reSee.it - Related Post Feed
@jonesville - Jason Jones
Disney has a man in a dress working in the dress store for little girls at Disneyland. This is who Disney wants girls to see when they first walk in to pick out a dress.
Video Transcript AI Summary
I'm Nick from Paragon, your personal shopper. I'll guide you and help you choose everything you need today.
Full Transcript
Speaker 0: So my name is Nick. I'm with a paragon. I'm a princesses. I'm here to shop you around and make all your selections for the day.
@MegEBrock - Meg Brock
“It’s good for queer kids to have representation but it’s also really vital for non queer kids to see it as normal. And we’re out there. See what the possibilities are.” Kathleen Breitenbach, co-author of LGBTQIA+ Books for Children and Teens. https://dailycaller.com/2023/10/01/ala-bill-book-bans-explicit/
Video Transcript AI Summary
Even if you don't think you have queer kids in your library, you definitely do. It's important for both queer and non-queer kids to have representation. Knowing that queer identities are normal and exist helps everyone. Without books, kids won't know what to search for online to understand themselves, making things more difficult for everyone. Information is crucial.
Full Transcript
Speaker 0: And even if you don't think you have queer kids in your library, you do. Yes. You definitely do. And it's good for queer kids to have representation. That's also really vital for non queer kids to the speed is normal, and we're out there.
See what the possibilities are. I know my co babe has I was genderqueer, like, you know, if you take away the books, the kids don't know what to Google to find out, you know, about themselves, and it just makes everything harder for everybody. So information is Great.
American Library Association Helped Draft Bill Cracking Down On Bans Of Sexually Explicit Books
The former president of the American Library Association (ALA) said the organization helped “develop” legislation intended to combat attempts to remove sexually explicit books from school libraries, according to documents obtained by the Daily Caller News Foundation. The Right To Read Act, reintroduced by Democratic Rhode Island Sen. Jack Reed and Democratic Arizona Rep. Raúl […]
dailycaller.com
reSee.it AI Summary
In a new South Park episode, Disney movies are criticized as "sucking now," with Lucasfilm president Kathleen Kennedy being blamed. Titled "Joining the Panderverse," the episode replaces main characters with minority women, mocking the woke film industry. Kennedy, who oversaw the Star Wars films, is specifically targeted.
@CollinRugg - Collin Rugg
JUST IN: New South Park episode blasts Disney and says all their movies “suck now” and specifically blames Lucasfilm president Kathleen Kennedy. Remarkable. “Joining the Panderverse” drops today and all of the main characters have been replaced by minority women, an obvious mockery of the woke film industry. Cartman specifically blames Kathleen Kennedy for “why the Disney movies all suck now.” Kennedy was responsible for overseeing the Star Wars films.
Video Transcript AI Summary
The speaker expresses frustration over the replacement of characters with more diverse ones, blaming Kathleen Kennedy for the decision. They criticize Kennedy for making the movies more "lame" and causing Disney's stock to decline. The speaker then mentions Bob Iger showing them a piece of ancient artificial intelligence called the panda stone, which was used to make movies appealing to everyone. However, the speaker faced backlash from racists who disliked the diverse characters. They decided to fight bigotry by making movies but relied too heavily on the panda stone, which eventually became unstable and opened a portal to another universe. The speaker concludes that this explains why Disney movies are perceived as bad.
Full Transcript
Speaker 0: Why are they replacing every single character with someone who is diverse? But then Kitty's like, it's not our fault. It's because of Kathy Kennedy. But then Kathy Kennedy's just like, fuck it, make it more than. And everyone in town is like, no.
Please, Kathleen Kennedy, stop ruining everything. But Kathleen Kennedy is all like, put another kid's outburst woman in it. Make it more fucking lame. And in and the Disney stock just keeps going down and down and down. And then Bob Barker is all like, no.
What's going on with my socks? No, Kathy, kids.
Speaker 1: I saw the panda stone for the first time a few years ago. Bob Iger took us to the Disney archives and showed us an ancient piece of in Artificial intelligence that could be used to make the same movies over and over again while appealing to absolutely everyone. In The panderstone worked great for a while, but then came the hate mail. Ugly letters from racists who couldn't stand that some of the panderstone's rehashes in had diverse women characters in the lead. I decided I would show them.
I would start making movies to fight all the bigotry in our society. But instead of doing any real work, I turned to the panda stone. It made things so much easier. In Soon, I was using the panda stone over and over again to try and fight all the ugly feedback, which in turn was growing stronger and stronger. In But I was fighting with the wrong tool.
I used the panda stone to the point that it became unstable. It opened a portal to multiple universes Something came through. At first, we fought. I tried to send it back to its universe, but it got the upper hand. It was able instead to send me to this universe, out of its way so it could thrive in ours.
Speaker 0: In that's actually the best explanation I've heard as to why Disney movies all suck
@TheGeneral_0 - General™️👀🇺🇸🦅
South Park nails it yet again. They explain why @Disney went woke.https://t.co/CAFHawyn37
Video Transcript AI Summary
The speaker expresses frustration about the replacement of characters with more diverse ones, blaming Kathleen Kennedy for the decision. They criticize Kennedy for making the movies more "lame" and causing Disney's stock to decline. The speaker then mentions Bob Iger showing them a piece of ancient artificial intelligence called the panda stone, which allowed for the creation of movies that appealed to everyone. However, the speaker faced backlash from racists who disliked the inclusion of diverse women characters. Instead of addressing the issue directly, the speaker relied on the panda stone, which eventually became unstable and opened a portal to another universe. The speaker concludes by saying this is the best explanation for why Disney movies are perceived as bad.
Full Transcript
Speaker 0: Why are they replacing every single character with someone who is diverse? But then Kitty's like, it's not our fault. It's because of Kathy Kennedy. But then Kathy Kennedy's just like, fuck it, make it more than. And everyone in town is like, no.
Please, Kathleen Kennedy, stop ruining everything. But Kathleen Kennedy is all like, put another kid's outburst woman in it. Make it more fucking lame. And in and the Disney stock just keeps going down and down and down. And then Bob Barker is all like, no.
What's going on with my socks? No, Kathy, kids.
Speaker 1: I saw the panda stone for the first time a few years ago. Bob Iger took us to the Disney archives and showed us an ancient piece of in Artificial intelligence that could be used to make the same movies over and over again while appealing to absolutely everyone. In The panderstone worked great for a while, but then came the hate mail. Ugly letters from racists who couldn't stand that some of the panderstone's rehashes in had diverse women characters in the lead. I decided I would show them.
I would start making movies to fight all the bigotry in our society. But instead of doing any real work, I turned to the panda stone. It made things so much easier. In Soon, I was using the panda stone over and over again to try and fight all the ugly feedback, which in turn was growing stronger and stronger. In But I was fighting with the wrong tool.
I used the panda stone to the point that it became unstable. It opened a portal to multiple universes Something came through. At first, we fought. I tried to send it back to its universe, but it got the upper hand. It was able instead to send me to this universe, out of its way so it could thrive in ours.
Speaker 0: In that's actually the best explanation I've heard as to why Disney movies all suck
@Lucas_Gage_ - Lucas Gage
Some believe Jews at Disney use their platform to push LGBTQIA propaganda onto non-Jewish children. #JewHatred. https://t.co/obSqaahrzQ
@GuntherEagleman - Gunther Eagleman™
Stop taking your kids to @Disney locations… They are infested with pedophile employees. Sick fcks https://t.co/fSHOFQOFGf
Video Transcript AI Summary
Paul Vow, a 40-year-old man from Davenport, recently moved to Polk County to work at Disney World. However, he has been arrested for possessing child pornography and engaging in sadistic acts with children. Disturbing photographs and videos were found, including a child with their hands tied behind their back and a 3 to 6-month-old being sexually abused by an adult male. Paul's wife is shocked and wonders if she married a monster. The extent of his crimes is horrifying, and it is clear that he is a dangerous individual.
Full Transcript
Speaker 0: And then there's Paul Vow. He's 40 from Davenport. He's married. He works at Disney World at Cosmic Ray's restaurant. In fact, he just recently moved to Polk County from Indiana and he moved here specifically to work at Disney World.
Back in the day, they arrested Willie Sutton for robbing banks. He was a notorious bank robber and they asked Willie Sutton. Hey, Willie. Why do you rob banks? And he said, well, that's where the money is.
Well, why do people like Paul Will Work at Disney because that's where the children are, and they want to be around children. He had 5 40 counts of child pornography from newborns to 8 years of age. He also had videos. And he's he was a savior masochist. There was photographs where they had hide up babies in preparation for sexual battery.
There was one where a child was just weeks Oll where they had the child's hands tied behind her back. Can you believe that? A very young child with their hands Tide behind her back. These videos of a 3 to 6 month old being sexually battered by an adult male. His wife asked, she's only been married to him for a year, Did I marry a monster?
Yes, you did. You married a monster. By the way, when we kicked the door and he came to the door nude. Think about this for a minute. Photographs of children bound up, some with their hands tied behind
@unhealthytruth - Erin Elizabeth Health Nut News 🙌
Yet more pedophiles working at Disney. Is this where you want to take your kids? Hint. It gets even worse at Walmart, which is why I’ve only shopped there a couple of times since I was a child. I recommend boycotting both. https://t.co/yPUsIWJXgq
Video Transcript AI Summary
Paul Vow, a 40-year-old man from Davenport, recently moved to Polk County to work at Disney World. However, he has been arrested for possessing child pornography and engaging in sadistic acts with children. Disturbing photographs and videos were found, including a child with their hands tied behind their back and a 3 to 6-month-old being sexually abused by an adult male. Paul's wife is shocked and wonders if she married a monster. The extent of his crimes is horrifying, and it is clear that he is a dangerous individual.
Full Transcript
Speaker 0: And then there's Paul Vow. He's 40 from Davenport. He's married. He works at Disney World at Cosmic Ray's restaurant. In fact, he just recently moved to Polk County from Indiana and he moved here specifically to work at Disney World.
Back in the day, they arrested Willie Sutton for robbing banks. He was a notorious bank robber and they asked Willie Sutton. Hey, Willie. Why do you rob banks? And he said, well, that's where the money is.
Well, why do people like Paul Will Work at Disney because that's where the children are, and they want to be around children. He had 5 40 counts of child pornography from newborns to 8 years of age. He also had videos. And he's he was a savior masochist. There was photographs where they had hide up babies in preparation for sexual battery.
There was one where a child was just weeks Oll where they had the child's hands tied behind her back. Can you believe that? A very young child with their hands Tide behind her back. These videos of a 3 to 6 month old being sexually battered by an adult male. His wife asked, she's only been married to him for a year, Did I marry a monster?
