reSee.it - Tweets Saved By @1939Alliance
Posted - June 20, 2024 at 11:15 PM
Saved - December 26, 2024 at 8:48 PM
@1939Alliance - 1939 Alliance
Holy SHlT. Senior Vice President of Disney just admitted on camera that Disney will only consider Jewish people for senior executive jobs such as CEO, CFO and COO. (also known as C-Suite jobs) 7:12 timestamp
@JamesOKeefeIII - James O'Keefe
BREAKING: Senior Vice President at The Walt Disney Company details discriminatory hiring practices: "Nobody else is going to tell you this, but they're not considering any white males for the job," says Michael Giordano, a Vice President of Business affairs, "there’s no way we’re hiring a white male.” Giordano reveals Disney uses "code words and buzzwords" to avoid legal action and even mentions a candidate being rejected for not looking black enough. Giordano also admits Disney gives bonuses to executives for practicing Diversity, Equity, and Inclusion (DEI), agreeing that "diversity helps with financial incentives." Giordano further claims he’s been denied promotions due to his race. Stay tuned for The Disney Tapes: Part 2... @20thTelevision @DisneyTVStudios @America1stLegal @Disney @RobertIger @DisneyStudios
Video Transcript AI Summary
Disney has faced allegations of discrimination against white males in hiring and promotions. Employees have reported that the company prioritizes diversity over qualifications, with some stating that they were explicitly told white candidates were not being considered. There are claims that management bonuses are linked to hiring non-white candidates, and that certain roles are intentionally filled by diverse candidates, regardless of their qualifications. Disney's focus on diversity, equity, and inclusion (DEI) has reportedly led to a decline in its financial performance. Critics argue that this approach undermines merit-based hiring and has contributed to the company's recent struggles. The situation raises concerns about potential legal repercussions and the overall impact of DEI policies on Disney's corporate culture and profitability.
Full Transcript
Speaker 0: Certainly, there have been times where, you know, there's no way we're on a a way out for this. It's kind of Yeah. Unspoken. There are times when it's spoken. But How
Speaker 1: would they say it?
Speaker 0: There's no way we're hiring a white male, Michelle. What they say
Speaker 1: Like straight to you or okay.
Speaker 0: They'd be very careful how they message that to the agents.
Speaker 2: According to these videotapes, Disney blatantly discriminates against whites, white men in particular.
Speaker 0: Extinct. I'm sort of like well prepared for it. I'm well, positioned for it. But as far as Disney's concerned, I'm a white male. That's not what the who they're looking to promote it.
Speaker 2: As a white guy, even Michael has his own doubts about the possibility for advancement for himself at Disney. In fact, Michael actually got to experience Disney's discrimination against white males firsthand.
Speaker 0: You know, I you know, I've been in the company for 11 years now. So I have friends in HR and I have friends in those divisions and they're like, look, Nobody else is gonna tell you this, Mike, but they're not considering any white mouse for a shot. They're just not. Like, that's not who they want.
Speaker 2: They even passed over a qualified half black person for a promotion because they didn't look black enough.
Speaker 0: We wanted to hire somebody in an apartment a few years ago now, who was half black, but didn't, like, hear half black. And, there was a creative executive who was like, we're not black. That's not that's not what's going on. Right? They wanted somebody in meetings who would hear a certain way, and he wasn't gonna gonna bring that to the media.
I mean, it it kinda feels like where
Speaker 1: academia. At
Speaker 0: some point, there's going to be a lawsuit. That's kinda how it feels just because of, you know
Speaker 2: And that is a lawyer talking. So how does Disney explain pushing these discriminatory practices? They use code words and buzz words.
Speaker 0: I'm guessing that there is a acceptable code words and buzzwords that are used to explain what they they're looking for. They might say something like, you know, look, we're not we're we're not looking at, like, the usual suspects for this job right now. So it's, like, not, like, a a legally actionable thing. Why everybody knows what it means. They, you know, they're writers and actors here all the time, like, you know, looking to hire writers and actors who bring diversity.
If I'm not looking to bring on any more clients who are away.
Speaker 2: Welcome to the Disney Tapes. My name is James O'Keefe standing here in Burbank, California outside Disney corporate headquarters. This is our first part in a series about blatant discrimination and woke policies at the Walt Disney Company. To say that the Disney Company has had a tumultuous 5 years, well, that would be an understatement. Major box office flops, a losing battle with the state of Florida, and a stock that is one of the worst performers on Wall Street.
