reSee.it - Tweets Saved By @JTLonsdale
Posted - November 24, 2024 at 10:11 PM
Saved - November 25, 2024 at 1:51 PM
@JTLonsdale - Joe Lonsdale
1/ States and cities are hiding trillions in debt through accounting tricks that would land private sector CEOs in jail. Time to expose the scandal. To stop crony leaders from hiding massive debts, the incoming administration might fix our misguided govt accounting standards.
Posted - December 12, 2023 at 2:16 AM
Saved - December 12, 2023 at 2:59 AM
@JTLonsdale - Joe Lonsdale
Smoking gun? These companies deserve to be sued and tarred. This is illegal racism. No surprise the loser CEO’s trying to cancel @X are hypocritical lefty racists.
@JamesOKeefeIII - James O'Keefe
BREAKING LEAKED VIDEO: CEO of IBM @ArvindKrishna admits to using coercion to fire people and take away their bonuses unless they discriminate in the hiring process. “You got to move both forward by a percentage that leads to a plus on your bonus," Krishna said about hiring Hispanics, "and by the way if you lose, you lose part of your bonus.” After pulling ads from X for 'racism,' IBM chief Arvind Krishna says he will fire, demote or strip bonuses from execs who don't hire enough blacks, Hispanics — or hire too many Asians "Asians are not an underrepresented minority in tech in America...I’m not going to finess this, for blacks we should try to get towards 13 percent," says Krishna. Paul Cormier, the chairman of Red Hat, a subsidiary of IBM, says in the leaked recording that Red Hat has terminated people because they weren't willing to engage in racial discrimination through hiring and promotion. Title VII of the Civil Rights Act makes it illegal for employers to discriminate on the basis of race in the workplace. #IBMLeaks
Video Transcript AI Summary
IBM CEO Arvind Krishna is seen in an internal video pressuring employees to discriminate in the hiring process or face termination and loss of bonuses. The video, leaked by an insider, shows Krishna discussing racial quotas and the need to increase diversity. He specifically mentions underrepresented minorities and gender diversity, but states that Asians are not underrepresented in the tech industry. The CEO of Red Hat, a software company owned by IBM, also mentions holding executives accountable for diversity goals. The video has sparked controversy, with several state attorney generals warning against the use of racial discrimination in hiring. Elon Musk has also criticized diversity, equity, and inclusion (DEI) programs.
Full Transcript
Speaker 0: We take underrepresented and gender. You got to move both forward by a percentage that leads to a plus on your bonus. By the way, if
Speaker 1: you lose, you lose part of
Speaker 0: your bonus. I'm not trying to finesse this. So for blacks, we should try to get towards 13. Something percent. On Hispanics, you gotta get into the mid teens.
Let me say it. Asians in the US are not an underrepresented minority in a tech company.
Speaker 2: James O'Keefe here outside The IBM's corporate headquarters in Armonk, New York, an IBM insider has provided us with an internal video showing the CEO of IBM, Arvind Krishna using coercion to fire people and take away their bonuses unless they discriminate in the hiring process.
Speaker 3: Let me go deeper into Red Hat. Multiple leaders over the last year plus that were held accountable to the point that they're no longer here at Red Hat because they weren't willing to live up to the standards that we set in this space. This conversation takes place every single day, and in a lot of it's behind the scenes.
Speaker 2: They terminated executives that didn't discriminate yet another violation of title 7. One of the biggest companies in the world, one of the most valuable and recognizable brands on Earth. IBM Insider Has provided us with an internal video showing the CEO of IBM, Arvind Krishna, using coercion to fire people And take away their bonuses unless they discriminate in the hiring process, which appears to be a violation Of title 7, this comes on the heels of IBM pulling advertising from Elon Musk's ex with IBM saying they have zero tolerance For discrimination, quote, IBM has zero tolerance for discrimination, and we've immediately suspended all advertising on x while we investigate.
Speaker 3: So so let me let me add a couple of things with a Red Hat flavor on it. I think Arvind laid that out pretty well, but let me go deeper into Red Hat. As Arvind Very much pointed out and I very much understand, I am accountable, I hold myself accountable, he holds me accountable, as does the board for all of IBM. But I hope we also hold the leadership at Red Hat accountable for that. I mean, I'll be very candid.