Yes, you did. You married a monster. By the way, when we kicked the door and he came to the door nude. Think about this for a minute. Photographs of children bound up, some with their hands tied behind
@keith_dorschner - Keith Dorschner
@WholeMarsBlog I’ve been trying to get attention on this issue for days. I’ll try again. Disney has no trouble with “prurient interest in chuldren”. https://t.co/gK6dqU4GTp
@elonmusk - Elon Musk
An anonymous source just sent me this from Disney. It is mandatory, institutionalized racism and sexism! https://t.co/npMy8YfA1j
reSee.it AI Summary
Senior VP at Disney reveals discriminatory hiring practices, stating that white males are not being considered for jobs. He mentions the use of code words to avoid legal action and bonuses for practicing diversity. Giordano also claims he has been denied promotions due to his race. Elon Musk responds with surprise and disapproval. Giordano removes his LinkedIn page after being caught discussing the issue. Stay tuned for more updates.
@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 is accused of discriminating against white men in their hiring practices, according to undercover footage obtained by Project Veritas. The footage features Michael Giordano, a senior vice president at Disney, discussing how the company prioritizes diversity and inclusion. He admits that there have been instances where white males were not considered for certain roles and that there may be a lawsuit in the future. Giordano also reveals that Disney uses code words and buzzwords to justify their discriminatory practices. The video suggests that Disney's focus on diversity has negatively impacted their financial performance. This is part one of a series investigating discrimination and woke policies at Disney.
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.
In today's unpredictable world, it's all about being prepared for who knows what they have in store for the next pandemic. Our friends and supporters at the Wellness Company have designed this unique prescription based medical emergency kit that is packed with 8 potentially life saving prescription only medications, including z Pak and ivermectin, which I used myself while out on the road and starting to feel a bit under the weather. Health is everything, and this is a great opportunity to order a wellness company medical emergency kit. The wellness company medical emergency kit stands ready to treat over 30 common ailments, ensuring you'll have access to vital medications when you need them most. And now, save $45 per kit when you order using the code o m g.
Get ready to write this down. Get your wellness company medical emergency kit@twc.help/omg. That's t w c dot help/omg. That's twc.help/omg. And save $45 per kit today when you use code o m g.
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.
@JamesOKeefeIII - James O'Keefe
SUPPORT OUR MISSION: Shop limited-release OMG and Disney Tapes merch! Premium quality tees, caps, and hoodies proudly Made in USA. okeefestore.com/bio https://t.co/jWnaFV5q3u
@JamesOKeefeIII - James O'Keefe
JUST IN: @Disney Senior VP, Michael Giordano, removes his LinkedIn page after being caught by O'Keefe Media Group discussing how Disney practices discriminatory hiring processes. https://t.co/pwEiUTvamZ
@JamesOKeefeIII - James O'Keefe
BREAKING: @elonmusk responds, "Wow," & "This is messed up," to our first release of The Disney Tapes after Senior VP at Walt Disney, Michael Giordano explains @Disney's discriminatory hiring practices. https://t.co/KgO2AU3E1c
@EndWokeness - End Wokeness
Senior Vice President at Disney: "There's no way we're hiring a white male" Stop funding companies that hate you. #BoycottDisney. Pass it on. https://t.co/mx3GkzdzlL
Video Transcript AI Summary
Disney is accused of discriminating against white men in their hiring practices, according to an undercover video investigation. The video features Michael Giordano, a senior vice president at Disney, discussing the company's focus on diversity and inclusion. He reveals that there have been instances where white candidates were not considered for certain roles, and even a qualified half-black candidate was passed over because they didn't appear "black enough." Giordano expresses doubts about his own advancement opportunities as a white male at Disney. The video also suggests that Disney uses code words and buzzwords to justify their discriminatory practices. The investigation raises concerns about Disney's prioritization of diversity over talent and the negative impact it may have on the company's performance.
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.
In today's unpredictable world, it's all about being prepared for who knows what they have in store for the next pandemic. Our friends and supporters at the Wellness Company have designed this unique prescription based medical emergency kit that is packed with 8 potentially life saving prescription only medications, including z Pak and ivermectin, which I used myself while out on the road and starting to feel a bit under the weather. Health is everything, and this is a great opportunity to order a wellness company medical emergency kit. The wellness company medical emergency kit stands ready to treat over 30 common ailments, ensuring you'll have access to vital medications when you need them most. And now, save $45 per kit when you order using the code o m g.
Get ready to write this down. Get your wellness company medical emergency kit@twc.help/omg. That's t w c dot help/omg. That's twc.help/omg. And save $45 per kit today when you use code o m g.
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.
@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
reSee.it AI Summary
Walt Disney Television's Director of Production/Finance, Sohrab "Dave" Makker, confirms discriminatory hiring practices at Disney, favoring white and Jewish candidates for C-Suite roles. Makker also reveals that Disney prioritizes forced diversity in LGBTQ stories for children, which has led to some shows flopping. He criticizes Disney CEO Bob Iger and agrees with Elon Musk's call for Iger's firing. In response to the release of "The Disney Tapes: Part 2," DisneyTVStudios blocks James O'Keefe and O'KeefeMedia on Instagram.
@JamesOKeefeIII - James O'Keefe
BREAKING: Walt Disney Television's Director of Production/Finance, Sohrab "Dave" Makker reveals Disney won't hire anyone "who's not white or not Jewish" for C-Suite roles, confirming discriminatory hiring practices detailed in OMG's 'The Disney Tapes: Part 1.' Makker, who tracks diversity in annual reports, reveals that the reports “tell us the diverse cast of members that are in there,” and that he has witnessed “the number count go up.” Makker says Disney prioritizes LGBTQ stories for children, stating, “We insert diversity when it's not really organic to the story,” admitting shows have “flopped” because “the audience didn't connect” to forced diversity. He calls Disney CEO Bob Iger “corrupt,” saying, “He just wants to stay in power.” He proceeds to criticize Elon Musk, calling him a “narcissist” driven by attention, yet agrees with Musk’s call for Iger’s firing. Stay tuned for ‘The Disney Tapes: Part 3’... @20thTelevision @DisneyTVStudios @America1stLegal @Disney @RobertIger @DisneyStudios @elonmusk @davesohrab
Video Transcript AI Summary
The video discusses allegations of discriminatory hiring practices at Disney, particularly against white men. The speakers claim that it is difficult for non-white, non-Jewish individuals to reach top positions in the company. They also mention instances where diversity and inclusion efforts were forced into programming, resulting in inauthentic portrayals. The video suggests that Disney CEO Bob Iger may be corrupt and criticizes his focus on diversity rather than financial performance. The speakers express concern about the future of Disney under Iger's leadership. The video concludes by inviting viewers to share their thoughts and promising future releases on the topic.
Full Transcript
Speaker 0: Do you
Speaker 1: think that they wouldn't hire a C suite Yeah. Who's not white or not Jewish?
Speaker 2: I think I didn't even know. Not It's also quite glossy in class. I feel like it's not there's a glossy in it. It's not quite, like, in brief there. You're
Speaker 3: Unless you are a white Jewish man, well, you're likely never going
Speaker 4: to see Disney C Suite.
Speaker 1: Like Haitian and Hispanic? Haitian? Haitian, Hispanic, mix.
Speaker 2: Is, like, I it's not feeling right. So I feel
Speaker 3: woman who had rapidly worked her way up the Disney ladder left the company acknowledging that she likely had no future there, oddly enough, because she wasn't white, Jewish, or man
Speaker 1: enough. So maybe there's this juxtaposition between corporations, especially in entertainment that say, you know, we want diversity and all these things, but then in reality
Speaker 2: It's it's a number. Like, you know, like, I've done the report for the first thing. So they they meet us through every other thing. K. I take it through, tell us to reverse fast.
All two numbers are in there. So same number can't go up.
Speaker 3: Does every department have diversity spreadsheets? I'm seeing a pattern here, and that is from Disney's hiring practices.
Speaker 1: What about, like, the LGBTQ? Yeah. I wanna see them do it more in, like, the kids' shows.
Speaker 2: That'd be great. Yeah. It's the it's the way the world is. It's not like And that should be on screen.
Speaker 3: So Disney's philosophy is that you're never too young to learn about the LGBTQ agenda.
Speaker 1: Do you think Bob Iger is corrupt? Now he now
Speaker 0: he just
Speaker 2: wants to see a Why are you doing?
Speaker 0: How about
Speaker 3: He like many believe Bob Iger is corrupt.
Speaker 0: And if you look at
Speaker 3: the recent filings of Disney shareholder, Nelson Pells, it seems others carry the same sentiment. Last week on the Disney tapes, we met Mike Giordano, an attorney and senior vice president at the Walt Disney Company who made it very clear that Disney promotes blatant discriminatory hiring practices, so much so that he actually expects lawsuits against Disney.
Speaker 0: It kinda feels like we're at
Speaker 2: some point there's going to be a lawsuit. That's kinda how it feels
Speaker 3: discriminatory hiring practices to see just how far they will go to pander in the name of diversity, not only in hiring, but even how they aggressively push race, gender, and LGBTQ programming at children, young children. And in an odd twist, one production executive claims that Disney CEO Bob Iger is corrupt. And that Disney's discriminatory DEI hiring will only get you so far up the Disney corporate ladder. But if you wanted to get a top job in Disney C suite, you better be a white Jewish man. Now let's pick up where we left off last week.
Remember Disney senior vice president Michael Giordano and his claims of blatant discrimination in Disney's hiring practices?
Speaker 0: Certainly, there have been times where, you know, they just there's no way we're hiring a white house.
Speaker 1: It's kind of Yeah. Unspoken.
Speaker 0: There are times where it's spoken. But How
Speaker 1: would they say it?
Speaker 0: There's no
Speaker 2: way we're hiding a white helmet. It's what
Speaker 0: we're carrying.
Speaker 2: They, you
Speaker 0: know, as writers and actors, here all the time. Like, you know, looking to hire writers and actors who bring diversity, and I'm not looking to bring on any more clients who are available.
Speaker 3: Now let's meet Saurabh Macher, who also goes by the name Dave. Dave is a director of production finance at Walt Disney Television. He is intimately involved in Disney's production business behind the scenes.
Speaker 2: Maybe to network?
Speaker 1: Yeah. Yeah.
Speaker 0: Yes. Yeah.
Speaker 2: I remember doing that.
Speaker 1: Okay. So what is your role in So I'm
Speaker 2: show. Okay. Looking at price my work starts with, like, making the budget. That's my domain. Really, the project for sure, that's my real
Speaker 1: Okay.
Speaker 2: Starting.
