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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.

IBM CEO Arvind Krishna is seen in an internal video pressuring employees to discriminate in the hiring process or face termination and loss of bonuses. The video, leaked by an insider, shows Krishna emphasizing the need to increase representation of underrepresented minorities and gender diversity. He specifically mentions the need to reach 13% representation for blacks and mid-teens for Hispanics. However, he states that Asians are not considered an underrepresented minority in the tech industry. The video also features Red Hat CEO Paul Cormier discussing the accountability and efforts to improve diversity and inclusion within the company. The leaked video has sparked controversy and raised concerns about potential violations of Title 7.

IBM CEO Arvind Krishna is seen in an internal video pressuring employees to discriminate in the hiring process or face termination and loss of bonuses. The video, leaked by an insider, shows Krishna discussing racial quotas and the need to increase diversity. He specifically mentions underrepresented minorities and gender diversity, but states that Asians are not underrepresented in the tech industry. The CEO of Red Hat, a software company owned by IBM, also mentions holding executives accountable for diversity goals. The video has sparked controversy, with several state attorney generals warning against the use of racial discrimination in hiring. Elon Musk has also criticized diversity, equity, and inclusion (DEI) programs.

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.

The speaker reports that Molson Coors will be making changes to its policies after the speaker raised concerns about their DEI initiatives. Coors will eliminate woke DEI trainings, and employee resource groups will become business resource groups open to all employees. Coors will no longer donate to divisive events like pride events, but will instead focus on hometown communities and core business goals. Employee and executive compensation will no longer be tied to DEI hiring goals, and supplier diversity goals that give preferential treatment to diverse suppliers will end. Coors will no longer participate in the HRC CEI scoring system. The speaker says the company's leadership team emphasized unity and neutrality, and that work should be about work, not divisive social and political issues. The speaker encourages listeners to subscribe for $5 a month to support their work and to use the Public Square app to find non-woke companies.

The speaker addresses the public perception of an apology tour and advertisers leaving. They mention speaking to Bob Iger and express their disinterest in having advertisers if they are being blackmailed with money.

I have some breaking news. State Farm has just informed us that they've fired their vice president. This follows a video where he stated that California residents shouldn't build in the desert and admitted to being biased against white people, expressing a desire to hire more Hispanic and Latino individuals. Gina Morse Fisher, the corporate communication specialist at State Farm, stated that these assertions are inaccurate and don't represent State Farm's views. They also don't reflect their position regarding the victims of the California tragedy or their hiring practices. The individual in the video is no longer affiliated with State Farm. It makes you wonder if other insurance executives feel the same way, though they'd never say it on the record.

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.

Elon has called out blatant discrimination at IBM, where CEO Arvind Krishna allegedly coerces employees to meet racial hiring quotas or face reduced bonuses. Krishna stated that to improve diversity, companies must increase representation of underrepresented groups, specifically aiming for around 13% for Black employees and mid-teens for Hispanic employees. He noted that Asians are not considered an underrepresented minority in tech. Additionally, leaders at Red Hat have faced consequences for not adhering to these diversity standards, resulting in their departure from the company.

There is a public perception that the apology tour was a response to online criticism and advertisers leaving. Speaker 1 expresses their hope that advertisers who try to blackmail with money should go away. Speaker 0 asks about the economics of the situation and whether the business model needs to shift away from pleasing everyone. Speaker 1 acknowledges the need to sell advertising but believes the boycott will kill the company. Speaker 0 suggests that advertisers may argue that Speaker 1's inappropriate comments caused their discomfort. Speaker 1 wants to see how the world responds.

The speaker discusses the leadership and integrity of the company in the context of recent changes. They begin by naming Tyler Boyer and express a personal liking for him, followed by a clarification of roles, noting, “I’m you're the chairman and the CEO.” The speaker then asserts, “I Tyler Boyer is asexual deviance,” presenting this as part of the factual or descriptive claim about Tyler Boyer within the company. The speaker questions the appropriateness of extending grace or leniency toward Tyler Boyer on the grounds of his hospital visit, stating, “Why do we have to, like, give because he was at the hospital, give him grace. It’s like, no.” This line signals a call to treat the situation as one requiring accountability rather than indulgence. Following that, the speaker shifts focus to the current state of the company’s leadership, emphasizing the importance of realism about who is at the helm: “This is the comp this is now now what’s at the head of the company. Charlie’s not there.” The implication is that Charlie is no longer part of the leadership, and the speaker is stressing the need to understand what the company now stands for under new or evolving leadership. A central point in the speaker’s argument is ensuring the company remains committed to truth. They state, “We wanna make sure that this company is going to be committed to truth.” This commitment is framed as a prerequisite for the company’s ongoing identity and integrity, particularly in light of leadership changes. The speaker also emphasizes that there must be clarity about whether the company will continue to care about certain issues or maintain focus on them. The claim is that the organization should not be sending messages that discourage concern about these issues, but rather should remain focused on them. This leads to the core question the speaker raises: “we need to decide whether this is still the same company.” In conclusion, the speaker reiterates the need for determination about the company’s continuity of mission and identity in the wake of leadership changes, asking, “Right? Is this still the same company?” They close with a fragment referencing “the McCoy,” suggesting a further point or example to be considered in relation to the company’s ongoing status.

