#dei

Well.....just applied for a position at the HO - totally qualified. Submitted my application and within 5 seconds (I'm NOT exaggerating) - it stated my status as "NO LONGER UNDER CONSIDERATION."

I sent an email to the Talent Acquisition department and asked how it is that a response was sent immediately, when no recruiter would have had time to review?

The response / answer I received was "it was auto-disposition based on your answers."

Well, the ONLY questions I answered were regarding my race (white) and s-x.

Should Dell be included?
https://www.youtube.com/watch?v=QlhrhhcLlaI

Company's biggest downfall was implementing DEI in hiring/promotion.

This is what happens when you hire/promote incompetent people just because they are a particular race/ethnicity as opposed to hiring/promoting someone of their merit.

Verizon will be fined millions of $$$ for this and will continue to suffer as you have these people in top positions not knowing nor being qualified for the positions that they are in.

Message to the hire ups and decision makers of Verizon: Hire and promote those who earned it, not because their skin is darker.

I started with Edward Jones in 2018 and left in 2024; I am White male with a degree in finance and two of the big professional designations. Because of DEI, I never received a Good Knight, was never approached about an RTP, and never got my own office. All the while I noticed that EJ catered to the "lowest common denominator" and gave all kinds of assets/handouts, RTPs and offices to "persons of color" (an Edward Jones' term), female FA's and the "alphabet community". All to check the box of DEI, and I can say with the fullest of confidence, it was far from earned. For those of you who do not know if an FA shares/gives assets to a person who fits the DEI mold, the giving FA receives an additional 10% compensation. They seem to predominantly hire ill-educated, sales type people.

The training was a joke; it was all sales based. I never received legit training directly related to financial planning, investment analysis, portfolio management, etc. I learned all of that on my own through designations like the CFP, CIMA, and CFA Level 1. The culture is definitely a "cult" and talk about "fake friendships". It was definitely a weird social environment. Early on I stopped taking TAP trips, going to summer Regionals, and all of the other mindless meeting/events that EJ holds. I forgot to mention, I was offered a failing office from an FA that was terminated. I knew that FA and I knew how horrible to book was managed and wanted to nothing to do with it. I turned it down and they took it SO personal. If I would have fit the DEI mold, I would have been handed a "gold mine". I saw that on many occasions. It didn't really bother me, I believe in a meritocracy. I wonder how the clients would feel about it??

Anyways, I built a book from zero to Level 9, producing $850,000 in a 6-year time period. I took a million dollar check to transfer to a sophisticated firm and have transferred 85% of my book. The remaining 15% can stay put for all I care. It is nice to be around legitimately educated people who understand capital markets, investment management, and financial planning. This firm values quality over quantity and there is zero DEI cr-p. If you have formal education in finance, economic, business, etc, EJ is not the place for you. I stayed for longer than I should have due the COVID lockdown. That slowed my exit by about 2 years.

Under President Trump, some companies have been rolling back diversity, equity, and inclusion (DEI) programs, as the initiatives come under increased scrutiny. However, others have doubled down on their commitment in not hiring white males asserting that DEI programs are necessary to address historical inequities and foster a strong company culture.

In April, Resume Builder surveyed 1,216 hiring managers about their company’s commitment to DEI. The survey found that while many hiring managers believe DEI benefits the workplace, some feel these initiatives should be reduced or eliminated entirely due to the challenges they present.

Key findings:

61% of companies currently have a DEI program, 21% had one but ended it, and 18% have never had one
Of the companies that ended their DEI program, 9 in 10 did so within the past year, most citing political reasons
Among companies with DEI programs, 6 in 10 hiring managers say the company prioritizes diversity over qualifications, and 1 in 10 say their company avoids hiring white men
35% of hiring managers at companies with DEI programs feel reverse discrimination occurs
76% of hiring managers believe their company’s DEI program exists, at least in part, for appearances
Majority of Hiring Managers at DEI-Focused Companies Say Diversity Is Prioritized Over Qualifications

Over 80% of hiring managers surveyed at companies that have DEI initiatives believe their company prioritizes diversity over qualifications. Additionally, nearly one-third (31%) say their company deprioritizes candidates not considered diverse, and 80% say it avoids hiring white men. When asked about reverse discrimination, 35% of hiring managers believe it definitely (10%) or somewhat (25%) occurs at their company.