Speaker 1: Right. So you
Speaker 2: work on the project, you work with the different departments, and you kind of, like, wrangle together a number and you give it a network and say, is this okay with your target? Mhmm. It is. And it's a dream lift. You walk through all of it and
Speaker 0: you take
Speaker 2: it from there. Then we start with, like, the other parts of my work, which is mostly like, you know, add your payments, leases, make sure the making sure they're on track with the different budgets every episode. Right? Because we log a budget with 1 in fact, you know what we call it. Right?
So each episode can go up and down if it's Sure. Now see, you have to make sure that if it goes up, something comes down. So you've got, like
Speaker 1: Oh, okay. So you're, like, managing it in real time?
Speaker 2: Yes. Really, like, managing the producer, executive producers, you know, make sure they are on target of what the network is. Yeah.
Speaker 1: Very cool. Do you work with at all with, like, the people who are doing the content? Like, just to kind of, like, see what the creative side. Yeah. We have to work
Speaker 0: with them. Right? Yeah.
Speaker 3: There is no doubt that Disney discriminates against white men when they are hiring and choosing who gets promoted. We heard that from Michael last week in Disney Tapes Volume 1, and Sarab confirms it here.
Speaker 1: So maybe there's this juxtaposition between corporations, especially in entertainment, that say, you know, we want diversity and all these things, but then in reality
Speaker 2: It's it's a number. Like, you know, like, I've done the report for the first Non, I guess, for lack of words, on white, non Jewish.
Speaker 1: What's included in the diversity, like, columns?
Speaker 2: Lead cast member who's, like, color? Do they have, like, cameraman, or do they have, like, a director who's color? So that way we're good. That I can see. Like, I've seen a lot of directors, people of color of color, getting opportunities
Speaker 3: every department have diversity spreadsheets? I'm seeing a pattern here, and that is from Disney's hiring practices. 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. In today's unpredictable world, it's all about being prepared for who knows what they have in store for the next pandemic. Our friends and supporters at the Wellness Company have designed this unique prescription based medical emergency kit that is packed with 8 potentially life saving prescription only medications, including z pack and ivermectin, which I used myself while out on the road and starting to feel a bit under the weather. Health is everything, and this is a great opportunity wellness company medical emergency kit. The wellness company medical emergency kit stands ready to treat over 30 common ailments, ensuring you'll have access to vital medications when you need them most.
And now, save $45 per kit when you order using the code o m g. Get ready to write this down. Get your wellness company medical emergency kit attwc.help/ omg. That's twc.health/omg. That's twc.health/omg, and save $45 per kit today when you use code OMG.
Now let's look at the lengths that Disney will go to push a woke diverse agenda into kids' programming, young kids, and also hear firsthand why they would do such a thing.
Speaker 1: See them do it more in, like, the kids' shows. Oh,
Speaker 2: I agree. Yeah.
Speaker 3: Are you asking me on a date?
Speaker 2: Your pulse and heartbeat have quickened. No. It's the it's the way the world is. It's not like depending on who this. Right?
Speaker 1: Yeah.
Speaker 2: And so, like, oh, we should show, like, one section of society. That's all the world is. The world is, like, full everywhere. Right. And that should be on screen.
That's my little sip, Blake, and her girlfriend, Ghibli.
Speaker 1: Following the mom's wake. Oh, nonsense. I'm just an architect. It's important, I think, for me to see, like, you know, the LGBTQ stories and, like, especially for kids so that they can understand all of that and and, you know, introduce it to them just so that they're comfortable and all this stuff. Like, do you think that that do you think that Disney, like, makes that a priority?
Speaker 2: I think they are.
Speaker 0: Do you
Speaker 1: think it's authentic? Like, who's Chocolate.
Speaker 3: So Disney's philosophy is that you're never too young to learn about the LGBTQ agenda. Apparently, even Dave thinks Disney has gone too far pushing the DEI thing in their programming. He talks about in one recent failed show, Debt and Other Details, where Disney tried so hard to push the DEI window that it totally tanked the show.
Speaker 2: I feel like in our show, we we insert diversity, and it's not really, like, organic of a story.
Speaker 1: It's, this guy stands out and, like, this this seems, like, weird. Orchestrated. Yes. You know?
Speaker 2: That's the word. Orchestrated. Right? Like, we did a show called, that's another details.
Speaker 1: What's it called?
Speaker 2: That's and other detail.
Speaker 1: Okay.
Speaker 2: It just came out, couple months back.
Speaker 1: I missed it.
Speaker 2: Now it's a new done
Speaker 3: According to Dave, the cause and failure of one of Disney's many flops was again attributed to trying to force DEI into programming where it was not only out of place, it was highly inauthentic.
Speaker 2: It happened. Yeah. Because if you don't see the analysis, the postmortem affair, you decide why. Because the story, they just tried to feed in so much diversity, and and they took a reason not to be authentic. It just didn't feel authentic.
Yeah. That just felt like, oh, they're trying to hit a box like, there's one lesbian. That's okay. There's one, like, African American. There's one Indian.
There's one Chinese. There's one this. But it just felt like these people would not be together in that setting.
Speaker 0: You know what
Speaker 2: I'm saying?
Speaker 3: Wouldn't you have liked to be a fly on the wall in that meeting just watching the guy with the DEI checklist? Chinese, check. African American, check. Lesbian, check. Indian, check.
Speaker 1: Yes. Know. Yeah.
Speaker 2: It's just like, it's but isn't too authentic? I'm like, that's the word that I'm missing. Authentic. It's like, you're really short. It's gonna feel real.
It's gonna feel
Speaker 0: like, wow.
Speaker 2: This is like
Speaker 3: audience or for the shareholders? On top of all of this, Disney executive Dave even tells our undercover journalist how he feels Elon Musk doesn't believe in free speech and is only out there to seek attention.
Speaker 1: Something that was like, you know, obviously, there's all this drama with Bob Shiger and Elon Musk and, like, all this stuff. And
Speaker 0: so gross. I I
Speaker 1: was reading something because, you know, people have come down on Disney.
Speaker 2: He does stuff for life publicity. Okay. But it works for him. I don't I don't think what he says literally. I hope you don't believe.
Speaker 1: Do you think he actually believes in free speech?
Speaker 0: No. He
Speaker 2: does. Alright. So his base thing was I want free speech. Right?
Speaker 0: I'm like, you are the owner. You can take out rules that you don't. Right? And he's he's mean anyway. He had that straight.
Please. If I
Speaker 2: wanna impersonate you, I should be allowed. Right? That's your own speech. Right? Yeah.
I'm better at access to whatever you wanna say. What do you
Speaker 1: think Elon's motive is? Attention. Attention? No. I think he hears that much about
Speaker 2: Elon Musk said that. That gives him energy. I've seen people like that. I know people like that.
Speaker 0: You know? Like, it's they they love
Speaker 2: that energy. They've been vibing it. They love their energy. They've been 5 on edge on that spotlight.
Speaker 3: 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/omg.
That's unplugged.com/omg. Take your privacy back. Unplugged.com com/omg. Now let's get back to Disney's discriminatory hiring practices. Just when you thought there is no way Disney will hire you if you're a white man, Disney Dave tosses us a curveball.
Imagine seeing this ad in the Help wanted section. Job opening. Disney C Suite. Must be a Jewish white man. Okay.
So it isn't quite that overt, but let's say that you're lucky enough to get a job at Disney and you're setting your sights on going all the way up the corporate ladder. What's it gonna take to get there? Again, by now, it has clearly been established that it's almost impossible to get hired and or promoted at Disney as a white man.
Speaker 2: You know, I've been
Speaker 0: at the company 11 years now, so I have friends in HR, and I have friends in those divisions.
Speaker 2: And they're like, look. Nobody else is gonna
Speaker 0: tell you this, Mike, but They're not considering any white balance for a shot. They're just not. That's not what they want.
Speaker 3: And, of course, we heard how Disney even bonuses executives for hiring non
Speaker 2: whites. There's literally, like, a percentage of my bones that can be theoretically
Speaker 0: based on whether I have hired, supported, mentor,
Speaker 2: legal, or legal organizations.
Speaker 1: Whether you what kind of mentor? What do you mean?
Speaker 2: Like, if, if I've done things to help further the careers of people who bring the voices on. Oh, wow.
Speaker 0: That's for hiring them
Speaker 2: or helping them get promoted or mentoring them.
Speaker 3: That is until you apply for a job in Disney's coveted c suite where their top executives hang out. Though Disney makes a big show of pushing diversity, equity, and inclusion across middle management, and even in their casting and staffing of their productions, Dave Macker claims that Disney has a glass ceiling. Was
Speaker 4: really cool to hear that, you know, that they take that into
Speaker 1: into was really cool to hear that, you know, that they take that into consideration, like, you know, bringing in people from diverse backgrounds and that kind of thing.
Speaker 2: There's also slight glass ceiling for that. I feel like it's not there's a glass ceiling. It's not quite, like, being breached yet. You're not gonna see a
Speaker 3: Jewish men. And then unless you are a white Jewish man, well, you're likely never going
Speaker 4: to see Disney C Suite.
Speaker 2: In text, everybody is like round. All the yeah. Like, all the CEOs are like, tech companies mostly in the neck and neck. Yeah.
Speaker 1: So you think that they wouldn't hire a CSU Yeah. Who's not white or not Jewish?
Speaker 2: I think in entertainment, no. No. That is but it's not just us. It's like every studio you look at, you find it is pretty much higher than you find, like, chief technology officer in India for this technology. Right?
Speaker 3: He even claims that a very well qualified Haitian Hispanic woman who had rapidly worked her way up the Disney ladder left the company acknowledging that she likely had no future there, oddly enough, because she wasn't white, Jewish, or man enough.
Speaker 1: Like, Haitian and Hispanic. Patient.
Speaker 2: Increasingly Hispanic. Mixed.
Speaker 1: I She just
Speaker 2: left Disney like a mom did. She left because she didn't really have 2 2 women. Really have she never bought it in her corner. Okay. And she quit saying that she this is, like, I it's not feeling right.
So I feel and that being said, that the department heads are to
Speaker 3: So having heard all of this, what do you think Dave thinks of Disney's CEO Bob Iger?
Speaker 1: Do you think Bob Iger is corrupt? Now that
Speaker 2: now he just wants to see in power. He came with a 2 year promise. In 2 years, I'll turn You're removing any potential threat. She could have been CEO.
Speaker 3: Yes. You heard that right. He, like many, believe Bob Iger is corrupt. And if you look at the recent filings of Disney shareholder Nelson Pells, it seems others carry the same sentiment.
Speaker 1: Do you think Bob Iger is corrupt? Now, yes.
