses Nike’s published FY2020–FY2021 Director+ race data (exact)
•   Uses Nike’s reported minority % and gender % through FY2023/24 (exact totals)
•   Extends back to 2015 using Nike’s stated multi-year progress and targets
•   Applies simple interpolation/trend estimates where full yearly data is not disclosed
•   All figures represent directional, magnitude-correct estimates — not fully disclosed year-by-year data
•   Most detailed race data available: FY2020–FY2021 only
•   Post-2021 reporting: aggregate minority % only (no race breakdown at Director+)

A previous poster in a separate thread challenged to build this based on historically reported information. There is enough publicly reported information to state the above is better than directional.

What does it mean? And what does this have to do with layoffs? Well, there is one group that clearly should be worried a bit more than others ahead of and during a layoff.

Act accordingly, and get out while you can.

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.

Office takeover? If you've noticed more than 25% of your workforce come from one country, stats say it's impossible - and maybe it's time to step forward.

Cognizant already lost in court: non-Indian workers 8.4x more likely to be benched and fired. Workforce 70-88% from one country. Jury ruled intentional discrimination - Americans replaced while visa holders stayed.

If you see the same pattern - fake training, cash deals, or one-country dominance - report it to USCIS.

USCIS fraud reporting: uscis.gov/report-fraud
(Anonymous option available - just give facts: location, numbers observed.)

The fact is ... It's math. With Cognizant the statisticians said ..not possible and that means- illegal. Whether its civil or criminal there are consequences.

Enforcement starts with people who see it.

The Cognizant case has taught us- When more than 25% of the staff come from one foreign country chances are a civil rights violation is taking place and it should be reported.

Nike Leadership (2020 → 2024) from Publicly Available Reporting

• Women (Leadership): +7.6%

• Men (Leadership): −5.5%

• U.S. Racial/Ethnic Minority (Leadership): +17.2%

• White (Leadership): −7.0%

I have been recently put on PIP. And in my experience this is based on racism/ s-xism. I have worked for various managers in the company and never received a complaint or a negative feedback. How do I handle this? This job is very important for me.

If you've gotten the Fidelity email, VOTE. It is some of the little power we have to make our dissatisfaction known.