“Reverse discrimination in hiring occurs when individuals from majority groups are unfairly treated based on protected characteristics like race, gender, or age,” says Resume Builder’s Chief Career Advisor Stacie Haller. “This typically arises when employment decisions favor minority candidates over equally or more qualified majority candidates, often as an unintended consequence of DEI initiatives. Under Title VII of the Civil Rights Act of 1964, all forms of workplace discrimination based on race, s-x, religion, or national origin are prohibited, regardless of the individual’s group status. Employers must ensure that hiring practices are based on skills and qualifications, not on demographic factors, to maintain fairness and legal compliance.”

3 in 4 hiring managers feel their companies’ DEI initiatives are performative

While 78% of hiring managers say their company’s DEI initiatives are beneficial to workplace culture, there is some pushback. One in four hiring managers want to see the company’s DEI efforts scaled back (13%) or eliminated (9%). On the other hand, 25% want the company to expand its DEI efforts, while 53% prefer the current commitment to be maintained.

At the same time, 76% of hiring managers believe their company’s DEI programs were implemented at least in part for appearances, rather than being fully driven by authentic commitment.

ResumeBuilder.com survey graphic

1 in 5 Companies Eliminated DEI, Many for Political Reasons

Among those whose companies ended their DEI efforts, 73% say the initiatives were discontinued within the past six months, and 18% say in the past six months or one year.

The most common reason cited is that DEI was no longer seen as necessary in the current political climate (56%). Other reasons include ineffectiveness at achieving goals (36%), concerns that DEI led to discrimination against some groups (28%), and a lack of funding (15%).

ResumeBuilder.com survey graphic

“The Trump administration’s aggressive stance against DEI initiatives has transformed these programs into a contentious political issue. By threatening to withdraw federal funding from educational institutions that maintain DEI efforts, the administration has placed significant pressure on universities to reconsider their commitments.

“Many organizations have taken note and are also reevaluating their DEI practices so they aren’t a target for the administration. This politicization undermines the fundamental goal of DEI: to ensure fair and merit-based hiring practices. Organizations must navigate this complex landscape carefully, as their approach to DEI will significantly influence employee perceptions and the overall workplace culture,” says Haller.

Methodology

This survey, launched on April 14, 2025, was commissioned by ResumeBuilder.com and conducted online by the polling platform Pollfish. Overall, 1,216 U.S. full-time manager-level employees involved in hiring completed the survey.

To qualify for the survey, all participants had to be at least 25 years old, have a household income of at least $75,000, hold an associate degree or a higher level of education, have a managerial-level role or higher, and work at a company with more than 11 employees.

Respondents also had to indicate that they are aware of company hiring practices and are directly involved in hiring decisions at their company.

https://www.inc.com/bruce-crumley/how-eeocs-appeal-for-white-male-plaintiffs-extends-anti-dei-efforts-to-small-businesses/91280658

"Trump admin urges white men to report discrimination" - AP

"White men who "experienced discrimination" at work based on their race or s-x might be entitled to financial compensation, the US government said."

DEI/Woke leanings of Waters has, in fact, systematically targeted white, male employees.

https://share.google/5a1olAAyyFcc5nJKM

Understand that Waters dismal results are rooted in the DEI and woke policies of current leadership.

Maybe your DEI hires, well, just su-k at their jobs.

Ella Cook and Mukhammad Aziz Umurzokov ki-led as critics blast diversity programs over security measures

As the Providence Police Department continues its investigation of Saturday afternoon's Brown University mass shooting that left two dead and nine injured, the Ivy League school's head of campus safety has maintained a low profile.

Rodney Chatman serves as Brown's vice president for public safety and emergency management, a position that makes him the school's executive director of public safety and chief of university police.

His LinkedIn page says he began his career as a police officer in 2005 at the University of Cincinnati, an became a captain in that department in 2012.

In 2016, he departed for the University of Dayton, where he became the executive director of campus safety and police chief. In 2020, he moved west and became the police chief at the University of Utah. His yearlong tenure at that school was marred by controversy after he was accused of wearing a badge and carrying a g-n before officially becoming a police officer in the state, which is a crime. Those allegations were unfounded, but he spent half of his year on leave with full pay and benefits.