Without an exception for for privacy, I could name multiple leaders over the last year plus that were held accountable to the point that they're no longer here at Red Hat because they weren't willing to live up to the standards that we set in this space. And so as I said, I I'm accountable to Arvind on this as well as to IBM. For example, one of the changes I made, I named the DNI lead, person in Margaret reporting directly to me in the CLT. We have Margaret sits on the CLT as the DNI functions and this is this is worked on every single one of our meetings, it takes this conversation takes place every single day And a lot of it's behind the scenes, but let me show you this is happening. We're never gonna cross the DEI off our list of priorities.
This is an ongoing thing.
Speaker 2: That was Paul Kurnier, CEO of Red Hat, which is a software company owned by IBM, saying that they terminated executives that didn't discriminate yet another violation of
Speaker 0: so we take underrepresented and gender, you got to move both forward by a percentage that leads to a plus on your bonus. By the
Speaker 1: way, if you lose, you lose part of
Speaker 0: your bonus. Paul's head to the same standards. Paul and I have been working together to say, okay, how do we apply those deeper into the organization?
Speaker 2: That was the head of IBM saying he's gonna reduce the bonus if you don't hit your racial quotas. Arvind Krishna is using Racial considerations in making the work environments diverse and doing so coercively by placing burdens on employees to do so, the removal of bonus or termination, that's also a violation of Title 7.
Speaker 0: I'm very clear about this. I expect at the executive level so that is not just my directs, but all executives in the company have to move forward by 1% on both under represented minorities. Let me say it, Asians in the US are not an underrepresented minority in a tech company. However, others are. Ditto on gender diversity.
Speaker 2: Now at least 13 State attorney generals have put companies on notice that they should not be using racial discrimination in the hiring process. These Attorney generals include Kansas, Tennessee, Alabama, Arkansas, Indiana, Nebraska, Iowa, South Carolina, Kentucky, West Virginia, Mississippi, Missouri, Montana, Paul Cronier did not disclose the names of his employees that were terminated, but we at OMG welcome you if you have been fired To reach out to us on our tip line, contact us on our website or on signal. We'd like to speak to you. Title 7 of the Civil Rights Act of 1960 Before states, it shall be unlawful employment practice for an employer to fail or refuse to hire or discharge any individual or otherwise to any individual with respect to his compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or National origin. In terms of national origin of the Civil Rights Act, the CEO of IBM, Arvind Krishna, also specifically targeting Asians in this private leak recording
Speaker 0: Let me say it. Asians in the US are not an underrepresented minority in a tech company.
Speaker 2: This recording comes in the Context of DEI, diversity, equity, inclusion, Alison Showalter is on this private leaked Video inside IBM talking about DEI.
Speaker 4: Our last question, is about diversity, equity, and inclusion. IBM highlights their progress in promoting and recruiting underrepresented minorities in represented minorities in executive roles and holding executives accountable for DNI goals. At Red Hat, executive representation is dismal, and there is no accountability for DEI work.
Speaker 2: Elon Musk has just come out against DEI and quotas last week. We've reached out to Elon Musk for comment, Alison for comment, Krishna for comment, and Paul for comment. Hey there. This is James O'Keefe, with, OMG News looking to talk to the CEO of IBM.
Speaker 1: Do you have an appointment?
Speaker 2: I do not.
Speaker 1: Does anybody know that you're coming?
Speaker 2: Possibly. Possibly. Depends upon how much I'm surveilled, which The likelihood of that is quite high. But is there a possibility we could speak with Krishna today?
Speaker 1: You would have to make an appointment before that.
Speaker 2: Elon Musk joining the cause to abolish DEI consistently critical of programs like this. IBM canceling their advertising on a list of companies that includes Disney. Now some more context here. This video is from 2021, but we just obtained it last week from an insider, A whistleblower inside IBM. IBM, one of the biggest companies in the world here in Westchester, New York at their corporate headquarters Just outside New York City, one of the most valuable and recognizable brands on earth.
IBM is one of the 30 companies indexed in the Dow Jones, One of the main indicators of the health of US and global stock markets. This is James O'Keefe in Westchester County, New York reporting for OMG News.
