#diversity

If you've gotten the Fidelity email, VOTE. It is some of the little power we have to make our dissatisfaction known.

Pretty much the title. I know every group has their bad apples but seeing how many employees of other ethnicities (not even talking about white people here) have been disproportionality replaced by those from South Asian countries is absurd. Am I alone in thinking this?

I can live with LEX “taking over”. I can live with implementing improved processes from LEX and I can just about stomach the constant LEX narrative of “Xerox are sh** but everything we do is world-class” BUT what I can’t live with is the lack of diversity (of though, inclusion, demo graphics) that LEX have. I have workshops and calls all the time and I’m the ONLY female on them (as all the LEX people are male and white.) do LEX have female VPs? The culture that drives that non-diverse workforce make-up means the the underlying organization demonstrates s-xist and racist behaviors. I have literally seen so many example over the last 6 months of how LEX men bypass a female Xerox peer, so they can talk to a male Xerox person (regardless of “rank”) . It is like going back in time.

What is the over under for how many times IBM goes out of it's way NOT TO HAVE ANY WHITE MALES here in the link below and how many times they OVER USE "DIVERSITY" in this weak attempt to keep the z mainframe from? 7!!! So diversity means anything NOT white and not male over 35? How much more blatantly DEI and WOKE can IBM get recruiting/hiring/promoting based on age, s-x, skim color? Disgusting.

https://community.ibm.com/zsystems/mainframe-skills-council/

Title VII of the Civil Rights Act of 1964 is a federal law prohibiting employment discrimination based on race, color, religion, s-x (including pregnancy, s-xual orientation, and gender identity), and national origin. It applies to employers with 15 or more employees, including state/local governments, unions, and employment agencies.

Because of pressure from the US administration, SAP stopped most DEI programs in 2025. And now, two. Executive Board members will “step down” or “not renew contracts”.

Gina is a woman and was compassionate towards trans employees so she’s gone. We will not see a female executive board member for a long long time.

Alam is a person of color and not a Christian. He is gone as well. We will not see a person of color or a non-Christian in the executive board anytime soon.

In any case, LGBT members never make it to important positions within SAP so we won’t see them in the executive board either.

They needed Gina only to bring performance management and destroy most of the employee benefits. And they needed Alam to initiate multiple reorganizations after Juergen Müller was given the boot.

What changes do you think will happen in teams now? Will they only consider white Christian males for leadership roles from now on? And what about LGBT employees? Is SAP starting a program to remove all migrant employees in Germany? The demands from the US administration are pretty straightforward and the SAP board has done nothing but comply.

Anyone attended a town hall meeting this morning? During their laughable TED talk, it was brought up that India has the largest headcount of State Street employees at 19,000. Let that sink in. At this rate, the only people will have jobs in the US are the SVPs and their Indian H1B1 workers.

There is something definitely going on with the requirement process where Indians are getting preferential treatment over other ethnicities and locations. Right now, all recruiters are based in India and it seems they are mainly focusing on candidates that are from India. I noticed even for local job reqs, Indians living in the US are being selected over other candidates for jobs and promotions. Its fine if someone is more equalified should get the role or promotion, but most of time I find out these Indian workers were just good at lying on their resumes and interviews and we have to pick up their responsibilities.

Why is a man leading this call? All you can see is his face on the screen. He is controlling the dialogue and trying to relate to women’s experiences. So sad UHC and Optum. But typical of this company.

I walked into the break room the other day and I was the only non- Indian out of 15 people. That would be fine in Bangalore but it was in AZ. Is it too much to ask that WF has some diversity? Where are all the beautiful people of all races and creeds?

Fourteen months ago, Frank Nazarro said if you were still here in a year, there would be some sort of grand reward.

What is this grand reward comprised of?

• Lived through a work nightmare for well over a year

• Congratulations for making Fannie's 10K mention Freddie as a "risk factor"

• The promise that gen AI will continue to replace non-Indians

• Indians only hiring other Indians. Those of european descent get to figure out how to apply for unemployment. Our children we struggled to put through college left to flip burgers, because Indians only hire other Indians

• A salary that is so far behind the REAL inflation (not the government adjusted bogus inflation), that some of us have begun juggling bills so we can still afford to put something in the basket at the grocery store

• THESE* are your grand rewards for getting Freddie Mac through the past year.

