#inclusion

You guys all excited for the summit?!?

• 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.

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.

I mean, the leadership is terrible, the ability to grow professionally is nonexistent, and fear of layoffs are a constant thought. But the people are awesome, I love the culture of inclusivity, and I like browsing the Slack channels. This is my favorite company I’ve worked for in terms of colleagues.

I’ve still got one foot out the door but the people here have always been awesome. Just wanting to bring some positive vibes.

More ad campaigns with exclusionary b.s.

Hot. Mess.

Wow. Just ... WOW.

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?

I can live with LEX “taking over”. I can live with implementing improved processes from LEX and I can just about stomach the constant LEX narrative of “Xerox are sh** but everything we do is world-class” BUT what I can’t live with is the lack of diversity (of though, inclusion, demo graphics) that LEX have. I have workshops and calls all the time and I’m the ONLY female on them (as all the LEX people are male and white.) do LEX have female VPs? The culture that drives that non-diverse workforce make-up means the the underlying organization demonstrates s-xist and racist behaviors. I have literally seen so many example over the last 6 months of how LEX men bypass a female Xerox peer, so they can talk to a male Xerox person (regardless of “rank”) . It is like going back in time.

I walked into the break room the other day and I was the only non- Indian out of 15 people. That would be fine in Bangalore but it was in AZ. Is it too much to ask that WF has some diversity? Where are all the beautiful people of all races and creeds?

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?

Yes or no?
Please state your reason or your experience.

There is not a gray area here. No middle ground. Summary of what it means to be an EOE below:

An Equal Opportunity Employer (EOE) is a company that pledges not to discriminate in hiring, promotion, or other employment aspects, ensuring fair treatment and equal opportunity for all applicants and employees based on factors like race, color, religion, s-x, national origin, age, disability, or genetic information, adhering to federal laws like the Civil Rights Act and enforced by the EEOC. EOE policies promote diversity and focus on merit, using standardized processes and providing reasonable accommodations for disabilities or religious beliefs.
Key Principles of an EOE
Non-Discrimination: Employers cannot make decisions about hiring, firing, pay, or promotions based on protected characteristics.
Focus on Merit: Selection is based on qualifications, skills, and performance, not personal attributes.
Inclusivity: Encourages applications from a wide range of candidates and fosters an inclusive workplace culture.
What it Means in Practice
Fair Hiring: Using structured interviews, diverse recruitment sources, and consistent evaluation criteria.
Reasonable Accommodations: Providing necessary adjustments for religious practices or disabilities (e.g., modified schedules, accessible workspaces).
Protection Against Harassment: Addressing bias and harassment by managers or coworkers related to protected classes.
Legal Basis
Title VII of the Civil Rights Act of 1964: Prohibited discrimination based on race, color, religion, s-x, and national origin, establishing the foundation for EOE.
EEOC (Equal Employment Opportunity Commission): An independent federal agency that enforces these laws, promoting equal opportunity and handling discrimination complaints.
In essence, being an EOE means a company actively works to create a workplace where everyone has a fair chance to succeed, free from unfair biases and discrimination

Not to be all "poor white guy" about it, but it can be difficult at times to be the only wh---y in literally hundreds of Indians in my department. Do they hate me? Sometimes I wonder. Sometimes I feel like they don't understand me or care to understand me. It feels like I'm intruding in the company they created even though I have been here for 18 years. I love Indian culture, but I feel like we need a little diversity over here? Would love to see more Americans in all shapes colors and sizes!

They will fire all engineers except AI (All Indians) engineers.

I received an email, same as all you, asking for ideas. A similar email was sent by Hans. I also gave sincere feedback during Pulse. Multiple submissions in Ideas at Work.

For over a decade, I have tenured ideas. Also for over a decade, I have cautioned leadership regarding the clear missteps that they were making. It was tempered at first, but was amplified when Hans was hired. There were many red flags.

"The plan will be presented to the board for them to approve.". Yes, that's how corporations work. Hans did the same, and how did that work out? The signs of the impending failure were obvious.

So the root of the issue are those that do the hiring of the CEO. The board needs flipped.

In Tampa or NY it feels like entire teams are dominated by one group, and Indian managers/directors mainly hire and promote people from their own circle. It creates a closed-door environment where others don’t feel they have a fair chance. It’s frustrating and sometimes feels like the American dream is slipping away because opportunities aren’t even accessible to fellow Americans. This is the greatest exploitation in American history.

It feels like some groups and communities tend to form close circles and mainly support people from their own background, and this sometimes extends into workplace dynamics as well. When this happens, it creates an impression of favoritism and makes the environment feel less neutral or inclusiveness. Even from projects to consultants to promoting some one to a director. The biggest exploitation of our dreams.

