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IBM CEO Irvind Krishna is facing allegations of systemic anti-whitism within the company. James O'Keefe obtained internal communications revealing that IBM incentivizes managers to not hire white people and even threatens to withhold bonuses or fire them if they do. The videos, from 2021, have sparked an investigation by the Justice Department for discrimination. Krishna discusses the need to increase representation of underrepresented groups, such as blacks and Hispanics, while stating that Asians are not considered an underrepresented minority in the tech industry.

An HR director for Summit Public Schools stated that when choosing between a white and black applicant, he'll choose a black applicant "no matter what," which is a violation of California state law and the school's policy. The HR director said they look for transgendered people and people of color to teach the school children, saying, "we just naturally look for those folks." The HR director said the school would avoid hiring MAGA people and that DEI questions are included in the hiring process to cut out candidates who are not politically aligned. He gave an example of a scenario-based question about how a teacher would respond to a student with different political values, saying that if the candidate wants to make sure the student learns about conservative values, "that's probably not what we are looking for."

We shouldn't hire inexperienced individuals at this moment. It's not the time for on-the-job training or bringing in rookies. We need people with experience.

We need to have a conversation about what's preventing us from approaching things differently. Flight operations are heavily dominated by white males, and we need to acknowledge that. Let's imagine a future where the program is representative of the whole world. These discussions may be uncomfortable, but change won't happen unless we embrace discomfort and support each other.

MGM Resorts' DEI practices were investigated, focusing on Albie Vilarde, Director of Casino Marketing. Vilarde stated he would hire an African American over a white candidate with equal merits, citing "cultural fit." He also said that whites don't fit well with his team, regardless of qualifications. HR allegedly instructs hiring managers to replace departing female employees with female hires, based on turnover summaries. Similarly, if an Asian host leaves, they aim to replace them with someone of Asian culture. Vilarde seeks diversity-based companies over standard ones for business. When contacted for comment, Vilarde declined to discuss the statements made to an undercover journalist, ending the call.

MGM Resorts' DEI practices were investigated, focusing on Albie Vilarde, Director of Casino Marketing. Vilarde stated he would hire an African American over a white candidate with equal merits, citing "cultural fit." He also said that whites don't fit well with his team, regardless of qualifications. HR instructs hiring managers to replace departing female employees with female hires based on turnover summaries. Similarly, if an Asian host leaves, they aim to replace them with someone of Asian culture, seeking qualities that resonate with that customer base. Vilarde prefers working with diversity-based companies over standard ones. When contacted for comment, Vilarde declined to discuss the statements made to an undercover journalist regarding hiring practices based on race and gender.

It's crucial to address racial diversity. The Rhode Island federal court, with its all-white judicial officers and mostly white staff, exemplifies a lack of diversity. This is partly due to low turnover, making change difficult. However, our probation department, previously all-white, has transformed. We intentionally hired people of color to better reflect the community it serves. Imagine being a young African American defendant, entering a majestic courtroom, led by a white U.S. Marshal, surrounded by white faces. You might wonder, "Do they understand me? Can they relate to my life?" When your life is in their hands, representation matters.

In most meetings I attend, I'm the only non-white person. The top positions in Scotland are mostly held by white individuals, including the lord president, high court judges, law enforcement officials, medical officers, and trade union leaders. This lack of diversity extends to the Scottish Government, where all director generals and public body chairs are white. This lack of representation is unacceptable. Translation: In most meetings I attend, I'm the only non-white person. The top positions in Scotland are mostly held by white individuals, including the lord president, high court judges, law enforcement officials, medical officers, and trade union leaders. This lack of diversity extends to the Scottish Government, where all director generals and public body chairs are white. This lack of representation is unacceptable.

MGM Resorts' DEI practices were investigated, focusing on Albie Vilarde, Director of Casino Marketing. Vilarde stated he would hire an African American over a white candidate with equal merits, citing "cultural fit." He also indicated that white individuals may not connect with MGM's casino guests. HR allegedly instructs hiring managers to replace departing female employees with female hires, based on turnover summaries. Similarly, if an Asian host leaves, they aim to replace them with someone of Asian culture. Vilarde mentioned seeking qualities that resonate with the customer base when hiring. Vilarde prefers working with diversity-based companies over standard ones. When contacted for comment, Vilarde declined to discuss the hiring practices.

A senator questioned a State Department official about an email detailing alleged discriminatory hiring practices. The email stated that certain candidates could not be hired because they have a disability, are white men, are straight white men, or are not of the "right religion." The senator asked the official, appointed in April 2021 and responsible for introducing fundamental changes to State Department hiring, if they were aware of these practices. The official stated they could not comment. The senator then asked if the official, as chief diversity officer, was arguing that discrimination was not happening at the State Department.

Google's AI shows bias against white people. The board of directors has 6 white members and 4 people of color. The AI struggles with generating images based on race. It's concerning how AI treats people differently based on skin color. The board's diversity is below average. Hiring decisions should focus on qualifications, not race. The culture wars distract from real issues like wealth inequality and eroding free speech. Stay focused for the upcoming election.

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.

General, do we have too many white officers in the Air Force? Your memo from August indicates a desire to reduce white officers by about 9%. How did you determine that 67.5% of officers should be white, 13% Black, 10% Asian, 1.5% American Indian/Native Alaskan, 1% Native Hawaiian/Pacific Islander, and 15% Hispanic/Latino? These numbers seem to suggest an obsession with race-based politics in the military. Are these percentages based on the demographics of the nation? Did you contemplate overall force percentages? We looked at providing opportunities for anybody who wants to serve. If that were the aim of the memo, I wouldn't be asking these questions. But the memo suggests there are too many white officers.

