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The speaker questions if the council agrees they must always seek the best knowledge and stop harmful policies. The meeting chair interrupts due to time constraints, leading to a discussion about fairness in enforcing rules. The speaker reiterates their question about the council's obligation.

We need to be able to have difficult conversations about diversity, equity, inclusion, and accessibility (DEIA). This is especially important now, given our current climate of differing opinions. A new tool uses avatars and trained individuals to help facilitate these conversations. The trained person can adjust the conversation's intensity as needed. This is crucial practice for everyone—airmen, guardians, and civilians of all ranks—to learn how to navigate challenging discussions effectively. These conversations are essential for growth and understanding.

Adam Gillette from Accuracy Media confronts Tamara Nowitzky about DEI work at the university, alleging that the department was still engaging in DEI in defiance of state law and that only wording had been changed. Gillette asks if this is true. Nowitzky repeatedly responds, I can't comment, to questions about compliance with the law and whether the department has subverted it by altering language. Gillette presses further, presenting a video in which Nowitzky allegedly said she had to change the words because people are dumb. He asks if she said that, and whether the department is complying with the law or subverting it by changing words. Nowitzky again declines to comment, saying, I can't comment, and does not provide direct answers to whether there were thoughts or criticisms about taxpayers who oppose funding DEI, potential loss of state or federal funds, or a message to legislators who passed a law banning DEI at universities. Gillette notes that Nowitzky had commented extensively in the video, and asks for clarification about whether she misspoke or if the statements are accurate. Nowitzky responds with fragmented phrases: “I can't come,” followed by partial words from Gillette’s prompt, and then, “Most of your progressive. Of your faculty faculty,” seemingly offering insufficient, disconnected remarks. Gillette continues to seek any thoughts on whether a predominantly progressive faculty fosters a welcoming environment for students who don’t share those values, but Nowitzky again says, I can't comment. Gillette indicates that investigators spoke with several staffers and found that the psychology department and other departments had changed wording but were continuing the same DEI work. He asks Nowitzky for comments on these findings. Nowitzky states that the university is “fully compliant with House Bill four and all federal laws and policies and procedures with respect to that issue.” He acknowledges this while also noting concerns raised by Tamara Nowitzky in the psychology department about the claim that they “just changed the words because people are dumb.” In closing, Gillette mentions the recorded comments and complaints alleging that the university continued DEI work in defiance of state law, despite the purported word changes. The exchange ends with Nowitzky reiterating the university’s position of compliance and presenting the conflicting claim from a department member about altering wording, rather than altering the underlying DEI work.

During a congressional hearing on antisemitism, the speaker admits to not fully considering the gravity of a call for the genocide of Jewish people on their university campus. They acknowledge that such a call is deeply threatening and intended to terrorize a community that has historically faced persecution. The speaker believes that this kind of speech should be considered harassment or intimidation. They express the need to reevaluate their university's policies in light of the increasing prevalence of hate. The speaker, along with the Provost, plans to initiate a thorough examination of these policies to ensure a safe and supportive environment for all.

The speaker asks if the other person has received any emails from colleagues, but the other person wants to know the question. The speaker then mentions that the State Department's internal email system has added pronouns to the "from" line without people's choice. They question why this decision was made and who made it. The other person says they haven't seen this phenomenon and offers to look into it. The speaker insists that it should be a choice and not imposed by the State Department, especially if the pronouns are incorrect. The other person agrees to investigate and thanks everyone.

The speaker denies inventing the state law banning DEI in higher education. Student-funded programs are not affected by changes in regulation and law. Programs are being moved to student activity fee funding to circumvent the ban. Department money cannot be used for outreach and education, but partnerships with student government are allowed. Although scholarships are taxpayer-funded, student funding is not affected by regulation. The name of DEI programs may be adjusted for logistical and political purposes. The goal is to maintain services for students, despite potential adjustments to program names.

The speaker questions whether the board of regents would be bothered to learn that university staff are allegedly circumventing the university's claim of eliminating DEI by continuing to promote it under different names.

I attended a division meeting and learned that we must standardize our email signatures, which now cannot include pronouns. This affects those with gender-neutral names who use pronouns to avoid misgendering. While I agree with standardizing signature blocks to include titles and credentials, removing pronouns seems unnecessary. I've also just received notice that my term is ending in April, so I'll be job hunting soon.

Equity work is still happening on campus. There have been renamings, revisions, and recalibrations of news.

The discussion revolves around the impact of diversity, equity, and inclusion (DEI) on medicine. The speaker believes that lowering standards for doctors due to DEI programs could lead to more mistakes and harm patients. However, there is a disagreement about whether these standards have actually been lowered, with one side claiming evidence of such changes at Duke University. The conversation ends with a disagreement on the existence of evidence to support these claims.

The speaker states they attempted to communicate something and acknowledges the other person's job. They claim to be looking out for everyone.

The discussion revolves around the impact of diversity, equity, and inclusion (DEI) programs on medicine. The speaker believes that lowering standards for doctors due to DEI initiatives may lead to more mistakes and harm patients. However, there is a debate about whether these standards are actually being lowered. The conversation also touches on the importance of accuracy in information sharing and the role of real-time corrections in online platforms like X. The speaker emphasizes the value of community feedback in correcting misinformation.

Byron Thedford? That's me. Oh, we received a report that you were pushing DEI in defiance of the state law and seeking loopholes to get around the law. Is that true? It's not. No, sir. You've never talked about pushing loopholes to get around the law? I haven't. No. What about this video?