Speaker 3: Why does Dave Macher think that Bob Iger is corrupt? Is it because of his hiring practices, his insistence on pushing bizarre sexual and racial content on young kids, or how he uses his power and influence for political fundraising for for far left causes and leftist politicians. Who knows? One thing we know for sure, under Bob Iger's leadership, Disney, a once stellar and safe family brand, continues to rapidly circle the drain. Maybe Iger should spend more time on Disney's balance sheet and profit and loss statement, and less time checking the boxes on his DEI spreadsheet.
So again, I will ask, will Bob Iger clean up his act and get the mouse house whipped into shape, or will he continue to play the part of Goofy on Wall Street? If Iger doesn't get Disney fixed quickly, there may be a job opening in Disney c suite soon, if you're a white Jewish man. Let us know what you think in the comments below. Next week, we'll release Disney Tapes Volume 3, where we dive into a different executive from Disney. Stay tuned.
Tuned. If you wanna become an American swiper, go to o'keithmediagroup.com. And if you have been a victim of at the hands of Disney, reach out to us, and we will attempt to assist you with our Citizen Journalism Foundation. Stay tuned.
@JamesOKeefeIII - James O'Keefe
JUST IN: @disneytvstudios blocks James O'Keefe and @OKeefeMedia on Instagram after the release of "The Disney Tapes: Part 2." The story details footage of Walt Disney Television's Director of Production/Finance, Sohrab "Dave" Makker, confirming discriminatory hiring practices at Disney.
reSee.it AI Summary
I have renewed my request for a civil rights investigation into Disney following new videos that emerged about potential discrimination. The videos reportedly show senior Disney executives discussing illegal race-based hiring practices. One executive was recorded saying that there were times when they wouldn't hire a white male. The executive also mentioned using code words and buzzwords to avoid legal action. AFL calls on the EEOC to investigate these new allegations.
@America1stLegal - America First Legal
/1🚨BREAKING — We just renewed our request for a civil rights investigation into Disney from the U.S. Equal Employment Opportunity Commission following new videos emerging about potential discrimination. THREAD:
@America1stLegal - America First Legal
/1🚨BREAKING — We sent a demand letter to Disney’s CEO & Board of Directors notifying them of, and documenting, the following: ✔️Breach of fiduciary duty ✔️Misleading shareholders ✔️Intentional violations of federal civil rights law ✔️Mismanagement erasing 40% of value THREAD:
@America1stLegal - America First Legal
/2 New videos published by @OKeefeMedia reportedly show senior Disney Executives candidly discussing the company’s illegal race-based hiring practices…
@America1stLegal - America First Legal
/3 One executive was recorded (describing hiring for a position in business affairs) purportedly saying, “Certainly, there have been times where, you know, there’s no way we’re hiring a white male ... There are times when [that’s] spoken.”
@America1stLegal - America First Legal
/4 The same executive also appears to have said, “I’ve been up for jobs internally against people who have less experience than me, and you know, I haven’t gotten them... In one or two cases, you know, I was told explicitly that it did [have to do with race].”
@America1stLegal - America First Legal
/5 Given that Disney apparently disregarded the letter AFL sent to their board in February, and appears to have continued its pattern of race discrimination, AFL calls on the EEOC once again to investigate these new allegations. https://aflegal.org/america-first-legal-foundation-demands-follow-up-civil-rights-investigation-of-disney-based-on-recent-video-evidence/
America First Legal Foundation Demands Follow-up Civil Rights Investigation of Disney Based on Recent Video Evidence
WASHINGTON, D.C. – Today, America First Legal (AFL) renewed its request that the U.S. Equal Employment Opportunity Commission (EEOC) open a civil rights investigation of Disney regarding new allegations of racial discrimination in employment. In February, AFL filed a federal civil rights complaint against The Walt Disney Company and its subsidiaries (Disney) for violating Title […]
aflegal.org
reSee.it AI Summary
An insider source at Disney has leaked documents and communications to reveal the company's promotion of Pride events for children, including involvement with LGBTQ youth programs and polys*xual virtual hangouts. Disney is allegedly trying to hide these revelations. Stay tuned for more in 'The Disney Files: Part 2'.
@JamesOKeefeIII - James O'Keefe
EXCLUSIVE: An insider source at @Disney has provided @OKeefeMedia with startling internal documents and communications. These documents reveal Disney's promotion of Pride events for children that involve n*ked men, maps of Disney-sponsored pride parades nationwide, Disney’s covert partnership with "Zebra Youth," a program supporting LGBTQ youth ages 13-24, and messages about polys*xual virtual hangouts. Disney is desperate to keep these documents and messages hidden. OMG is exposing their 'secret queer agenda'... Stay tuned for ‘The Disney Files: Part 2.’ @DisneyTVStudios @DisneyStudios @RobertIger @NewsAnimator #DisneyFiles
Video Transcript AI Summary
Disney whistleblower exposes shocking revelations about the company's promotion of LGBTQ+ events and programs for children. The whistleblower reveals that Disney employees use internal communication channels, such as Slack, to share documents and information about pride parades, gay meetups, and even queer Zoom backgrounds. The company is also found to be sponsoring LGBTQ+ events across the country. Disney's partnership with Zebra Youth, a program for LGBTQ+ youth, is also exposed. The whistleblower questions why Disney is pushing LGBTQ+ and trans programming to young children and accuses the company of stealing childhood innocence. The series promises to delve deeper into Disney's internal communications and shed light on their rapid descent into wokeness.
Full Transcript
Speaker 0: Our brave whistleblower is on the inside of Disney have given us an inside look at Disney's internal communications hub, internal employee websites, group chats, and bulletin boards, Disney's company employee roster, and their Slack channel threads. And what we've discovered is so shocking that it makes the Disney tape series look like child's play. Literally, the Disney employee named Pony Harrison, who is promoting a Disney sanctioned and sponsored Seattle pride event via the Disney Slack channel. As we dug deeper into what she was marketing, we found it was an LGBTQ pride event sponsored by Disney and meant for kids of all ages. Children, very young children were there to see it all, compliments of the Walt Disney Company.
Did you just see that? Fully naked men on bicycles in front of children brought to you by the Walt Disney Company. Well, now we know exactly what Ginni Jernani, the creative marketing director, meant when he said the, quote, unspoken truth.
Speaker 1: Oh, that's the unspoken thing.
Speaker 0: The journalist discovered that Disney has a not so secret partner named Zebra Youth. Zebra Youth is a program that was formed to assist LGBTQ youth as young as 13 years old, and Disney seems to be all about it. And hidden from the public, Disney actively promotes the zebra youth program. And if it were not for our brave Disney whistleblower's insiders shining a light inside this company, we would not be able to bring this shameful practice to light. As you can see in this Disney pride Slack channel, Disney employees are passing her on documents of poly swingers, virtual hangouts, pride nights, gay meetups, and even, yes, queer Zoom backgrounds that can be used when employees are on company Zoom calls.
Why is Disney so obsessed with pushing LGBTQ and trans programming at young children? Why is it that Disney, a brand that at one time was best known for enhancing the child experience, by all appearances has morphed into an organization that is hell bent on stealing your childhood's innocence and prepping them to be grown into a den of groomers and predators. So now I welcome you to the series, the Disney files, an undercover investigation where we take you deep inside the bowels of Disney's internal communications apparatus and explore just what is driving Disney's rapid downward spiral into the boneyard of wokeness. 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. In today's unpredictable world, it's all about being prepared for who knows what they have in store for the next pandemic. Our friends and supporters at the Wellness Company have designed this unique prescription based medical emergency kit that is packed with 8 potentially life saving prescription only medications, including z pack and ivermectin, which I used myself while out on the road and starting to feel a bit under the weather. Health is everything, and this is a great opportunity to order a wellness company medical emergency kit. The wellness company medical emergency kit stands ready to treat over 30 common ailments, ensuring you'll have access to vital medications when you need them most.
And now, save $45 per kit when you order using the code o m g. Get ready to write this down. Get your wellness company medical emergency kit attwc.help/omg. That's twc.health/omg. That's twc.health/omg, and save $45 per kit today when you use code o m g.
So in Disney Tapes 1, we met this Michael Giordano who made it perfectly clear that Disney discriminates against white men.
Speaker 2: Certainly, there have been times where, you know, they just there's no way we're hiding a white house.
Speaker 1: It's kind of Yeah. Unspoken.
Speaker 2: There are times when it's spoken.
Speaker 0: But How
Speaker 3: would they say it?
Speaker 0: There's no
Speaker 2: way we're hiding a white helmet. They you know, the writers and actors, we'll hear all the time, like, you know, looking to hire writers and actors who bring diversity, and I'm not looking to bring on any more clients who are
Speaker 0: In Disney Tapes 2, we met Dave Macher, who exposed that Disney seems to worship at the altar of DEI, that's diversity, equity, inclusion. And in what could only be as a somewhat anti semitic tone, falsely claimed that while a white male, you don't stand much a chance at getting hired or promoted into Disney's middle management, but you need to be a, quote, white Jewish man to get into Disney's c suite.
Speaker 4: So they'll say, like, is the cast diverse to have, like, a lead mem lead cast member who's, like, of color? Do they have, like, a cameraman, or do they have, like, a director of color? So that way, we're good. That, I can see.
Speaker 3: Do you think that they wouldn't hire Nesliya Sweet Yeah. Who's not white or not Jewish? I don't think no.
Speaker 4: There's also slight glossing for that. I feel like it's not there's a glossing link. It's not quite, like, being reached yet. You're not through a CS
Speaker 5: I guess, I'll say latter word on white, non Jewish.
Speaker 0: And in Disney tapes 3, we met Amit Jurnani, Disney's creative marketing director by day, and Jeannie, the drag queen, by night, who seems to be quite proud to be pushing LGBTQ and trans programming directly to children.
Speaker 1: I think it'll be fine. Well, I'm fighting for being a hostage. Yeah. I was gonna tell her that.
Speaker 4: Am I gonna see a drag queen at in Disneyland or anything like that? Do you wanna do that? Get get a drag queen at Disneyland. Sure.
Speaker 2: Let me see.
Speaker 1: I thought
Speaker 4: that would be cool. That's great.
Speaker 1: I'm sure that I'm gonna slap that queen.
Speaker 0: Well, that was our series, the Disney Tapes. And as it turns out through its internal policies and bizarre desire to push and normalize pride parades and drag queens into the everyday lives of America's children, Disney is clearly the gift that keeps on giving. After seeing our Disney tape series, we have had several insiders and whistleblowers inside their headquarters here in Burbank, California reach out to us to share their insight into Disney's bizarre fascination to transform a once trusted family entertainment brand into a multichannel LGBTQ trans fest. Our brave whistleblower is on the inside of Disney have given us an inside look at Disney's internal communications hub, internal employee websites, group chats and bulletin boards, Disney's company employee roster, and their Slack channel threads. And what we've discovered is so shocking that it makes the Disney tape series look like child's play.