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/

I used to feel like I belonged here. Over time, I noticed a shift. As a woman of color who consistently delivers results and drives impact, I have seen differences in how respect and recognition are given. I have watched white peers with lighter performance receive more support and praise, while my contributions were often minimized. I also noticed cultural dynamics where questioning decisions—especially when coming from women of color—was not welcomed.

These experiences do not erase the good people and positive moments, but they do make me reflect on how far we still have to go in equity and inclusion. I hope leadership listens, because talent and value exist across all backgrounds, and organizations thrive when every voice can be seen and respected.

Could we start a SWM 40+ club, of course all would be welcome to attend. Seems like a reasonable request, whose interested?

They were the driving force who made such a mess of target.
How is this group helping us generate more revenue?
Do minorities even care?
Why are white women leading this group?

The constant pandering got us in huge trouble.

Constructive discharge…is this how Intel will reach the final headcount for the year? So many engineers are feeling the squeeze by ‘leaders’ who saved their jobs. Psychologically safety is definitely out the window along with ADA/DEI. Perhaps Intel should consider replacing their ‘Inclusion’ company value after the 2025 layoffs.

“ While initially the chief executive of Intel said that he planned to flatten the company and reduce the number of mid-tier managers, eventually it turned out that the company had axed thousands of engineers and technicians at its Oregon facilities. In fact, only 8% of personnel that were laid off in Oregon had the word 'manager' in their job titles, whereas all the others were various engineers or technicians in various support roles.”

https://www.tomshardware.com/pc-components/cpus/intel-has-cut-35-500-jobs-in-less-than-two-years-more-than-20-000-let-go-in-in-recent-months-as-lip-bu-tan-continues-drastic-recovery-journey

Do any of you have managers and teams based in other regions? My team is in Costa Rica, while I’m in the US and I'm struggling with feeling included by my manager. What have your cross-regional team experiences been like, particularly regarding communication and inclusion?

Anyone else notice the target audience for hiring and who gets to stay??
The Indian (India) Invasion and similar cultures.

Almost nobody, except for possibly two or three people, above store level positions at Belk is African American. Yes, you read that correctly, Belk corporate is nearly 100% white. I’m not seeing any
African Americans, Hispanic, Asian, nothing, where is the diversity?

Don't believe it. Trane runs like a train and lacks inclusivity.

I have been reflecting on my experiences with the Veterans E-O, and I must express some growing concerns about its current direction. It appears that the group has increasingly become populated and even led by individuals who are not military veterans themselves. Many of these participants prominently feature their pronouns in their profiles and communications—I think of them as "pronoun people." We all know who they are. While I respect diverse viewpoints and personal expressions, and I haven't observed any overt discussions of unrelated topics within the group, this shift seems to have transformed the E-O from a dedicated space for veterans into something more broadly "inclusive" in a way that dilutes its original purpose.

I truly wish that these affinity groups, which are marketed as supportive communities for specific employee demographics, would reconsider the extent of their inclusivity. In this case, the emphasis on welcoming everyone—regardless of direct relevance—has inadvertently created an environment that feels less focused on the unique needs and shared experiences of those who have served in the military. As a result, this over-inclusiveness has personally deterred me from engaging more actively; I find myself reluctant to attend events, contribute to discussions, or propose new ideas, as the group's composition no longer feels centered on veteran-specific matters like career transitions, mental health support, or advocacy for service-related benefits.

That said, I can't help but wonder if it's unreasonable for me to desire a more exclusive setting where I can connect solely with my fellow veteran brothers and sisters. After all, the core value of such groups lies in fostering authentic camaraderie and mutual understanding among those with firsthand military experience. Perhaps implementing measures like veteran status verification for leadership roles or core activities could help restore that balance without entirely excluding supportive allies. I'd appreciate hearing from others who might share similar sentiments or have suggestions for addressing this in a constructive manner.

I am quite surprised by the attitude many young have towards older workers.

1. They know a lot. Maybe different things than you know.
2. Ypu won’t be young forever. How do you want to be treated as you age?
   Old and young should learn from each other.

they are useless. they WFH and put their status' as "busy" while they are at the hair salon and grabbing iced coffees, posting about it on social media. or they are in another country cause it's so convenient to travel around in europe with teams installed on your phone.

no wonder all managers hate analysts and interns. they inflate our HC and do nothing impactful.

https://x.com/War4theWest/status/1878879358674510163

People outside of tech just do not get it.

It's a tsunami of Indian workers now, more then 50% of the Americans are gone.

Since H-1B is 34 years old, many who got here that way are now doing the hiring in these companies and hire Indians.

What's saddest to me is you lunatics out there who think merely mentioning the world 'Indian' makes this racist. Uh, no.

They massively abuse the system and are way overrepresented in visas - when we supposedly have country limits. They have violated the intent of our immigration system so thoroughly.

Even if we don't cut the numbers, we have to send 75% of the Indians in tech home. Even the green card holders.

Otherwise you will have an Indian run and staffed IT sector. If you are okay with that, you're insane.