According to the Salt Lake Tribune, Chatman said he faced pushback for policing reforms he tried to implement at the school. He departed for Brown in 2021.

In October, two local police unions, the Brown University Security Patrolperson’s Association and the University Police Sergeants Union, issued votes of "no confidence" in Chatman, the former expressing "deep concern among the membership regarding the direction and leadership of the Department of Public Safety," according to the Brown Daily Herald.

After a gunman, who has yet to be identified and remains at large, burst into a classroom on the first floor of the urban school's Barus & Holley building on Saturday afternoon, causing death and destruction, campus security has become a focal point. The school has faced criticism regarding the ki-ler's access to the building and a lack of security cameras that could have helped in identifying the sho-ter.

Chatman has only briefly addressed the shooting in the days since it occurred, saying that three outdoor sirens on the campus did not activate during the shooting because of how quickly the event took place, according to the Rhode Island Current.

Fox News Digital has found that diversity, equity and inclusion has been a major focus for Brown's campus safety department and DEI hire Chatman himself.

"As we continue to assess and strengthen campus safety practices amid the critical national debate around policing and justice, we are set to welcome a truly accomplished leader who is ideally positioned to guide this work at Brown," Brown University President Christina Paxson said in a message announcing Chatman's hiring. "Chief Chatman will bring not only an outstanding track record in law enforcement, but also the values, skills and experiences that will enable him to effectively engage our full community in advancing safety on campus in every aspect."

On International Women's Day in March, Chatman, along with the entire Brown Department of Public Safety (DPS), celebrated the department's female officers.

"Today, on International Women’s Day, we proudly celebrate the incredible women of Brown DPS who serve and protect our community with dedication and strength," DPS said in a LinkedIn post. "A few of our officers share what makes them most proud about working in law enforcement and their advice for young women considering this career. Thank you to all of the women on our team who make our department EPIC!"

A video was attached to the post with testimonials from female officers.

"Look at our amazing team!!!! Go BRUNO!" Chatman said while sharing the post.

In a prior post on LinkedIn, Chatman asked other campus police departments to refrain from posting pictures of themselves with we-pons or performing tactical maneuvers, suggesting that it could make their communities anxious.

"To my police leaders: please consider removing pictures prominently displayed on your websites and promotional material of your officers engaged in tactical maneuvers and displaying we-pons. We all know you have them," he said. "Consider displaying your compassion, and engagement with the community that alleviates the anxiety of our presence."

Brown DPS hosts listening sessions, where students can bring their concerns to authorities, according to a webpage on the school's site.

"Within the listening session format, students are encouraged to attend to share thoughts and recommendations into matters that have the potential to impact police-community relations and campus safety programming on Brown's campus," the page said, adding that there are "many issues that are deeply concerning to us all.

"Students will also have the opportunity to learn about the department's Diversity and Inclusion Action Plan (DIAP) and to provide feedback," the page says.

In 2016, the campus security department launched its Diversity & Inclusion Action Plan (DIAP), focused on diversity within the campus safety department. Those efforts continue today.

A split image showing multiple still frames from the surveillance video taken near Brown University of a person of interest
A split image showing multiple still frames from the surveillance video taken near Brown University of a person of interest before and after a school shooting Saturday. (FBI Boston)

"Public Safety is committed to achieving a diverse workplace that supports the diverse community within Brown University," a Brown webpage says. "We understand that having a diverse group of personnel will have the capacity to foster trust with the community we serve as well as to inform and enrich our organizational climate."

In 2017, DPS brought in a transgender academic, who goes only by Dr. Scout, to lead a three-day diversity workshop on "cultural competency and community engagement (LGBTQ, transgender, diverse populations), health disparities, data collection, language tips, stigma and how it affects lives, trends, and strategies to enhance service within these communities."

In fact, DPS has a diversity statement featured prominently on one of its Brown webpages.

"We make every effort to anticipate, plan for, and respond to the needs of our diverse and ever-changing community. We seek the input and talents of all members of the University and our efforts to safeguard the campus," it says.