Literally, LGBTQ and trans parades with fully naked men on bikes by Disney, pride nights on Disney's properties and out in communities across America, company poly, yes, swingers meetup groups, company workshops on how to change your name as you transition, and TV specials aimed at children like Who I'm Meant to Be. And, yes, you guessed it. That show is all about letting young kids know that it's okay at any age to let the rainbow flag fly. And it looks as if it's sponsored and sanctioned by Disney. So now I welcome you to the series, the Disney files, an undercover investigation where we take you deep inside the bowels of Disney's internal communications apparatus and explore just what is driving Disney's rapid downward spiral into the boneyard of wokeness.
In the Disney files, we're going to expose Disney's employee text messages about children at sexual pride parades, how Disney is sponsoring LGBTQ resources for minors, and now Disney is creating more and more gender neutral bathrooms at their parks and businesses. And on top of this, how Disney is actively assisting with sex change surgeries for their employees and a whole lot more. Disney has several primary communication channels, including a Disney employee Slack channel, a central communications hub called My Disney Today. And if you work at Disney and wanna contact other colleagues, they use something called Disney roster. Since we'll be referring to Disney's various channels of communication throughout this series, let me briefly explain what each channel is and how Disney's employees text each other and from different group chats such as the one you'll see today.
My Disney Today is a central hub where you can find internal policies, internal articles, and expectations at Disney. Now they have an internal organizational chart that allows Disney employees to contact other colleagues from all different departments, and that's called Disney roster. Now let's jump right into the Disney files. In this first installment of the Disney files, we're gonna delve deep into Disney's inner workings and expose just how Disney, through its many channels, seems to promote the grooming of innocent children and who is behind all of this madness inside the once family friendly company that was founded by Walt Disney in 1923. You'll see how the Disney files provides further proof of the claims of Disney's creative marketing director.
That's Genie Gernani. We saw him in Disney part 3 of how Disney is aggressively pushing the trans and LGBTQ agenda to innocent children, not just in the United States, but around the world. Let's take a dive into one of Disney's internal Slack channels called hashtag Disney pride. As you can see in this Disney pride Slack channel, Disney employees are passing around documents of poly swingers, virtual hangouts, pride nights, gay meetups, and even, yes, queer Zoom backgrounds that can be used when employees are on company Zoom calls. Disney employees are even passing around photos to gay pride questionnaires that are apparently being posted at the Disney Orlando offices and posters inviting fellow Disney employees to attend name change clinics.
How you doing? Good. You work for Disney? I'm James O'Keefe. You see the videos, 2 weeks ago with the, the guy was was on video I did not.
On hidden camera? Oh, you should check it out. The Disney vice president, Michael Giordano. Alright. I'll take a look at it.
Where's it at? It's it's all over the Internet. It has, like, 10,000,000 views on x and YouTube, and it's going viral phenomenon. I'll look at it on my lunch hour. Yeah.
Please do. Let us know what you think. 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/omg. That's unplugged.com/omg. Take your privacy back. Unplugged.com/omg.
Now something highly disturbing we discovered here was the Disney employee named Hony Harrison who is promoting a Disney sanctioned and sponsored Seattle pride event via the Disney Slack channel. As we dug deeper into what she was marketing, we found it was an LGBTQ pride event sponsored by Disney and meant for kids of all ages. Disney was open about promoting the brand at the Seattle pride event and had signage at the event, which apparently went under the radar. And not only are they promoting the event in Seattle, they have mapped out a series of these Disney backed pride events all over the country. So who is Hony Harrison?
Well, as it turns out, Hony is the mobile product operations manager at Disney. In addition to her position at Disney's mobile product operations manager, she's apparently one of the world's top pinball players. Hony sent this link a couple times in the Disney Slack channel. So let's give you a taste of exactly what goes on at these Disney sponsored all ages gay pride events. As you can see in this video of naked men riding bicycles, there were way more than just pinballs bouncing around that parade route, and children, very young children, were there to see it all, compliments of the Walt Disney Company.
Did you just see that? Fully naked men on bicycles in front of children brought to you by the Walt Disney Company. Show it again in case you missed it. Well, now we know exactly what Giannini Jernani, the creative marketing director, meant when he said the, quote, unspoken truth.
Speaker 1: I think that's the unspoken thing.
Speaker 0: The question is, should children at these young ages be subjected to such sexual imagery, and should Disney be promoting it? As we dug deeper into Disney's Slack channel, we found that a Disney employee named Adriana Aguilar showed a map of all the pride parades that Disney was sponsoring. Yes. They are taking their show on the road. As you can see on this map, Disney is apparently sponsoring pride parades in Washington DC, Fresno, New York, LA, and more.
Disney is sponsoring these pride parades all around the country as you saw in the graphic. As our investigative journalist at O'Keefe Media Group dug even further into Disney's internal communication channels, the journalist discovered that Disney has a not so secret partner named Zebra Youth. Now what is Zebra Youth? Zebra Youth is a program that was formed to assist LGBTQ youth as young as 13 years old, and Disney seems to be all about it. To give you some context, Zebra Youth is described as a program that advances its mission by providing high quality culturally appropriate programs designed to meet the unique needs of homeless and at risk LGBTQ youth ages between 12 and 24.
Under the radar and hidden from the public, Disney actively promotes the Zebra Youth Program. And if it were not for our brave Disney whistleblowers, insiders shining a light inside this company, we would not be able to bring this shameful practice to light. And as consumers and shareholders, you and I would never know about it. As we uncovered and as you can plainly see on your screen, Disney partners with Zebra Youth as a third party to help out LGBTQ youth, even providing arts and crafts for them to do. Amazing works of art like gay Mickey Mouse where Disney encourages kids to put colorful sticky notes, quote, where they belong.
Now we dug deeper into the Disney files and found their internal org charts. Disney's organizational chart is a winding web of names and titles that starts at the top with Disney CEO Bob Iger and goes all the way down the employee food chain explaining who's who at Disney and who does what. Now let's meet Disney's vice president, Queen Danchukwu, and her DEI team. Queen, who ironically is one of the few queens we've come across at Disney who actually claims to be a woman, is Disney's vice president of DEI. In her role as vice president of DEI, Queen aims to implement diversity, equity, inclusion at Disney through all channels of the company onto all employees.
Now we also checked out drag queen, Jeannie Jernani's team and their profiles on Disney's org chart and found out who is on the creative marketing side of things and who exactly is in charge of what. Jeanie reports to vice president of marketing, Casey Brickner, on the creative side of Disney. They aim to produce proper marketing of products, ideas, and events all across Disney. Again, it begs the question, why is Disney so obsessed with pushing LGBTQ and trans programming at young children? And why are so many Disney employees passing on links to pride parades and exposing children to naked men on bikes, promoting this zebra youth and passing around poly swinger lifestyle meetups?
Why is it that Disney, a brand that at one time was best known for enhancing the childhood experience, by all appearances has morphed into an organization that is hell bent on stealing your childhood's innocence and prepping them to be grown into a den of groomers and predators. It just begs so many unanswered rhetorical questions. So coming up next week on Disney files volume 2, we dive even further into Disney's internal health care policies, if you wanna call it that, and gender affirming care that they actively promote to their very own employees And how Disney not only encourages and celebrates the LGBTQ movement, but they use shareholder money to pay for employee sex change operations and even produce seminars. That's right. Seminars on how to change your name.
We've also obtained an exclusive internal video inside Disney from person working at the company that Disney does not want you to see. And here is a little tease snippet of that.
Speaker 3: One way to be a good ally to your transgender and non binary cast members is to use the pronoun and name they have given you. Meet them where they are. Ask how they need support and actively listen.
Speaker 0: Let us know what you think in the comments below and come to us on our signal at 914 315-9415 or DM us on x or Instagram. That's where a lot of these whistleblowers and insiders inside the company are coming to us, and stay tuned. Reporting outside Disney's headquarters in Burbank, California, this is James O'Keefe with O'Keefe Media Group. Stay tuned for Disney Files volume 2.
@robbystarbuck - Robby Starbuck
For LGBTQ+ Ally week, @JohnDeere’s Rainbow ERG group provided employees a set of "kid friendly" LGBTQ+ resources including books and videos. You don’t even want to see the videos. Absolutely disturbing for this to be pushed. It also promotes orgs that support child sex changes. https://t.co/KQmKUvuZq9
reSee.it AI Summary
I revealed internal videos and documents about Disney's G.E.T. program, which suggests that being “authentically me” means altering one’s body. The program pressures employees to support gender transitioning co-workers. Additionally, I found that Disney’s health insurance covers surgeries labeled as “gender affirming care,” funded by consumers. I also uncovered Disney’s PRIDE Think Tank, which aims to engage LGBTQ+ consumers and influences content with a focus on sexuality for children. More details will follow in ‘The Disney Files: Part 3.’
@JamesOKeefeIII - James O'Keefe
REVEALED: @OKeefeMedia reveals internal videos and documents exposing @Disney's G.E.T. (Gender Expression and Transitioning) program, which promotes the notion that being “authentically me” involves altering one’s natural body. The G.E.T. program video pressures Disney employees to conform to the demands of their gender transitioning co-workers. Internal documents reveal that Disney’s health insurance plans — through Kaiser, HMSA, AdventHealth, and Orlando Health Cast Advantage — cover mutilation surgeries under the guise of “gender affirming care,” funded by consumer dollars. OMG also uncovers Disney’s secret PRIDE Think Tank, part of the PRIDE Business Employee Resource Group (BERG), which is dedicated to crafting strategies to engage LGBTQ+ consumers across Disney’s products, games, marketing, and media platforms. This think tank distorts Disney’s so-called ‘family-friendly’ content with a heavy focus on sexuality aimed at children. Stay tuned for ‘The Disney Files: Part 3’... 👀 @RobertIger @DisneyStudios @DisneyTVStudios @WaltDisneyCo
Video Transcript AI Summary
Disney Files 2 delves into Disney's promotion of gender affirming care for employees, including trans surgeries covered by their medical plans. The video reveals Disney employees coaching coworkers on supporting transitioning colleagues, emphasizing using correct pronouns and names. The document uncovers Disney's Pride Think Tank aiming to advance LGBTQ+ representation in their content and products. Disney's push for LGBTQ+ inclusivity is evident in their internal committees and cultural representations, while dissenting employees risk being marginalized. Stay tuned for Disney Files part 3. Contact tips.okiefmediagroup.com for insider information.