THANKS TRAITOR PULTE

Difficult to refinance one's home when one has been laid off. Freddie doesn't care, all the contractor backfills are 100% Indian. So Freddie saves money by laying off Americans. The contractors can be converted to full time in the future.

So many teams are 100% Indian. No remaining teams are 100% any race, but they still include a continually growing number of Indians.

Now, stand up, and give yourself a round of applause! Freddie Mac has put one over on the USA, and in the process, is helping to replace the working population of our Nation.

Trump Justice Department should look into this for all businesses

https://finance.yahoo.com/news/t-sued-york-city-pension-183955729.html

Funny how a DEI question was asked about female execs and all the male execs on the stage struggled to answer 😄

It seems like D&S has been dissolved. What is going on with our talent management organization?

Are men at Nike treated equal to women? How does it affect layoff decisions?

With less men at Nike than women, should there be a Men of Nike group now?

A total of 203 workers will be laid off at DHL Supply Chain’s IKEA fulfillment center in Lakeland. The company submitted a WARN notice on February 9, and job cuts are expected to start April 13.

https://www.yahoo.com/news/articles/dhl-close-lakeland-facility-cutting-222236800.html

Yes or no?
Please state your reason or your experience.

There is not a gray area here. No middle ground. Summary of what it means to be an EOE below:

An Equal Opportunity Employer (EOE) is a company that pledges not to discriminate in hiring, promotion, or other employment aspects, ensuring fair treatment and equal opportunity for all applicants and employees based on factors like race, color, religion, s-x, national origin, age, disability, or genetic information, adhering to federal laws like the Civil Rights Act and enforced by the EEOC. EOE policies promote diversity and focus on merit, using standardized processes and providing reasonable accommodations for disabilities or religious beliefs.
Key Principles of an EOE
Non-Discrimination: Employers cannot make decisions about hiring, firing, pay, or promotions based on protected characteristics.
Focus on Merit: Selection is based on qualifications, skills, and performance, not personal attributes.
Inclusivity: Encourages applications from a wide range of candidates and fosters an inclusive workplace culture.
What it Means in Practice
Fair Hiring: Using structured interviews, diverse recruitment sources, and consistent evaluation criteria.
Reasonable Accommodations: Providing necessary adjustments for religious practices or disabilities (e.g., modified schedules, accessible workspaces).
Protection Against Harassment: Addressing bias and harassment by managers or coworkers related to protected classes.
Legal Basis
Title VII of the Civil Rights Act of 1964: Prohibited discrimination based on race, color, religion, s-x, and national origin, establishing the foundation for EOE.
EEOC (Equal Employment Opportunity Commission): An independent federal agency that enforces these laws, promoting equal opportunity and handling discrimination complaints.
In essence, being an EOE means a company actively works to create a workplace where everyone has a fair chance to succeed, free from unfair biases and discrimination

https://www.cnbc.com/2026/02/04/corporate-dei-index-hrc.html

When is Shell going to end its involvement with the HRC racket?

Last year leaders were told to remove DEI targets from their GPAs but were told to keep it under wraps. They're trying to play both sides of the fence on this stuff.

So I was on a call with the recruiter. They were doing everything to sell the company. Kept mentioning diversity etc etc. I don’t want to be a diversity hire but the pay and company is nice. It all seems a bit suspicious.

How do they continue to defend and justify the pay discrepancies within the same job roles and functions? Especially with women or POC. 🤔

This board seems to be 90% open racism. Yes the CEO is Indian, but there are Indian CEOs everywhere in tech. Whats more troubling though is that the vitriol seems to extend to average Indian workers at T-Mobile as well. Having had worked for the company for 25 years, and having to deal with what was then EIT a lot, I always thought they were nice capable workers, usually with young families they brought. When did this vitriol and racism start?

Did anyone see the newsletter yesterday? Out of 60+ New hires, only 7 are not Indian? This is ridiculous already. The majority of those hired are in India and the ones in the US are mostly Indian. Do we really not have enough American workers to fill these jobs?

