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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.

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Affirmative action and DEI are forms of anti-white racism, creating a structural disadvantage for white men in jobs, contracts, and schools. This undermines the meritocracy and opportunity that America has offered immigrants for over a century. Arvind Krishna, CEO of IBM, supports this racial hierarchy by urging employees to hire fewer white men or face pay cuts. The leaked video exposes the reality of corporate America's DEI initiatives, which punish those who push back against racism. This widespread form of Jim Crow is incompatible with the United States. The Civil Rights Division's Justice Department is doing nothing about it, but Stephen Miller and America First Legal are taking action. The system is designed to crush spirits and break people.

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A study showed white employees advance faster in corporate careers than black, Hispanic, or Latinx colleagues. Mentorship is crucial for minority retention and advancement. The speaker admits to early inclusion mistakes as a manager, assuming diversity alone would create a welcoming environment. Feedback revealed some team members felt excluded due to lack of representation. Treating everyone equally doesn't guarantee fairness due to historical biases favoring certain groups. Building an inclusive environment requires proactive efforts to address systemic inequalities.

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Disney is accused of discriminating against white men in their hiring practices, according to an undercover investigation by Project Veritas. The investigation includes interviews with a senior vice president at Disney, Michael Giordano, who claims that white men are not considered for promotions and that diversity is prioritized over merit. Giordano also alleges that Disney uses code words and buzzwords to justify their discriminatory practices. The investigation suggests that Disney's focus on diversity has negatively impacted the company's performance, with their stock performing poorly compared to the S&P index. The investigation is part of a series on Disney's woke policies and discrimination.

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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.

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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.

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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.

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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.

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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.

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Affirmative action and DEI are forms of anti-white racism that put white men at a disadvantage in jobs, contracts, and schools. This undermines the idea of meritocracy and tells new immigrants that white men are the problem. The leaked video of IBM's CEO, Arvind Krishna, shows him instructing employees to hire fewer white men or face pay cuts. Another employee from Red Hat, an IBM subsidiary, revealed that those who opposed DEI initiatives were fired. These videos expose the reality of corporate America's widespread and vicious form of Jim Crow. The Civil Rights Division's Justice Department is not addressing this issue, but Stephen Miller, founder of America First Legal, is taking action. This blatant discrimination destroys lives and crushes spirits.

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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.

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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.

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The video shows an undercover operation exposing a Disney vice president for discriminatory hiring practices. The vice president was caught on tape saying they don't hire white males. The video also promotes a medical emergency kit and ends with the undercover team interacting with bystanders in Hollywood. The vice president drives away in a Tesla when confronted. Stay tuned for more parts of the Disney expose.

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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.

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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.

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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.

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IBM's CEO addresses the controversy surrounding the company's decision to pull advertising from a certain platform. He clarifies that IBM has no position on the platform's content but wants to avoid having their ads next to objectionable material. He emphasizes the importance of inclusivity and diversity within the company but denies any illegal practices. The CEO mentions that the 5% diversity target for executive bonuses is not a quota but rather a way to ensure a diverse pool of candidates. He highlights IBM's history of inclusivity and urges employees not to respond to inflammatory statements. The CEO concludes by expressing optimism about the company's performance and addressing various questions.

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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.

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Internal IBM Slack messages obtained by the speaker reveal discontent towards their reporting. The messages highlight the significance of the story within IBM and its subsidiary, Red Hat. One individual, Brenton Conaboy, suggests that opposition from certain people indicates they are on the right track. Another person, Jay Ryan, blames the speaker for initiating the conversation and expresses a desire to harm individuals online. Chris Galahue, a technical marketing content writer, acknowledges the purpose of the speaker's work and questions whether it should be allowed. The speaker also mentions Matthew Solis, an IT support engineer, who doubts the speaker's credibility but is contradicted by his CEO's confirmation of the events. The speaker claims to possess unedited footage and documents from numerous IBM and Red Hat employees.

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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.

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Disney has faced allegations of discrimination against white males in hiring and promotions. Employees have reported that the company prioritizes diversity over qualifications, with some stating that they were explicitly told white candidates were not being considered. There are claims that management bonuses are linked to hiring non-white candidates, and that certain roles are intentionally filled by diverse candidates, regardless of their qualifications. Disney's focus on diversity, equity, and inclusion (DEI) has reportedly led to a decline in its financial performance. Critics argue that this approach undermines merit-based hiring and has contributed to the company's recent struggles. The situation raises concerns about potential legal repercussions and the overall impact of DEI policies on Disney's corporate culture and profitability.

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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.

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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.

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Internal IBM Slack messages obtained by the speaker reveal discontent towards their reporting. The messages highlight the significance of the story within IBM and its subsidiary, Red Hat. One individual, Brenton Conaboy, suggests that opposition from certain people confirms the speaker's credibility. Another person, Jay Ryan, blames the speaker for initiating the conversation and expresses a desire to harm individuals online. Chris Galahue, a technical marketing content writer, acknowledges the purpose of the speaker's work and questions whether it should be allowed. Matthew Solis, a senior IT support engineer, doubts the speaker's trustworthiness but is contradicted by his own CEO's confirmation of the events. The speaker teases further revelations from numerous insiders.

Lex Fridman Podcast

Ginni Rometty: IBM CEO on Leadership, Power, and Adversity | Lex Fridman Podcast #362

Guests: Ginni Rometty

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Ginni Rometty discusses her experiences as CEO of IBM, emphasizing the necessity of making unpopular decisions for long-term success. She highlights the challenges of transforming a century-old company, focusing on what should endure while adapting to modern needs. Rometty underscores IBM's mission-critical work, stating that the company is fundamentally about being essential to the world, particularly in software, consulting, hybrid cloud, and AI. She reflects on the importance of speed and agility in large organizations, sharing her experience of reducing management layers to enhance decision-making and responsiveness. Rometty emphasizes the need for a culture of continuous learning and adaptability, advocating for hiring based on a willingness to learn rather than solely on traditional qualifications. She believes in building skills from within and fostering a diverse workforce to drive innovation. Rometty also addresses the balance between stakeholder interests and profitability, asserting that a company must consider multiple stakeholders to endure over time. She recounts the existential challenges IBM faced during her tenure, including significant revenue declines and the need for reinvention, which involved divesting from certain areas while investing in new technologies like cloud computing. She shares personal anecdotes about her upbringing, the influence of her family, and the lessons learned from adversity. Rometty discusses the importance of mentorship and the role of women in leadership, noting the unique pressures they face. She encourages young people to embrace curiosity, ask questions, and practice patience in their careers, believing that a fulfilling life comes from leaving things better than they were found. Ultimately, Rometty's philosophy centers on the idea of "good power," which involves using one's influence to effect positive change in society while navigating the complexities of leadership with empathy and integrity. She concludes by stressing the significance of relationships and community in achieving meaningful goals.