Full Transcript
Speaker 0: Last time in Disney files 1, we got to take a deep dive into the internal communication channels at the Walt Disney Company, and what we found was shocking. Disney sanctioned workshops teaching young children the ways to be gay and trans, bulletin board for Disney employees into the poly swingers lifestyle, a series of Disney sponsored pride parades complete with naked men on bicycles, and that's just the beginning. In Disney Files 2, we're gonna dig even deeper into the twisted agenda that Disney is pushing at children around the world. In particular, we'll look at Disney's propensity to push their trans agenda via the gender affirming care policies, and LGBTQ propaganda videos that blatantly instruct upper level managers how to coddle and encourage their LGBTQ employees. 1st, let's start with Disney internal health care policies that allow Disney employees to access gender affirming care, a.
K. A. Trans surgery, as part of their medical plans. Now on your screen, you can clearly see that Disney offers multiple ways for their employees and their families to seek what is essentially genital mutilation through the various health insurance plans through the providers that include Kaiser, HMSA, AdventHealthcare, and Orlando HealthCast Advantage. I wanna remind the viewers that Disney makes the majority of their sales from theme park attendants and film and television viewership.
If you are a Disney customer and or shareholder, you've probably been shielded to the fact that your money is being used to pay for medical plans that actually promote for trans genital mutilation surgeries for their employees. Disney employees. Why is Disney using your money to chop off or building on additions to their genitals? Is turning their employees into transgender seriously a part of their business model? Now our OMG investigative team continued to work its way through Disney's tangled web of internal communication networks and came across this gem.
The video is called Disney GET. What is GET, you may ask? Well, Disney GET stands for gender expression and transitioning, and I'm about to show it to you. In today's rapidly evolving health care landscape and mysterious shortages of medical supplies, being proactive about your health is paramount. That's why our OMG supporters, the wellness company is proud to introduce the ultimate first aid emergency kit, meticulously crafted by its chief medical board to support life saving readiness.
When my team and I are out in the field, we always carry our TWC first aid emergency kit because in an emergency, every second counts. The upgraded kit includes essential items like epinephrine for anaphylactic reactions, several common prescription medications, and many vital first aid supplies. Additionally, it features a comprehensive first aid emergency guidebook with over 40 pages of life saving information. And you can easily replenish your supply at any time. Every kit purchased is eligible for medication replenishments for up to 2 years after purchase.
Order your first aid kit now and save 15% by using code OMG for a savings of $60 and savings of over $100 when paired with a purchase of the medical emergency kit. Whether it's ensuring access to medications, personal protective equipment, or other essentials, our commitment is to empower individuals to take control of their health journey. So order your first aid GET video you're about to watch consists of Disney employees, for lack of better words, coaching their other coworkers how to cheer, lead, and encourage their coworkers who are transitioning. The video goes on to tell employees that to support them, you need to conform to their wants. This is a tape that I can almost guarantee Disney executives do not want you to see.
Roll the tape.
Speaker 1: If you're looking to support a colleague who's transitioning, listen to what they're asking of you and show in your actions that you heard them.
Speaker 2: Let them talk. Let them do what they want to do. And if they talk to you about that, it means, like, they're, like, comfortable. One way to be a good ally to your transgender and non binary cast members is to use the pronoun and name they have given you. Meet them where they are.
Ask how they need support and actively listen to what they need to be successful in their role and in their life.
Speaker 1: It's important to be humble because you're going to mess up. Everybody messes up, and what's important is what you do next.
Speaker 2: If you have any doubts, ask. You can ask what is how they want to be identified as and what the pronouns are.
Speaker 1: Don't let your fear of messing up either using the correct pronouns or using the correct name to offset you from trying.
Speaker 3: If you don't understand something, it's it's okay not to know. But use the resources available, such as this website, for you to help educate yourself on what your colleague is going through and how you can be there for them.
Speaker 0: You can clearly see that these Disney employees are not only recommending you do those actions, but almost telling their teammates they need to take those actions. Why are they so demanding? What if you said you don't agree with their positions at Disney on conforming to these LGBTQ demands? Well, that's something we'll reveal in Disney files part 3. In this Disney files series, it is clear that within the Walt Disney Company, we are seeing what appears to be a complete woke overhaul of the once pristine Disney brand.
In addition to the Disney GET video buried deep within the Disney internal communication apparatus, our investigative reporters, with the help of a brave whistleblower inside Disney, that's right, we have people inside Disney working for us. Discovered an internal document showcasing what is likely one of their prized crown jewels in their LGBTQ Pride achievements, and they call it the Disney Pride Think Tank. We're going to show you the document that outlines the Disney Pride think tank, and what you're about to see is a document that Disney has purposely been hiding from the public. The question is, why are they hiding this from the public, if they're not ashamed of it? In the document, the Disney pride think tank and their employee resource group states, quote, the Disney pride Business Employee Resource Group, that's BERG acronym, is proud to introduce the Disney Pride Think Tank.
We are a global employee collective from across the enterprise with a passion to advance LGBTQ plus representation in our content, products, experiences, and services. By providing our expertise, perspectives, and ingenuity to the business, we seek to identify document, you can actually see a picture with Gay Mickey's. And what the Disney Pride Think Tank is trying to accomplish is, solutions to engage the LGBTQ plus consumer across consumer products, games, marketing services, and media platforms. Disney is pushing this through something they internally call the, quote, marketplace committee and creative content review committee. In the creative content review committee, they aim to support all content creators within TV, film, animation, creative marketing, and publishing by providing feedback at any step in the creative development process, scripts, character design, animation, episode, investigating Disney, we have seen how they are essentially saying their employees either conform to this agenda, or they will be outcast.
For example, look at what Disney is secretly showing about different cultures with Mickey logos Here's what the design team at Disney made and as you can see, they have Muslim Mickey, black Mickey, Jewish Mickey, native American Mickey. Do you notice anything unusual here? Well, they're missing Christian Mickey. As the rest of the stock market is way up, on CEO Bob Iger's watch, Disney stock is down more than 30% over the past 5 years. It is truly amazing that over half a decade, Walt Files part 3, and let us know what you think in the comments below.
And if you're a brave insider like the person we're currently talking to inside Disney or Hollywood or media or basically anywhere else, because Lord knows everything is pretty much systemically corrupt at this point, please contact us at tips.okiefmediagroup.com or on our phone number on signal 914-315 415. Our reporters will immediately respond to you. Thank you very much. This is James O'Keefe reporting on Walt Disney Company, and stay tuned for Disney Files part 3.
reSee.it AI Summary
I reached out to Disney executives regarding 'The Disney Files,' which reveals internal communications about Disney's LGBTQ agenda for children. When I questioned Julie Mitchell, she claimed she wasn't the right person to comment. Many executives appeared flustered, and Morgan DiStefano hung up when I mentioned having a recording of Ryan Knisley instructing staff to avoid inquiries about the files. It seems there's a significant effort to sidestep this topic within the company.
@JamesOKeefeIII - James O'Keefe
O'Keefe Calls Disney Execs for Comment on 'Disney Files' Exposing LGBTQ Agenda; Execs Flustered, Hang Up "Have you seen ‘The Disney Files?’" asks James O'Keefe, questioning Julie Mitchell, @Disney's Senior Manager of Communications, about Disney's LGBTQ agenda for children. Despite her title, Mitchell claims she does not work in corporate communications and states she is “not the correct person to comment on that.” O'Keefe contacts Disney executives for comment on 'The Disney Files,' exposing internal communications on Disney's promotion of Pride events for children, some involving naked men, and support for Zebra Youth. Many employees become flustered and hurry off the phone. Morgan DiStefano (@MKDistefano), Vice President of Communications, hangs up when O'Keefe mentions he has obtained a “recording of something that occurred.” The recording features Ryan Knisley, Disney's Chief Information Security Officer, instructing all staff to “not respond” to inquiries about ‘The Disney Files’ and to “direct them to Mike Long.” @ShannonR @RobertIger @DisneyStudios @DisneyTVStudios @WaltDisneyCo
Video Transcript AI Summary
Summary:
Various individuals from Disney, including Dana Walden, Morgan Stephano, Alan Bergman, and Shannon Ryan, were contacted by James O'Keefe from O'Keefe Media Group regarding internal Disney tapes exposing promotion of pride events for children involving nudity. Most individuals declined to comment or were unavailable. James O'Keefe also reached out to Carolyn Wilson, the senior vice president of HR for Disney, for a response. The transcript ends with a teaser for more Disney files to come.
Translation:
The video features James O'Keefe from O'Keefe Media Group contacting Disney employees about internal tapes revealing Disney's involvement in pride events for children. Most employees declined to comment or were unavailable. O'Keefe also reached out to Carolyn Wilson, Disney's senior vice president of HR, for a response. The video ends with a hint of more Disney files to be revealed.
Full Transcript
Speaker 0: Dana Walden's office.
Speaker 1: Hi. Is this Dana Dana Walden?
Speaker 0: Hi. This is Dana's interest Emma?
Speaker 1: Oh, hi, Emma. I'm looking to speak with miss Walden, please.
Speaker 2: Yeah. Who's calling?
Speaker 1: This is James O'Keefe from O'Keefe Media Group.
Speaker 0: Yeah. I'm so sorry. I don't have her right now, but I'll let her know that you called and we'll try you back.
Speaker 1: What's
Speaker 0: the best callback number?
Speaker 1: Can I tell you what the call is regarding?
Speaker 0: Yeah. Of course.
Speaker 1: It's about the secret Disney files, the Disney tapes, inside Disney regarding some of the posts that were made on Slack channels and and, some of the nude men riding bicycles and the various vice presidents of Disney talking about, some LGBT involvement with children and wanted to see if she had a comment on that.
Speaker 0: Okay. Thank you. I think I have your number. Is it the
Speaker 1: That's it. Yep.
Speaker 0: Okay. Great. Thanks so much. Have a good one.
Speaker 1: Thank you, Emma. I'm not happy about that. I'm looking for a Julie Mitchell, senior manager, publicity.
Speaker 0: Yes.
Speaker 3: Hi there.
Speaker 1: Hi there. We're just looking for, someone to give us comment regarding the Disney files. And because you work in communications, we thought you're the good person to talk to about the internal documents revealing Disney's promotion of Pride events for children that involve naked man, maps of Disney sponsored events and the Zebra Youth Program. Could you provide a comment, please?
Speaker 0: No. I I'm not the correct person to comment on that.
Speaker 1: You don't work in communications?
Speaker 0: I'm not the correct person to comment on that.
Speaker 1: Who is the correct person to comment on that?
Speaker 0: I'm not sure if probably someone in corporate communications. I don't know.
Speaker 1: The isn't that your job, corporate communications?
Speaker 0: No. I do not work in corporate communications. Thank you.
Speaker 1: Have you seen the Disney files?
Speaker 0: Hello? Hi.
Speaker 1: Is this Morgan?