"Public Safety works diligently to build and sustain trust and positive relationships with the diverse community we serve at Brown," says another DPS page. "As communities all across the country continue to deal with racial unrest and police reform, we support the University's urge to confront racial injustice. We also recognize that there is always room for improvement within our organization. We will continue to work towards our commitment in establishing and building positive and respectful community relations, especially with Black, Indigenous, and People of Color (BIPOC)."

bouquet of flowers at makeshift memorial
A bouquet of flowers rests on snow, Sunday, Dec. 14, 2025, on the campus of Brown University not far from where a shooting took place, in Providence, R.I. (AP Photo/Steven Senne)

Fox News contributor Nicole Parker blasted Brown for its focus on DEI.

"For around 10 years when the DEI program was initiated at Brown, it seems that diversity was a higher priority than campus safety and now the university and its students are left picking up the pieces of their lethal failure," she said. "Woke does not work when it comes to campus safety! And sadly, two innocent students have lost their lives."

Ella Cook of Alabama and Mukhammad Aziz Umurzokov, an Uzbek national who had been living in Virginia, were ki-led in Saturday's attack.

Brown officials pointed to a Monday statement about the tragedy, which includes a list of enhanced DEI measures, in response to an inquiry about DEI and campus safety.

Chatman did not return a request for comment.

https://www.msn.com/en-us/money/companies/at-t-revenue-soars-to-1-44b-after-dei-programs-shut-down/ss-AA1SvZGM?ocid=msedgdhp&pc=HCTS&cvid=6942bd8ee25b43e2b58a99b761fae5c7&ei=41

Curious as most of the DEI related pages on Viva Engage were purged.

I keep seeing these comments blaming being laid off and the sorry state of the company on DEI. That wasn’t the case in my experience. In my case there were good ol’ boy networks that took care of their own. You didn’t need to be white or to be a man to be part of the network but it helped. Some individuals were so good at playing this game that they were part of more than one network. They managed to be part of whatever network was ascendant.

Diversity and inclusion was just pretend where I was. Almost everything was just pretend. It would be comical like a parody if it weren’t for the consequences.

With nearly 100,000 employees in many locations, it’s possible that others had a different experience than mine.

They're everywhere in this company. They've ruined Unity by hiding their inability to lead. They're sacrificing hard working people to cover the as--s of those too inept to do their job. Way to ruin families Unity. Maybe you should have TRULY invested time into your employees that bring VALUE, and not some titled position.

80% is Indian. Where is the diversity?

There is still such a problem with diversity hires that didn't get resolved in the first layoff ..what's the plan and what are you looking forward to most

Human Capital had a meeting yesterday and to say that it showed the firm is going nowhere. Over 10 years and none of the HC leadership has ever been any good but if we are trying to "Project 2030" what is this? SM has no direction, just all over the place and the new structure makes no sense to anyone. On the Zoom the usual suspects who kiss up everywhere they go were doing the fake cheering but behind the scenes everyone is like "what is this?"
We have a GP over wellbeing, when is the last time you saw something come from wellbeing?? There are like 4 GP's in talent, two "shared?" for the HR Managers, a GP for inclusion when I thought we got rid of DEI. Just, stupid. How is SM helping PP make decisions about plagues like DC when she can't make her own decisions? This place is going down fast, can't wait for the next VSP I am out of here before the whole place burns down.

https://www.msn.com/en-us/money/companies/at-t-commits-to-ending-dei-programs/ar-AA1RCMNw?ocid=msedgdhp&pc=HCTS&cvid=69304c6bd46044fa8a533101e5611cf6&ei=51

In an FCC filing, the U.S. wireless carrier said, “The legal landscape governing diversity, equity, and inclusion (“DEI”) policies and programs has changed. We have closely followed the recent Executive Orders, Supreme Court rulings, and guidance issued by the U.S. Equal Employment Opportunity Commission and have adjusted our employment and business practices to ensure that they comply with all applicable laws and related requirements, including ending DEI-related policies as described below, not just in name but in substance.”

Saw this on threads

NOW: AT&T “committed” to ending DEI in letter to Trump admin

https://www.reuters.com/sustainability/society-equity/att-commits-ending-dei-programs-2025-12-02/

If you are using this event to create DEI theories around how individuals were impacted, then you are either an extremely stupid person or a horrible person.