And as you'll probably conclude from this report, as well as recent shareholder rumblings, almost all of Disney's recent failings are as a result of Bob Iger and the cast of characters here at Disney. They're trying to force woke DEI policies into every aspect of Disney's vast media empire. What used to be a highly profitable company by being the gold standard of family entertainment has taken a sharp downturn in the wake of all of its wokeness. Under CEO Bob Iger's leadership, Disney's downfall likely started with the insane hiring practices amongst its executives and creative teams. One of their top senior vice presidents claims that they not only discriminate against white men when recruiting and hiring middle management, they actually give bonuses for hiring and retaining employees that are specifically not white.
According to these videotapes, Disney blatantly discriminates against whites, white men in particular. Not a week goes by without a news headline about potential medical supply shortages, threats to our infrastructure or power grid. And you remember what they pulled during the last pandemic. Certain medications were mysteriously out of stock. No way will I ever let that happen again.
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Speaker 0: You know, we have a diversity, equity, and inclusion Yeah. Department Who's very involved in, like, setting standards to make sure that, you know, our shows have diversity.
Speaker 1: Do you think, like, Bob has a say in the diversity stuff when they're casting people? Like 100%. What is he?
Speaker 0: He he gives the director. I mean
Speaker 1: For each show? For
Speaker 0: not that specifically. But like just shooting. No. Hey. I want the I want every show that I would take substantial years.
Speaker 2: Iger even has a chief diversity officer. Now up until recently, that was Latundra Newton who played a big part in dragging Disney full bore into its losing culture war by promoting discriminatory hiring practices and introducing gay, lesbian, transgender, non binary, and other characters into Disney's children's animated series and films.
Speaker 0: It's, like, an all across thing, like, all of HR. There's, like, that one of the Oh, I know you're talking about the head of the birth. Yep. African American lady. Yeah.
So is that, like, kind of her deciding? She oversees a lot of that for sure. It but it's pretty broad, I would say. There are other people in HR who are also focused on there. I'd say a relatively large percentage of our top writer creators happen to be done.
And a lot of
Speaker 1: Just why it happens to
Speaker 0: I mean, like, just like if you get if you say whatever. I don't know. Whatever. 10 or 15% of the competition is good. I would guess that 30 to 35% of our top writers in the, you know, day.
And so I think providing leaning into trans stories more than your French slave writer would.
Speaker 2: And in an odd twist, you have to be a white Jewish guy to be considered for a c suite job. More on that next week. But now let's meet Los Angeles based Michael Giordano, a white male, and Walt Disney's senior vice president of business affairs.
Speaker 0: I do, like, business affairs, like, negotiations for hotel Oh, okay. Gotcha. Nice. That's really cool. Like, on the creative side.
You know, so a lot of it is, you know, like, knowing, like, the guild agreements, the union agreements, and everything. Like, make offers for the writers and the actors who are gonna be out working on the show and the producers and the directors and try to, like, you know, get to a place where we can be able to deal with them, help the production, meet the budget, and so much of my job is just in the the negotiating role. And then other people are doing kind of the, you know, the contracts. Uh-huh. So with that Oh, wow.
So, yeah. What's the negotiating like? I'm, like, sitting down trying to figure out, okay, you know, what what are we gonna what are we gonna pay this ad for? Pay this role? What do we think they want?
What, you know Oh, wow. Kinda strategize that. Everything from how you produce a show, how you distribute a show, how you exhibit a show, your marketing show, things like that, all of the negotiations in theory. Yeah. Most of the family related to Yeah.
Speaker 2: 1 well, actually, 2 of our brave undercover journalists and American Swiper investigative reporters met Michael on the dating app Hinge. And aside from this story, which focused on Disney's overt discrimination against white men, You'll see later on in this report, it'll be quite entertaining, Michael turns out to be quite the ladies' man.
Speaker 0: How long have you been on, like, dating out? It's not very long. 2 of them. How do you think you're going out? Not a lot.
Not a lot. Anything like war? You know what's funny? No.
Speaker 2: Let's dig right into Disney's blatant practices of discrimination. If you're wondering how Disney as a company looks at race, gender, and discrimination, and the hiring process about how they recruit and hire talent, look no further.
Speaker 0: I think there are times when it's, like, so front and center, it's, like, great because that's the focus, you know. Like, we we have we have so many shows where we're casting and we're, like, yeah, we're we're not even gonna see, you know, certain people for it because we need that to to the role too.