Speaker 0: Who's this?
Speaker 1: Hi, Morgan. I'm calling because, I wanted to get your response to the Disney tapes that were released, showing the vice president
Speaker 0: Sorry. I have I'm so sorry. I can't talk right now.
Speaker 1: Did you see the Disney files that came out with the Slack channels about the, naked men and Sorry. This is
Speaker 0: this is not, I don't I'm not the right person for this. I don't handle
Speaker 1: Are you the vice president of publicity?
Speaker 0: Yes. But for a different division.
Speaker 1: Oh, I see.
Speaker 4: So I'm not
Speaker 0: But Yeah. I'm sorry about that.
Speaker 1: You're Morgan Stephano, aren't you?
Speaker 0: Morgan? That's the wrong division.
Speaker 1: Thank you. Morgan. We have a recording of, something that occurred. Jeez. And here's the recording.
Speaker 4: More questions directly. Okay? So I'll say Mike Long in corporate communications is the is the communications point of contact. So for some reason, a news outlet reaches out to you over social media, just direct me to my my phone. Either don't respond, feel free to not respond, or, if you don't respond directly to my phone.
Just wanna say that. Alan Bergman's office.
Speaker 1: Hi there. Looking to please speak with mister Bergman.
Speaker 0: He's in a meeting right now. Can I take a message?
Speaker 1: Yes. This is James O'Keefe asking comment about some Disney files, and we'd like his comment about some of the things that have been exposed.
Speaker 0: Right. Disney files and exposure.
Speaker 1: Exposure. And
Speaker 0: things exposed. Okay, James. And what's your best number? I will pass a message on to him.
Speaker 1: These are the secret Disney files, Slack channels, internal communications that were exposed.
Speaker 0: Okay. You got it. I will pass a message on to him.
Speaker 1: Okay. Thank you.
Speaker 0: Okay. Thank you. Bye.
Speaker 1: That was Alan Bergman, cochairman, Disney Entertainment.
Speaker 0: Shannon Ryan's office.
Speaker 1: Hi. Looking to speak with Shannon Ryan, please.
Speaker 3: She's in a meeting.
Speaker 0: May I take a message?
Speaker 1: Yes. My name is James O'Keefe, and I'm calling to get Shannon's response to the internal Disney tapes that have come out and get her response, get her comment.
Speaker 2: Okay. And what's your phone number?
Speaker 1: My phone number is 2 this is the
Speaker 3: And what who are you with?
Speaker 1: I'm with the news media. I'm with the OMG News. Outlet? O'Keefe Media Group.
Speaker 5: Got it. Okay. Thanks so much. I'll give her the message.
Speaker 1: This is re ma'am, this is regarding the promotion of pride events for children that involve naked men, maps of Disney sponsored pride events.
Speaker 5: Got it. I will let her know.
Speaker 1: I'm calling for Carolyn Wilson, the senior vice president of HR for Disney. Hi.
Speaker 0: Can I help you?
Speaker 1: Yes. Is this Carolyn?
Speaker 0: No. It's not. It's just it's well, thank you, Fran.
Speaker 1: Oh, hi. The insider source at Disney provided, O'Keefe Media Group with internal documents and communications about Disney's promotion of pride events for children that involve naked men and Disney's corporate partnership with Zebra Youth, and we were trying to get in touch with her to get her comment. Please. Can
Speaker 0: I get your name and number?
Speaker 1: I'm James O'Keefe, head of O'Keefe Media Group News, and my number is
Speaker 0: Okay. Thanks.
Speaker 1: Stay tuned for more Disney files.
reSee.it AI Summary
I came across some alarming information from O'Keefe Media Group regarding Disney's healthcare policies. Internal documents reveal that Disney provides coverage for sex change treatments for employees' children through Cigna Healthcare. This includes access to counseling, prescriptions, referrals, and puberty blockers for minors, all fully covered under Disney's medical plan. The documents indicate that Disney is funding puberty blockers, which can lead to permanent changes in children's lives.
@JamesOKeefeIII - James O'Keefe
Disney Funds Puberty Blockers for Children: Insider Document Reveals Shocking Policy JUST IN: O'Keefe Media Group uncovers internal documents from a Disney insider, exposing @Disney's healthcare plans that provide sex change treatments for employees' children. Through Cigna Healthcare, Disney employees have access to these treatments, including counseling, prescriptions, referrals, and puberty blockers for minors. This process starts with referrals from healthcare providers and is fully covered under Disney's medical plan with Cigna. These internal documents reveal that Disney is funding puberty blockers, which sterilize children, permanently altering their lives. @RobertIger @DisneyStudios @DisneyTVStudios @WaltDisneyCo @WaltDisneyWorld
Video Transcript AI Summary
Walt Disney Company is reportedly covering puberty blockers for employees' children through their medical plan with Cigna Health Care. An internal document from a Disney whistleblower reveals that these treatments, which can lead to irreversible changes in minors, are accessible via referrals from healthcare providers. This development raises concerns about the company's policies and practices regarding children's health. Employees with information are encouraged to come forward.
In a related note, the wellness company is promoting a first aid emergency kit designed for life-saving readiness, featuring essential medical supplies and a comprehensive guidebook. The kit is available for purchase with a discount code for savings on replenishments and additional items.
Full Transcript
Speaker 0: Just in, the Walt Disney Company is paying for puberty blockers for children. Take a look at damning document that was provided to us from an insider at Disney today. As you can see on your screen, if you work at Disney, the company allows you to receive puberty blockers for your child, an irreversible sterilization drug that changes the life of your child forever. Internally, Disney pays a medical plan through Cigna Health Care. Through Cigna, Disney employees have access to counseling, prescription coverages, provider referrals, and, yes, puberty blockers for minors.
It all starts with referrals, employees, and their dependents can be referred by their health care providers for these treatments, which are then covered under Disney's medical plan with Cigna. Let me repeat this again. This internal document that we received from a whistleblower working at the Walt Disney Company reveals that the Walt Disney Company is paying for puberty blockers that sterilize children and completely change the course of their body forever. This is a new but heartbreaking development in our Disney series as a response to these tapes that have been coming out. We released the GET video showing what they were doing, putting pressure on their colleagues to make those If you If you're on the inside of Disney, we urge you to come forward and contact us at signal 914-359-9415.
DM us on social media, and someone from OMG will reach out to you. Thank you so much to those of you inside Disney that have a conscience. Follow your conscience. The public has a right to know. Thank you, and stay tuned.
In today's rapidly evolving health care landscape and mysterious shortages of medical supplies, being proactive about your health is That's why our OMG supporters, the wellness company is proud to introduce the ultimate first aid emergency kit, meticulously crafted by its chief medical board to support life saving readiness. When my team and I are out in the field, we always carry our TWC first aid emergency kit because in an emergency, every second counts. The upgraded kit includes essential items like epinephrine for anaphylactic reactions, several common prescription medications, and many vital first aid supplies. Additionally, it features a comprehensive first aid emergency guidebook with over 40 pages of life saving information. And you can easily replenish your supply at any time.
Every kit purchased is eligible for medication replenishments for up to 2 years after purchase or your first aid kit now and save 15% by using code OMG for a savings of $60 and savings of over $100 when paired with a purchase of the medical emergency kit. Whether it's ensuring access to medications, personal protective equipment, or other essentials, our commitment is to empower individuals to take control of their health journey. So order your first aid emergency kit now by going to twc.health/om
@libsoftiktok - Libs of TikTok
They made the king of England a Black, disabled, gay man in Amazon's new show, My Lady Jane. No, this isn't a joke. https://t.co/4VGCz95qtL
@ReturnOfKappy - Isaac’s Army
Bella Thorne speaks of her time at Disney as a child star, where she was relentlessly molested... Why is this a pattern for Disney kids? Why is no one ever held accountable? Why is Disney still able to operate… ? https://t.co/ayz4AieT8M
Video Transcript AI Summary
Transitioning from Disney was easy compared to being molested from ages six to fourteen and physically abused. Paparazzi following from age twelve was less difficult than the mistreatment occurring at the same time, which everyone around her witnessed but ignored. The speaker questions what is so hard about the Disney transition, as the prior experiences were much more difficult than anything she currently deals with.
Full Transcript
Speaker 0: It is what it is. Like, it's like anything in my life. I mean, if you read the book, you'll be like, uh-huh. Transitioning from Disney to this was fucking easy. I don't know.
Getting molested for fucking from your six to your 14 seems like way harder circumstances or being physically abused all the time seems like a much more difficult situation than fucking have paparazzi following you since you were 12. I don't know. I was still being molested when paparazzi were still fucking following me. So it's pretty hard in my mind to think about these big flashlight photographs and everyone thinking they know me and talking about me, but having no idea the type of mistreatment that I was still dealing with at that time, that everyone around me saw and did nothing. So I don't know.
You tell me what's so hard. Because that, to me, way harder than any other of this other shit that I do on a daily basis. Somebody just said goosebumps.
@EndWokeness - End Wokeness
Michelle Obama: "You're raising a trans kid. That warms my heart, as a black man." https://t.co/Kjvg8ncwNz
Video Transcript AI Summary
The speaker expresses pride in Marlon for being a role model in dealing with a transgender child, which is especially heartwarming as a Black man. The speaker is interested in hearing about Marlon's journey of learning and understanding.
Full Transcript
Speaker 0: I wanted to talk, Marlon, a bit about, you know, just so proud of how you are being a role model for dealing with a child that's transgender. Absolutely. And that's, you know, that warms my heart, particularly as a black man. You know, I would care to share that journey of Well, I learned
@RealAlexJones - Alex Jones
EXCLUSIVE UNDERCOVER VIDEO: Disney Execs Brag About A Secret Policy To Hire Zero Whites- Unless They Are Jewish https://t.co/BWDNOKgIcZ
@libsoftiktok - Libs of TikTok
OMG. CoComelon Lane, a Netflix show for CHILDREN, showcases a little boy in a dress, dancing for his two gay dads. Why does @netflix have so many shows pushing LGBTQ propaganda on children??? https://t.co/5X4vaRQmtT
Video Transcript AI Summary
Self-expression through movement is highlighted: 'Thing that we know about you.' 'You learn to get up and dance.' 'How about you break out those moves?' 'For your two biggest fans.' If you're not sure what to choose, think about all the things you like Just to be you. Then 'Just be me?' Yep. When you're trying to decide, think about all the things you like to do. 'Just be you.' 'Just be me.' The repeated phrases 'Just be you' and 'Just be me' frame the guidance for authenticity and personal preference. The dialogue emphasizes choosing based on personal interests and being true to yourself.
Full Transcript
Speaker 0: Thing that we know about you. You learn to get up and dance. How about you break out those moves? For your two biggest fans. If you're not sure what to choose, think about all the things you like Just to be you.