Speaker 4: Our last question, is about diversity, equity, and inclusion. IBM highlights their progress in promoting and recruiting underrepresented minorities in executive roles and holding executives accountable for DNI gold. At Red Hat, executive representation is dismal and there is no accountability for DEI work. Why do you not hold Paul to the same standards for diverse staffing and leadership as IBM does.
Speaker 0: Oh, I hold Paul actually to the exact same standards. Let me begin with that. The rest of you may not realize this, but Paul is part of my direct executive pool, right, not just part of Red Hat. Consequently, I'm very clear about this. I respect at the executive level, so that is not just my directs, but all executives in the company have to move forward by 1% on both underrepresented minorities, let me say it, Asians in the US are not an underrepresented minority in a tech company.
However, others are, ditto on gender diversity. So we take underrepresented and gender. You got to move both forward by a percentage that leads to a plus on your bonus.
Speaker 1: By the way, if you lose, you lose part of
Speaker 0: your bonus. Paul's head to the same standards. Paul and I have been working together to say, okay, how do we apply those deeper into the organization? By the way, just to make people give you one statistic, this is not executives. When I looked at our entire recruiting for the 1st now 6 months 14 days of the year, IBM recruits in the tens of thousands, 41%, 40 point something, so I'll round up to 41% our gender diverse, meaning women, which I think is our high watermark, but in all of them, we want to get to the representational demographics of the underlying populations, I'm not trying to finesse this.
So for blacks, we should try to get towards 13. Something percent, on Hispanics, you got to get into the mid teens. On gender, okay, we are somewhere in the mid 30s, I think, for all of IBM. But I think if I notice right, the representational is 50. Maybe Harrison can correct me.
I think it's actually by biology, you can go and debate this. I think it's actually slightly over 50. I think it's 50.1 or something. And so we should try to aspire and that's why I say, let's improve 1 point a year. I don't like to set a target for a small group, but for the executive population, I want to say, hey, you got to improve by a percent a year.
If we improve by that, then in a few years, we'll actually get to where we want to get to. And that, by the way, includes Paul. So you said the question as a Paul is not included. Paul is very much included in that.
Speaker 3: So let me add a couple of things with a Red Hat flavor on it, I think Arvind laid that out pretty well, but let me go deeper into Red Hat. The assertion there is no accountability around DNI efforts at Red Hat is really not the full picture. As Arvind very much pointed out and I very much understand, I am accountable, I hold myself accountable, he holds me accountable, As does the board for all of IBM. But I hope we also hold the leadership at Red Hat accountable for that. I mean, I'll be very candid.
Without an exception for privacy, I could name multiple leaders over the last year plus that were held accountable to the point that they're no longer here at Red Hat, because they weren't willing to live up to the standards that we set in this space. And so as I said, I'm accountable to Arvind on this as well as to IBM. We've been transparent with a lot of the work that we've done in being in the space and progress is being made. For example, one of the changes I made, I named the DNI lead, person in Margaret reporting directly to me in the CLT. We have Margaret sits on the CLT as the DNI functions and this is worked on every single one of our meetings, it takes this conversation takes place every single day And a lot of it's behind the scenes, but let me show you this is happening.
All of our leaders here are committed to change and improving Red Hat's environment to be more inclusive and diverse. We're working on determining those metrics for success and how we want to measure our because
Speaker 2: we've
Speaker 3: because we put more focus on it with Margaret as well as as others. We're going to hold. We are and continue to hold and going to hold even more our executives accountable for all of this and they will have metrics around this. And so I think it's important that we understand this. What you might not see behind the scenes does not make, you know, does not ensure that it's not happening with, and those goals will be out soon.
In addition to the goals we're working on, the DEI team with the people's analytics team is establishing forge dashboards that we'll all be able to share with the entire company, which we can review at an open forum. We will review at an open, form of mine. Our goal is to do what's best for Red Hat and Red Hatters, but it takes time to implement and we need to continue to have the hard conversations and do the hard work that it takes to move forward. We're never going to cross the DEI off our list of priorities. This is an ongoing thing.
But if you have feedback or ideas on how we can better it, please let Margaret and her team know. This is work that we all have to do together and I assure you that we are working this at all levels of Red Hat.