Speaker 1: Yeah. So So is it is it intentional that they want, like, they're they only look for diverse candidates for certain roles? Yeah.
Speaker 0: I think there's certainly a belief that it's just good for society and big but there's also a belief that, like, we're gonna make more money if we appeal to a variety of variety of people, and it's a good thing. We have shareholders too, you know. And and so diversity helps with that. Diversity helps with financial incentive. Okay.
Speaker 1: So is it, like do you think it's more so on that side that you're using, like, any good prices that's put to use?
Speaker 0: Or with regards to. I think it gives them a little regards, but I think that there are, like, even On the conservative people who may not lean into it can easily make the argument that, like, we make more money when we have deal with a wider variety of people, and that means diversity. Yeah. There's a real focus on every show. And I'm sure the movies too, that I don't deal with that side of it.
So You know, just making sure that the writer's room has a real, you know, diversity. Not just, you know, not just gender or sexual orientation, anything, but, you know, making sure that they're hiring some writers who they have certain disabilities, but they wouldn't have been hiring them. Oh. Or, you know, since there's kind of a really there's a really broad look whenever we're doing that to make sure Yeah. Whatever it is.
Yeah.
Speaker 2: So they talk a big game about DEI, but do they actually do it? Apparently so, they even passed over a qualified half black person for a promotion because they didn't look black enough.
Speaker 0: We have We had a situation where we wanted to hire somebody in an apartment a few years ago now, now, who was half black, but didn't, like, hear half black. And, there was a creative the Right.
Speaker 1: They wanted the full
Speaker 0: They wanted somebody in meetings who would appear a certain way, and he wasn't gonna gonna bring that to the meeting.
Speaker 1: And so this is, like, on the
Speaker 0: Just on the corporate side. Like, the business side. I've never understood that. That. Is it like because I know a lot like, I have, like, a lot of pop flat friends, like, are not as dark as, like, you know.
Because do they care about that? Or it's, like, the at the city, actually? They say they don't care about it, but the truth is, to some extent, they do. So if you're mixed Yeah. Right, you don't slack at all, which sometimes happens Yeah.
Then they're like, oh, I'm not so sure. But if you're mixed and you you can tell they're somebody's part black, but they're not, like, that black, So okay. No. That was so yeah. Crazy.
Speaker 2: But, apparently, Meghan Markle is black enough? You can't make this up.
Speaker 0: So you would like Meghan Markle who's pretty white.
Speaker 1: Right. Yeah. Would she
Speaker 0: be better She would still be yeah. Converge or or
Speaker 2: As a white guy, even Michael has his own doubts about the possibility for advancement for himself at Disney saying, quote, as far as Disney is concerned, I'm a white male.
Speaker 0: All that. Now I'm, like, a half step below of the department head. I have a team under me, but I don't oversee all the department. And I'd like to oversee the whole department, whether that's existing or have a domain. So Okay.
Speaker 1: Do you think that you'll have opportunity at Disney?
Speaker 0: I'm not sure, to be honest with you. I think I'm sort of, like, well prepared for it. I'm well positioned for it. But as far as Disney's concerned, I'm a white male. That's not what the who they're looking at promoting them.
Speaker 2: In fact, Michael actually got to experience Disney's discrimination against white males firsthand.
Speaker 1: So Oh, do you think that
Speaker 0: has a lot to do with it? I don't have a lot, but it has something to do with it. Really? Yeah. What do you think the competition is?
Oh, I mean, I've been a lot of stuff for jobs internally against people who have less experience than they and, and, you know, what happened.
Speaker 1: Okay. And they were given to somebody else?
Speaker 0: Do you
Speaker 1: think it had something to do with their
Speaker 0: In 1 or 2 cases, you know, I was told very explicitly that it did. Yeah. Explicitly how? What what did they tell you? I mean, I you know, I've been in the company for 11 years now.
So I have friends in HR, and I have friends in those divisions, and they're like, look. Nobody else is gonna tell you this, Mike. It's like, they're not considering any white mouse for a shot. They're just not. Like, that's not what they want.
Speaker 1: And so it's probably fair that Disney would say, we don't want a white person to play this role.
Speaker 0: Yeah. I mean, I think they're very careful about what they're very careful about messaging because they don't wanna get to a discrimination in either direction. But certainly, there have been times where, you know, they just there's no way we're hiding a way out. It's kind of Yeah. Unspoken.
There are times when it's spoken. But How
Speaker 1: would they say it?