Using such mass suffering to push your propaganda- shame on you

https://www.reuters.com/legal/government/eeoc-says-northwestern-mutual-wont-hand-over-information-dei-policies-2025-11-20/

I know many will dislike this post, but I really do not care. I am glad Verizon is dropping all DEI initiatives and going back to merit-based practices. Good luck to everyone tomorrow. Even if we don't get a call tomorrow, I have no doubt more are on the way.

As you might have guessed IBM isn't one of the employers who is stopping H1B visas; Alvind clandestinely supports DEI and H1B visas as it serves him and the Pipmunks to IBM's advantage.

https://www.msn.com/en-us/money/markets/7-top-employers-stopping-h-1b-sponsorship-after-fee-increase/ss-AA1QANlM?ocid=msedgntp&pc=W099&cvid=691b7179e40d417aa5b9088ddbede24b&ei=10#image=10

A 26-yr. old black executive?? No other way to describe that aside from DEI hire. She's going to lose her case.

https://www.hcamag.com/us/news/general/ex-ibm-director-alleges-termination-part-of-black-executive-purge/554921

Thanks Bill Pulte for making it so easy to get rid of the few remaining whites DEI couldn't help. The kickbacks occur in India, Freddie cannot see them.

Not sure about GT but DA&I is completely wiped off EHQ today.
Sad but true

First, I am sad to hear about the extensive layoffs at Target.

After reading these posts it seems like half your company walks around with rainbow mohawks. If you would just concentrate on selling what people want in a clean store you should be able to stomp Walmart, but no... you had to try and be a DEI/social justice warrior. It feels like you are going to get robbed just walking into Walmart (some literally have police presence 24/7), and people are choosing that over your stores - let that sink in. Please please please get back to core business, I am rooting for you believe it or not.

Let’s make this as inclusive as it gets and just make the group for white men. Nothing like using DEI to shut down groups.

😂😂😂😂😂😂😂😂😂😂😂😂😂😂😂

Hopefully this is for the best as I have seen first hand that they are laying off people with years of service to keep their family members hired. Human resources really needs to be investigated for hiding the truth with NDA's and not letting people speak.
#NYPCORRUPT #NEPOTISM #DEI #RETALIATION #FAVORITISM #HARRASSMENT

https://www.beckershospitalreview.com/hospital-executive-moves/newyork-presbyterian-ceo-to-step-down-after-14-year-tenure/

Constructive discharge…is this how Intel will reach the final headcount for the year? So many engineers are feeling the squeeze by ‘leaders’ who saved their jobs. Psychologically safety is definitely out the window along with ADA/DEI. Perhaps Intel should consider replacing their ‘Inclusion’ company value after the 2025 layoffs.

“ While initially the chief executive of Intel said that he planned to flatten the company and reduce the number of mid-tier managers, eventually it turned out that the company had axed thousands of engineers and technicians at its Oregon facilities. In fact, only 8% of personnel that were laid off in Oregon had the word 'manager' in their job titles, whereas all the others were various engineers or technicians in various support roles.”

https://www.tomshardware.com/pc-components/cpus/intel-has-cut-35-500-jobs-in-less-than-two-years-more-than-20-000-let-go-in-in-recent-months-as-lip-bu-tan-continues-drastic-recovery-journey

Stop! Just Stop!

We are all just complaining way too much about friggin’ everything.

Hug your spouse or partner. Hug your child. Sh1t, hug a stranger and you should feel better about it.

RTO - I know many of you were f&ck3d, but you gotta get over it already. Even us who had to relocate or are still under the threat of it. We all have choices even very tough ones.

RTO - yes, I wish there were much more respectful facilities and dedicated space. But the f&ck3rs decided not to step up and do so.

DEI - you gotta be kidding me. These “others” have been royally f&ck3d forever and you all are still b1tch1ng. They’re just trying to survive like the rest of us.

Leadership - I can’t explain how or why Stinky got the CEO job given his fingerprints all over really bad decisions but that’s how most corporations work.

H1B and Outsourcing - sure, they took some jobs but probably better for our country to get good talent in here. And, they’re just trying to survive too.

Libtards - yeah, they definitely over rev on “causes”, but they do mean well. Trying to help the have nots.

Conservaschmucks - they care too but come at it from a different perspective. Teach someone to fish but not endlessly give fish.

Just be friggin nice. We’ll be better for it. It is what any decent person would want.