Just be me? Yep. When you're trying to decide, think about all the things you like to do. Just be you. Just be me.
@libsoftiktok - Libs of TikTok
WOW. Kid’s show Jurassic World Camp Cretaceous on Netflix is pushing woke garbage on CHILDREN. Isn’t it just supposed to be about dinosaurs? How many of these lgbtq propaganda shows are there on @netflix??? https://t.co/N1Fptq9Psy
Video Transcript AI Summary
Folks, you need to check this out. We just sent our kids to bed. This Jurassic World was still playing, and we came across this.
You were trying to tell me something before. What?
Earlier in the lift before the knockosaurus went all crazy, it seems super important. It was.
The truth is, Sami. I've fallen for you. Lord, have mercy.
Like, hard. Real hard. Jurassic World, you know. Jurassic World.
Since when did this happen in Jurassic World?
I thought it was about dinosaurs. Dinosaurs, guys.
Protect the kids. Protect your kids. Yeah. Sometimes you have to watch what they watch. Tell me.
Watch what they watch, guys. This is crazy, guys. This is Jurassic World, you know. Jurassic World.
We didn't even know this was gonna happen.
This is crazy. This is crazy, guys.
Guys, watch what your kids are watching. Be careful. It's everywhere now.
Full Transcript
Speaker 0: Folks, you need to check this out. We just sent our kids to bed. This Jurassic World was still playing, and we came across this. You were trying to tell me something before. What?
Earlier in the lift before the knockosaurus went all crazy, it seems super important. It was. The truth is, Sami. I've fallen for you. Lord, have mercy.
Like, hard. Real hard. Jurassic World, you know. Jurassic World. Since when did this happen in Jurassic World?
I thought it was about dinosaurs. Dinosaurs, guys. Oh my gosh. Look at the look at this. Jurassic World, guys.
Protect the kids. Protect your kids. Yeah. Sometimes you have to watch what they watch. Tell me.
Watch what they watch, guys. This is crazy, guys. This is Jurassic World, you know. Jurassic World. And we sent our kids to bed just before this happened.
We didn't even know this was gonna happen. This is crazy. This is crazy, guys. Guys, watch what your kids are watching. Be careful.
It's everywhere now.
reSee.it AI Summary
I revealed internal videos and documents about Disney's G.E.T. program, which promotes altering one's body as part of being "authentically me." The program pressures employees to support transitioning co-workers. Additionally, Disney's health insurance covers surgeries labeled as "gender affirming care," funded by consumers. I also uncovered a secret PRIDE Think Tank within Disney's PRIDE Business Employee Resource Group, focused on engaging LGBTQ+ consumers and influencing content aimed at children. Stay tuned for ‘The Disney Files: Part 3.’
@JamesOKeefeIII - James O'Keefe
REVEALED: @OKeefeMedia reveals internal videos and documents exposing @Disney's G.E.T. (Gender Expression and Transitioning) program, which promotes the notion that being “authentically me” involves altering one’s natural body. The G.E.T. program video pressures Disney employees to conform to the demands of their gender transitioning co-workers. Internal documents reveal that Disney’s health insurance plans — through Kaiser, HMSA, AdventHealth, and Orlando Health Cast Advantage — cover mutilation surgeries under the guise of “gender affirming care,” funded by consumer dollars. OMG also uncovers Disney’s secret PRIDE Think Tank, part of the PRIDE Business Employee Resource Group (BERG), which is dedicated to crafting strategies to engage LGBTQ+ consumers across Disney’s products, games, marketing, and media platforms. This think tank distorts Disney’s so-called ‘family-friendly’ content with a heavy focus on sexuality aimed at children. Stay tuned for ‘The Disney Files: Part 3’... 👀 @RobertIger @DisneyStudios @DisneyTVStudios @WaltDisneyCo
Video Transcript AI Summary
Disney Files 2 exposes Disney's promotion of gender affirming care policies and LGBTQ propaganda videos for employees. The video showcases Disney employees coaching coworkers on supporting transitioning colleagues. The Disney Pride Think Tank aims to advance LGBTQ representation in Disney content. Disney is criticized for pushing a woke agenda and excluding Christian Mickey in cultural representations. The transcript ends with a call for insiders to share information with the investigative team. Stay tuned for Disney Files part 3.
Full Transcript
Speaker 0: Last time in Disney files 1, we got to take a deep dive into the internal communication channels at the Walt Disney Company, and what we found was shocking. Disney sanctioned workshops teaching young children the ways to be gay and trans, bulletin board for Disney employees into the poly swingers lifestyle, a series of Disney sponsored pride parades complete with naked men on bicycles, and that's just the beginning. In Disney Files 2, we're gonna dig even deeper into the twisted agenda that Disney is pushing at children around the world. In particular, we'll look at Disney's propensity to push their trans agenda via the gender affirming care policies, and LGBTQ propaganda videos that blatantly instruct upper level managers how to coddle and encourage their LGBTQ employees. 1st, let's start with Disney internal health care policies that allow Disney employees to access gender affirming care, a.
K. A. Trans surgery, as part of their medical plans. Now on your screen, you can clearly see that Disney offers multiple ways for their employees and their families to seek what is essentially genital mutilation through the various health insurance plans through the providers that include Kaiser, HMSA, AdventHealthcare, and Orlando HealthCast Advantage. I wanna remind the viewers that Disney makes the majority of their sales from theme park attendants and film and television viewership.
If you are a Disney customer and or shareholder, you've probably been shielded to the fact that your money is being used to pay for medical plans that actually promote for trans genital mutilation surgeries for their employees. Disney employees. Why is Disney using your money to chop off or building on additions to their genitals? Is turning their employees into transgender seriously a part of their business model? Now our OMG investigative team continued to work its way through Disney's tangled web of internal communication networks and came across this gem.
The video is called Disney GET. What is GET, you may ask? Well, Disney GET stands for gender expression and transitioning, and I'm about to show it to you. In today's rapidly evolving health care landscape and mysterious shortages of medical supplies, being proactive about your health is paramount. That's why our OMG supporters, the wellness company is proud to introduce the ultimate first aid emergency kit, meticulously crafted by its chief medical board to support life saving readiness.
When my team and I are out in the field, we always carry our TWC first aid emergency kit because in an emergency, every second counts. The upgraded kit includes essential items like epinephrine for anaphylactic reactions, several common prescription medications, and many vital first aid supplies. Additionally, it features a comprehensive first aid emergency guidebook with over 40 pages of life saving information. And you can easily replenish your supply at any time. Every kit purchased is eligible for medication replenishments for up to 2 years after purchase.
Order your first aid kit now and save 15% by using code OMG for a savings of $60 and savings of over $100 when paired with a purchase of the medical emergency kit. Whether it's ensuring access to medications, personal protective equipment, or other essentials, our commitment is to empower individuals to take control of their health journey. So order your first aid GET video you're about to watch consists of Disney employees, for lack of better words, coaching their other coworkers how to cheer, lead, and encourage their coworkers who are transitioning. The video goes on to tell employees that to support them, you need to conform to their wants. This is a tape that I can almost guarantee Disney executives do not want you to see.
Roll the tape.
Speaker 1: If you're looking to support a colleague who's transitioning, listen to what they're asking of you and show in your actions that you heard them.
Speaker 2: Let them talk. Let them do what they want to do. And if they talk to you about that, it means, like, they're, like, comfortable. One way to be a good ally to your transgender and non binary cast members is to use the pronoun and name they have given you. Meet them where they are.
Ask how they need support and actively listen to what they need to be successful in their role and in their life.
Speaker 1: It's important to be humble because you're going to mess up. Everybody messes up, and what's important is what you do next.
Speaker 2: If you have any doubts, ask. You can ask what is how they want to be identified as and what the pronouns are.
Speaker 1: Don't let your fear of messing up either using the correct pronouns or using the correct name to offset you from trying.
Speaker 3: If you don't understand something, it's it's okay not to know. But use the resources available, such as this website, for you to help educate yourself on what your colleague is going through and how you can be there for them.
Speaker 0: You can clearly see that these Disney employees are not only recommending you do those actions, but almost telling their teammates they need to take those actions. Why are they so demanding? What if you said you don't agree with their positions at Disney on conforming to these LGBTQ demands? Well, that's something we'll reveal in Disney files part 3. In this Disney files series, it is clear that within the Walt Disney Company, we are seeing what appears to be a complete woke overhaul of the once pristine Disney brand.
In addition to the Disney GET video buried deep within the Disney internal communication apparatus, our investigative reporters, with the help of a brave whistleblower inside Disney, that's right, we have people inside Disney working for us. Discovered an internal document showcasing what is likely one of their prized crown jewels in their LGBTQ Pride achievements, and they call it the Disney Pride Think Tank. We're going to show you the document that outlines the Disney Pride think tank, and what you're about to see is a document that Disney has purposely been hiding from the public. The question is, why are they hiding this from the public, if they're not ashamed of it? In the document, the Disney pride think tank and their employee resource group states, quote, the Disney pride Business Employee Resource Group, that's BERG acronym, is proud to introduce the Disney Pride Think Tank.
We are a global employee collective from across the enterprise with a passion to advance LGBTQ plus representation in our content, products, experiences, and services. By providing our expertise, perspectives, and ingenuity to the business, we seek to identify document, you can actually see a picture with Gay Mickey's. And what the Disney Pride Think Tank is trying to accomplish is, solutions to engage the LGBTQ plus consumer across consumer products, games, marketing services, and media platforms. Disney is pushing this through something they internally call the, quote, marketplace committee and creative content review committee. In the creative content review committee, they aim to support all content creators within TV, film, animation, creative marketing, and publishing by providing feedback at any step in the creative development process, scripts, character design, animation, episode, investigating Disney, we have seen how they are essentially saying their employees either conform to this agenda, or they will be outcast.
For example, look at what Disney is secretly showing about different cultures with Mickey logos Here's what the design team at Disney made and as you can see, they have Muslim Mickey, black Mickey, Jewish Mickey, native American Mickey. Do you notice anything unusual here? Well, they're missing Christian Mickey. As the rest of the stock market is way up, on CEO Bob Iger's watch, Disney stock is down more than 30% over the past 5 years. It is truly amazing that over half a decade, Walt Files part 3, and let us know what you think in the comments below.
And if you're a brave insider like the person we're currently talking to inside Disney or Hollywood or media or basically anywhere else, because Lord knows everything is pretty much systemically corrupt at this point, please contact us at tips.okiefmediagroup.com or on our phone number on signal 914-315 415. Our reporters will immediately respond to you. Thank you very much. This is James O'Keefe reporting on Walt Disney Company, and stay tuned for Disney Files part 3.