Speaker 0: There's no way we're hiring a white house. Which one would we care? What they say
Speaker 1: Like straight to you or okay.
Speaker 0: They'd be very careful how they message that to agents.
Speaker 1: In, like, email or whatever.
Speaker 2: After getting a dose of Disney's discrimination himself, it seems like Michael may have been hit with a reality check that discrimination against people based upon race is probably not cool.
Speaker 0: I mean, it kinda feels like where at some point there's going to be a lawsuit. That's kinda how it feels just because of, you know
Speaker 2: And that is a lawyer talking. Now could it get worse? It actually does. Not only does Disney discriminate against white men, it gives management bonuses to hire DEI candidates over white men, totally disregarding their level of qualification as long as they're not white. You heard me correctly.
A part of some executives' compensation package is based on hiring and retaining black hires. We saw this in the case of IBM. America First Legal has launched a lawsuit. Many people coming out of the woodwork from IBM, from these Fortune 500 companies, all saying they've experienced this. We are certain to hear from people inside Disney who've made these claims.
Many people here in Los Angeles, here in Hollywood, very afraid of Disney, very afraid of retaliation against their creative productions or movies or films or jobs for speaking about this truth. But if you have been a victim of discrimination, please reach out to OMG or Citizen Journalism Foundation, and we will try to get you representation to get your rights back. I've had it with all my personal and private information being exposed and exploited by big tech and big government. So I'm joining my friend, Eric Prince, and I'm switching to my new unplugged phone. Protect your privacy.
Get your very own unplugged phone. Go to unplugged.com slash omg. That's unplugged.com/omg. Take your privacy back. Unplugged.com/om
Speaker 0: g. I mean, HR keeps in a huge spreadsheet. Yeah. From what kind of spreadsheet? Oh, yeah.
I haven't I haven't seen it exactly, but I mean, literally, like, you know, they have stats. 17% of our executives at this level identify as x y z. 40% of our executives at this level identify as to their their goals that they're trying to they they want a certain percentage of the verse of the year, which is a certain percentage of the worst.
Speaker 1: But are these, like, these are open rules? Because you're saying they can't say it in such specific terms. So are they open goals?
Speaker 0: They are open goals that are senior enough likely to be honest.
Speaker 2: So how does Disney explain pushing these discriminatory practices to the people that they work with? Well, according to Michael Giordano, it seems like it's a sensitive issue, and they use code words and buzzwords.
Speaker 0: I'm guessing that there is a acceptable code words and buzzwords that are used to swallow your looking that they're looking at your pocket. They might say something like, you know, look, we're not we're we're not looking at, like, the usual suspects for this job. You know? So it's, like, not, like, a legally actionable thing. Why everybody knows what it means.
Speaker 2: According to Michael, even Disney's human resources agencies are on board with these practices. Hi, guys. Do you know what the code words are for the discriminatory hiring practices? Do you work in HR? No?
You familiar with the buzzwords? They don't know what I'm talking about now, but they will soon.
Speaker 0: They, you know, they're writers and actors. We're here all the time. Like wants to recruit You know, I'm looking to hire writers and actors who bring diversity. And I'm not looking to bring on any more clients who are, like, you know, so there's definitely that that focus.
Speaker 2: Disney even has an internal organization such as 20th Action Group whose sole purpose is to promote discriminatory DEI hiring practices and to push bizarre characters and storylines on children. The question is, can the people just come to work, make their cartoons, and do the discrimination elsewhere, but, apparently not on CEO Bob Iger's watch. So how is prioritizing these DEI practices over hiring merit based talent worked out for Disney shareholders, you might ask. Over the past 5 years, the S and P index is up over 88%, and Disney is down almost 30%, making that once golden brand one of Wall Street's biggest disappointments. Yes.
The disaster that Disney has become is probably the most glaring example of what happens when you prioritize DEI over talent content creators and executives who truly know how to build value. So will Disney turn it all around and hire or promote based upon merit? We shall see. This is just part 1. We got another tape coming out next week.
This is a multiple part series. I spoke with Michael Giordano. You'll see that soon.
Speaker 1: Are you gonna see me?
Speaker 0: We are? You have nothing to say? I haven't I don't see you. What I order. Do you work for do you work for Disney?
I'm not gonna Is this you right here?
Speaker 2: And, hopefully, we had a comment from the CEO Bob Iger reporting from Burbank, California outside the Walt Disney Company. This is James O'Keefe with OMG.