Commissioner Thorne appointed three special counselors, paying them all the same hourly rate. However, there is criticism that they only target one of them. The commissioner hired a white woman, a white man, and a black man, all of whom are highly skilled and close friends. Some people accuse the commissioner of playing the race card when she questions why only one counselor is being questioned. They also question her need for outside expertise when she has been in her position for almost 30 weeks.

He recommended someone he knew and respected to run NASA, but the speaker didn't think it was appropriate because the person was a Democrat. The speaker stated, "We won. We get certain privileges. And one of the privileges, we don't have to appoint a democrat." The speaker said NASA is very important and that General Cain will be picking someone, and they will be checking them out. The speaker understands why the person who made the recommendation is upset, noting "he was here for a long time" and "was very happy when he stood behind the oval desk."

He recommended someone he knew and respected to run NASA, but the speaker didn't think it was appropriate because the person was a Democrat. The speaker stated, "We won. We get certain privileges. And one of the privileges, we don't have to appoint a democrat." The speaker said NASA is very important and that General Cain will be picking someone, and they will be checking them out. The speaker understands why the person who made the recommendation is upset, noting "he was here for a long time" and "was very happy when he stood behind the oval desk."

An HR director for Summit Public Schools stated that in choosing between a white and black applicant, he'll choose a black applicant "no matter what," which is a violation of California state law and the school's policy. The HR director said they look specifically for transgendered people and people of color to teach the school children, saying, "we just naturally look for those folks." The HR director said the school would avoid hiring MAGA people and that DEI questions are included in the hiring process. He gave an example of a scenario-based question where a student talks about a different political value than the teacher, and how the candidate responds. He stated that if the candidate says they want to make sure the student learns about conservative values, that is "probably not what we are looking for."

The speaker emphasizes the need for more diversity in the public service, particularly in senior positions. They suggest setting targets and implementing dedicated recruitment campaigns to encourage people from ethnic minority backgrounds to join. They highlight the lack of representation in various sectors, including the health service, defense forces, education, and civil service. The speaker believes that visibility and opportunities for people of color are crucial. Another speaker lists numerous positions and roles that are predominantly held by white individuals, ranging from high court judges to trade union leaders, highlighting the lack of diversity in these areas.

In an unexpected turn, it seems that only white Jewish men are being considered for C-suite positions. Now, let's introduce Michael Giordano, a white male and senior vice president of business affairs at Walt Disney, based in Los Angeles. He handles negotiations related to children's content.

A speaker questions why a black lawyer with impressive credentials was attacked. The lawyer has years of experience as a judge, ran a successful private practice, and received awards. The speaker wonders why the lawyer's judgment was accepted when hired by a white male Republican in another county, but not when hired by a black female Democrat. The speaker emphasizes that they respect the elected official's decision and believes in hiring based on diversity and quality. The speaker concludes by stating that all three special counselors are exceptional and asks why they are being questioned.

The speaker argues that the opposing team has more "whiteness" on their side, which they believe is detrimental to the representation of queer people. They propose voting for their pick to support the cause without the influence of whiteness. They dismiss the claim that they are taking over someone else's labor and argue that it is just a technicality of debate. They reject the accusation of trans exclusion and assert that discussing their sexuality on a livestream is uncomfortable for them. They criticize the opposing team for telling them how to advocate and link it to racism. They also condemn the use of black suffering as an example of advocacy by a white person. They claim that this argument was dropped and should be considered.

Let's discuss the lie of DEI and, more importantly, the myth of meritocracy. We've been saying for centuries that meritocracy doesn't exist within a system of white supremacy. Under the lie of white supremacy and its systems of whiteness, these racist systems in place since the founding of the country, true meritocracy is impossible. Consider the president-elect, the chosen cabinet members, and the incoming administration. These appointments weren't earned; they exemplify white privilege and white supremacy hires. These individuals literally bought their positions in the White House with their wealth.

Ich vertrete einen intersektionalen Ansatz und halte die Beschränkung auf das Merkmal Geschlecht für überholt. Es gibt zwar einen Diversitätsbeauftragten, der erst seit drei Monaten im Amt ist, aber ich würde gerne mehr über das Verständnis von Diversität und den Auswahlprozess erfahren. Bei der Besetzung einer Gleichstellungsbeauftragten würde man nicht auf die Idee kommen, einen Mann zu wählen. Daher frage ich mich, warum bei der Besetzung des Diversitätsbeauftragten nicht eine Person gewählt wurde, die nicht weiß positioniert ist, und wie diese Entscheidung zustande kam. --- I represent an intersectional approach and consider the focus on gender characteristics outdated. There is a diversity officer who has only been in office for three months, but I would like to know more about the understanding of diversity and the selection process. When appointing an equality officer, it would not be considered to choose a man. Therefore, I wonder why a non-white person was not selected for the diversity officer position and how that decision was made.

Speaker 0: Hi, Michiganders, specifically Detroiters. Do you guys care that Charlie Kirk has passed away? Yeah. I didn't think so because my district is primarily black people, and Charlie Kirk said awful things about black people. So, no, I think my district will like me because I advocate for them as a white person. So

The speaker argues that the opposing team has more "whiteness" on their side, which they believe is detrimental to representation in the queer community. They propose voting for their pick to support the cause without the influence of whiteness. They dismiss the claim that they are taking over someone else's labor and argue that it is just a technicality of debate. They reject the accusation of trans exclusion and assert that discussing their sexuality on a livestream is uncomfortable. They criticize the opposing team for telling them how to advocate for their cause, linking it to racism. They also condemn the use of black suffering as an example of advocacy by a white person. They claim that this argument was dropped and cannot be responded to in the final focus.