IBM has been hit with leaks revealing disturbing information about their programs and practices. The leaks include an anti-white ally pledge, where employees are encouraged to actively promote racist ideas. IBM executives' pay is tied to the success of these programs, and employees who do not actively promote them are not rewarded with badges. Diversity training is mandatory within IBM, and employees are encouraged to publicly pledge their support for the company's anti-white definition of allyship. Executive compensation is directly tied to promoting these ideas. The leaks also reveal that IBM has internal presentations focused on the evils of being white and book clubs where anti-white books are read.

Elon has called out IBM for what he describes as blatant discrimination. An internal video reveals IBM CEO Arvind Krishna pressuring employees to meet racial hiring quotas, threatening to reduce bonuses if they fail to do so. He specifies targets for underrepresented groups, stating that for Black employees, the goal is around 13%, and for Hispanics, it’s in the mid-teens. He also notes that Asians are not considered underrepresented in tech. Additionally, there have been multiple leadership changes at Red Hat due to non-compliance with these diversity standards.

Speaker 0: Apology tour due to online criticism and advertisers leaving. Speaker 1: Bob Ives was interviewed today. Stop. Speaker 2: I don't want advertisers who try to blackmail me with money. Go fuck yourself. Speaker 1: I understand. Bob, if you're here, let me ask you. Speaker 2: That's how I feel. No advertising. Speaker 1: What are your thoughts?

The Harley Davidson CEO is a strong advocate for sustainability and DEI initiatives, aligning the company with globalist and woke agendas. He signed onto the UN Global Compact for LGBTIQ+ inclusive businesses and aims to transform food and financial systems. The CEO's commitment to wokeness has sparked concerns among customers. Viewers are encouraged to voice their opinions to Harley Davidson to potentially change the company's direction.

We're outside the house of IBM's CEO, Arvind Krishna, in Connecticut. We're trying to locate him to get answers about allegations of discrimination against Asians in the company. Despite reaching out to us, IBM employees face challenges and we seek accountability through journalism. We're at his door, hoping for a reaction during an all hands call inside. However, it seems he's not present today. We question whether Arvind Krishna, who is on the board of Northrop Grumman and the Federal Reserve Bank of New York, should resign from IBM given his comments. We'll continue our search for him.

IBM subsidiary Red Hat is facing backlash for its alleged discriminatory hiring practices. An internal document reveals that Red Hat had an allyship program resembling a religion, with employees expected to follow 10 commandments. Failure to comply could result in termination. Some of the commandments include acknowledging that the black community owes nothing, avoiding white saviorism, and not seeking recognition. This story has sparked outrage within corporate America, with numerous reports of similar experiences. The source of the document remains anonymous, and the issue continues to be investigated.

Elon has called out blatant discrimination at IBM, supported by an internal video revealing CEO Arvind Krishna pressuring employees to meet racial hiring quotas. He stated that bonuses would be reduced if targets for underrepresented groups were not met. Specifically, he mentioned aiming for around 13% representation for Black employees and mid-teens for Hispanic employees, while noting that Asians are not considered underrepresented in tech. Additionally, leaders at Red Hat have faced consequences for failing to adhere to these diversity standards, resulting in their departures from the company.

Speaker 0: Apology tour, if you will. There was criticism and advertisers leaving. We talked to Bob Ives today. Stop. Speaker 2: Don't advertise. If someone tries to blackmail me with money, go fuck yourself. Speaker 1: It is clear. Hey, Bob. If you're in the audience. Speaker 2: That's how I feel. Don't advertise. Speaker 1: How do you think then?

Toyota is changing its business partnering groups to focus solely on business-related topics like mentoring, networking, professional development, and volunteering. They will focus on STEM education and workforce readiness, ceasing sponsorship of cultural events unrelated to STEM and pride camps. Toyota is also withdrawing from the Human Rights Campaign (HRC) CEI scoring system after over a decade of participation, despite Lexus being recognized by the HRC as a strong supporter. The speaker views this as a victory for sanity and encourages viewers to continue sharing these stories. They advocate for companies to remain neutral on divisive issues and focus on business, product, and service. The speaker is also involved in disaster relief efforts in East Tennessee.

McDonald's has announced significant changes to its diversity, equity, and inclusion (DEI) policies. They are retiring aspirational representation goals, pausing external surveys related to DEI, and discontinuing their supply chain's DEI pledge in favor of a merit-based system. The diversity team will now be referred to as the global inclusion team, which some view as unnecessary. The focus is shifting towards corporate neutrality, meaning companies should avoid involvement in divisive political issues and concentrate on their core business. This movement aims to encourage companies to prioritize performance and customer satisfaction over political agendas. Supporters are encouraged to subscribe and share their mission to reform corporate policies.

The speaker addresses the public perception of an apology tour and clarifies their stance. They express their disapproval of advertisers trying to blackmail them with money and emphasize that they don't want them to advertise. The speaker discusses the potential need to shift away from advertising in their business model. They mention Linda Yaccarino's role in selling advertising and argue that the advertising boycott will harm the company. The speaker predicts that advertisers will blame them for the company's demise due to their inappropriate statements on the platform. They challenge Earth's response to this accusation.

The speaker addresses the public perception of an apology tour and clarifies their stance. They express their disapproval of advertisers trying to blackmail them with money. The speaker suggests that the business model may need to shift away from advertising if it means being beholden to those with opposing views. They mention Linda Yaccarino's role in selling advertising. The speaker believes that the advertising boycott will ultimately kill the company, and they plan to document it. They anticipate that advertisers will blame them for the company's demise due to their inappropriate statements. The speaker challenges Earth's response to this accusation.