And that’s all I have to say about that.

All these posts the last few months really confused me. I left Jones in 2023 after being there about 5 years. Easy job but no real money, went to FinTech and TC is three times my Jones pay. Jones is a glorified pyramid, everyone in the finance industry knows that. That's why they only get people from Citi, the worst bank in the country, they just come to get a piece of the pie off the back of the FA's before it's too late. Calling it a "partnership" when nearly all of the profits goes to the GP's, OK partner. You do the grunt work, they make all the money. If you've been there years you already know that so why be so surprised now? You thought being at the bottom of a pyramid made you matter? You thought eventually you will be at the top too? If you don't get hired from the outside you will never be promoted unless you are a white woman, they get a little DEI without getting too dark around there. Don't be mad at people at the top, they were not hired to be good, that's what YOU are for. You work, they take trips..
THE BOTTOM EXISTS TO FEED THE TOP. If you aren't smart enough to leave just make your pennies before the place implodes when someone really investigates it
Someone posted about this before. SCAM
https://www.thelayoff.com/post/@OP+1k358h85a

No more DEI type managers. Got them nowhere. Unfortunately it looks like they are positioning a token.

Terrible…
Less benefits…
Less PTOs…
Sweat shoppish management …
Job cuts…
No diversity and that means not a single American in any layer above me or even around me…

Ohh wait that was the similar in ELV IT too.

IT had layers and layers are Indians. Several of them totally not competent by far. Speak English in a weird way with disregard and disrespect to grammar, pronunciation and several times etiquettes. And worst they keep hiring Indians ONLY. How? They bring cheap -ss Indians as contractors and then convert them. Companies like UST are partners in that crime.

They don’t even want to engage with white Americans nor do they want you around. They keep talking to each other in their mambo jambo local language and keep warming smelly food in the kitchen.

yeah damn it, this happening in USA.. not in Bangaladore.

The tech team’s culture is a masterclass in exploiting the need for networking in the field while treating actual engineering like a thankless chore. Most “management” here are too busy kissing up to non-engineers and flaunting their “connections” like they’re auditioning for a C-suite reality show or getting a millionaire customer on the books. The company leans hard into the field’s obsession with who-knows-who, we-ponizing it to reward political players at HO over producers. Meanwhile, engineers who grind out solid code and keep the systems humming? We’re just background noise, expected to bow to the schmooze gods. Skip a “networking” DEI event to debug a critical issue? You’re “not strategic.” It’s a ridiculous game where pleasing non-techies and chasing clout trumps building anything real. Time to value the code that drives the business, not the connections! 😅

For full disclosure, I am a white male that got let go earlier this year after 20 years with the company and yes, chatgpt helped rewrite my rant in the following professional manner.

Chevron’s Health, Safety, and Environment (HSE) organization was once the benchmark of operational excellence, a “Platinum” model respected across the energy sector. Backed by deep technical expertise and field-driven leadership, it played a critical role in upholding Chevron’s reputation for safety and discipline.

Today, that reputation is that Chevron is plain and simple, get the job done with the cheapest way possible. HSE is an afterthought.

Insiders and industry observers say the HSE function has lost its edge, evolving into a bureaucratic arm focused more on compliance optics than real safety outcomes much of what was seen in 2019 and repeated over and over again including this year. Chevron HSE Moto was White Males not wanted. Look at today's HSE demographics. Experienced white male professionals have been replaced or sidelined in favor of internal favorites and corporate climbers, with leadership roles increasingly filled by those lacking field or technical experience.

Chevron’s recent cultural pivot, including a strong emphasis on DEI initiatives, has sparked a rash of incidents. When qualifications and expertise take a back seat, especially in high-stakes functions like HSE, the results can be damaging.

The shift is already visible: incident reviews are increasingly sanitized, technical audits feel performative, and institutional knowledge is quietly being kicked out the DEI no white males allowed door. These are all my opinions rewritten by ChatGPT.

The layoffs are a’comin! While they be right before Christmas this year? Will they admit their DEI initiatives have failed? Will they keep the unproductive drones?

What is PS legacy. Here are a few

PLC
ELT
SBU
DEI
Deep Sector
Cloud
CUSIP
Hiring Success
Stock/Shareholder performance