The speaker discusses the concept of unstated affirmative action, where colleges or universities prioritize diversity without publicly acknowledging it. They give an example from their law school, emphasizing the importance of diversity during faculty hiring. However, they caution against explicitly stating that a candidate should be preferred for diversity reasons during committee meetings. While this approach is easier to implement for faculty hiring, it becomes more challenging for student admissions due to statistical measures.

Not everyone will agree with our strategies and priorities on this topic, but it's crucial to acknowledge that. We need to integrate leader accountability, representation, and inclusive behaviors into job responsibilities. Even if some individuals don't believe in it, they still have to adhere to these values and expectations to be part of the company. This may lead to a change in their mindset or their departure, which is a natural part of the process. Accountability is essential for everyone, and it comes with transparency.

Adam Killeb from Accuracy and Media states he received a report that the staff is pushing DEI despite the board of trustees ban. He then addresses someone as Janique Sanders.

The speaker discusses the appointment of a new minister and the potential changes they may bring. They mention the possibility of implementing new policies and regulations. The speaker also mentions the involvement of certain individuals in the decision-making process. The transcript repeats the same phrases multiple times. The content is not clear due to the repetition and lack of context.

In the education system, we will consider their identities and take those reports. Additionally, I have another message.

My daughter is transgender, and we're seeking a school district that is accepting. I've heard your district is diverse, and we have family in the greater Dallas area. Can you share your policies regarding transgender students?

We're creating opportunities for difficult conversations about diversity, equity, inclusion, and accessibility (DEIA). A trained person will conduct these conversations using an avatar, adjusting the conversation's intensity as needed. Today's climate demands we address challenging topics and differing viewpoints. It's crucial for airmen, guardians, and civilians—enlisted and officers—to practice navigating these difficult discussions. This training allows us to improve our skills in handling these conversations and building better understanding.

Adam Gillette of Accuracy and Media confronted Melissa Newhouse about a report that her department was “explaining how you do DEI and defiance of state law.” Newhouse denied knowledge of that claim, noting their offices were closed when approached by the investigator. In the video that Gillette referenced, Newhouse was shown or described as saying that the buildings “now have to allow the whites and the privileged people.” Newhouse responded that this was not true. She explained that, due to the law, signs and centers that previously targeted one group were changed to be “common” rather than center-specific. She stated that “the whites are there … to help effort” and clarified that the change does not affect their curriculum. During the conversation, another speaker (Speaker 2) confirmed that the class content would still cover topics such as DEI and intersectionality, and that students would continue to learn DEI as part of the curriculum if that is what the class is about. Newhouse was asked if the video showed her voice, and she questioned whether the voice might be AI-generated. She later said, “No. I didn’t,” in response to whether the person in the video was her. Newhouse described changes to the center’s name—from Multicultural Center to Common Center—and claimed the purpose was to ensure “American white people” were represented too. She emphasized that the concept is for students to feel they belong, stating, “Belonging is very important.” She highlighted the leadership team’s diversity and noted ongoing efforts in equity, access, and education, including grants for equity. She claimed these initiatives were funded by corporate money (Apple) and had not been cut, though described as quieter and less university-sponsored. Adam Gillette pressed on whether the department was continuing DEI in defiance of state law and pressed for further clarity about the signs, centers, and curriculum. Newhouse denied that the video showed her saying that whites must be allowed; she insisted the claim was not true and suggested the visuals were AI. She reiterated that the department was still pursuing equity initiatives, with ongoing funding from corporate sources. Toward the end, Gillette stated the interview and Newhouse’s denial left an impression of a disconnect between the video and her stated position, highlighting that Newhouse had initially denied the video but then claimed the voice could be AI, leading to broader questions about authenticity.

Upon returning from family leave, the speaker was surprised by the overt political environment at the university, particularly regarding DEI. Professors were upset that the university president wouldn't publicly support DEI efforts due to fear of losing funding, despite encouraging them privately. The speaker notes the psychology group was the most involved in DEI-related activities, including teaching critical race theory. The speaker believes DEI is used as a weapon, particularly through Title IX, to control thoughts and words. They cite instances where addressing a class as "you guys" or "ladies" was considered inappropriate or even sexual harassment. The speaker concludes that DEI is not about diversity, equity, or inclusion, but rather a tool for thought and speech control.

Visually, what you see is that it's gone, but really nothing. Nothing really changed. Alison Bergner explains that due to bills passed in Alabama, we're not able to hire DEI staff anymore that have that title. “each college, we've got college of education, college of business, college of nursing Mhmm.” “So, technically, we are not DEI.” UNA has done a good job at, like, still keeping the resources, and some sister universities like UAH, like, even if their DEI office was a person of one, “they didn't get fired. They just got moved.” We just have had to found trickier, more niche ways to do that, and we're still serving the same students. “Not called the same thing.” The bill is “three pages long. It is super, super vague.” They pass bills that are vague “to placate their voters.” The provost was unable to meet, but she took our information and said she'd get back with us. We never heard from anyone. If you wanna take action, click in the link where you can send one message that goes directly to all of the relevant officials.

The speaker emphasizes dedication to ensuring students feel loved and supported, expressing indifference towards their office's future, as changes are inevitable. They note that language, like themselves, always evolves, and that language is always changing. The speaker considers how to address issues and conversations, while ensuring people are seen.