With Rick Rieder poised to become the next Federal Reserve Chair, the direction of U.S. economic policy is no longer ambiguous. He has stated repeatedly and publicly that the American job market must be protected and strengthened, and that current interest rate policy has already harmed job creation for American workers. This is a clear signal that domestic employment is now a top national priority.
If BlackRock truly stands by its claim that it “cares about America,” then this moment demands action—not slogans. Corporate patriotism must be reflected in hiring decisions, especially at a time when millions of capable Americans are seeking stable, well-paying jobs.
BlackRock currently employs a substantial number of H-1B visa holders in roles that do not require rare or irreplaceable skills. These are jobs that qualified American workers can and should be doing. Continuing to rely on foreign labor in such roles directly undermines the stated goal of strengthening the U.S. workforce and suppresses opportunities for American citizens.
The conclusion is straightforward: BlackRock should phase out foreign workers in roles Americans can perform and fill those positions with American workers. Anything less is inconsistent with both the priorities articulated by the incoming Federal Reserve Chair and BlackRock’s own claims of commitment to the United States.
If BlackRock wants to be seen as aligned with America’s economic future, it must put American workers first—clearly, deliberately, and immediately.

Verizon downfall can be easily summed up. Cant post work emails here but 90% of these foreign born directors (guess what country?) cannot spell basic first grade words right. Do they forget that VZ has gemini built into google workspace for a few years now??? Its as simple as hitting autocorrect. Who is hiring these lazy directors.

End H1Bs now!

There’s a particular flavor of workplace dysfunction that thrives in Chicago offices, and it’s the kind everyone pretends isn’t racist, s-xist or classist because they call it “fit” and “professionalism.” But we see it. Who gets promoted. Who gets visibility. Who gets coached. Who gets written up for the same thing someone else gets praised for. HR isn’t confused; they’re complicit! The end! IF you dare say something about the disparities—how certain faces always rise and certain others always plateau—you get the corporate sermon about “opportunities for development” or “taking initiative,” as if the issue is your work ethic and not the rigged ladder. Meanwhile the pay here is an insult with direct deposit. They tell us morale matters, they tell us culture is important, and they host a lunch once a year to prove it. But when people burn out, get vocal, or simply ask for livable raises, suddenly the budget evaporates. Funny how it returns every time a favorite gets bumped up a level.
The worst part is they know morale is low. They’ve known. They’ve done surveys, held town halls, launched committees, ordered branded mugs and stress ba--s. The answer is not a mystery. People are tired of being underpaid, undervalued, and watched like suspects while the chosen few glide. And don’t come at me with the classic “If you don’t like it, leave.” Leave to where? They are all hiring at the same salary and running the same playbook? The whole ecosystem is built on keeping people grateful for scraps while pretending the problem is our attitude. We shouldn’t have to contort ourselves into silence or gratitude to survive a job. We shouldn’t be expected to normalize racism dressed up as “professional readiness” or favoritism dressed up as “high potential.” We shouldn’t be made to feel disposable while being told culture is everything.
Morale doesn’t matter here!!!! People matter here only when they’re useful and only when they look like the archetype leadership already decided on. And I’m tired of the lie that this is just how corporate life works. It doesn’t have to be. They just choose it.

Not to be all "poor white guy" about it, but it can be difficult at times to be the only wh---y in literally hundreds of Indians in my department. Do they hate me? Sometimes I wonder. Sometimes I feel like they don't understand me or care to understand me. It feels like I'm intruding in the company they created even though I have been here for 18 years. I love Indian culture, but I feel like we need a little diversity over here? Would love to see more Americans in all shapes colors and sizes!

Anybody else find it ironic that there are no Indians on the Board of Directors of a company that has over half of the Engineering workforce being Indian?

https://www.cummins.com/company/leadership

They laid off every non Indian in my team, what the f?

A pattern of female leaders exiting certain areas of the organization.

There is a growing need to rebuild the IT organization from the ground up. The current structure appears unsustainable, largely due to internal dynamics that prioritize personal networks over objective talent evaluation. When hiring and project assignments are influenced by informal relationships rather than skill, capability, and proven performance, the long‑term stability of the organization is put at risk.
A core issue is the communication gap that arises when teams lack strong, shared comprehension of requirements in English, documentation, and escalation details. Even when individuals speak clearly, English comprehension and interpretation of complex technical or business requirements must be precise. When this breaks down (not clearly communicated), issues are not reported accurately, root causes are misunderstood, and projects drift off course. (This is occurring a lot and people are tired of reporting it)
This is especially critical for AI and advanced technology initiatives. (Ask Google and MS why they laid off AI team sets it is because of comprehension failures) These projects require highly specialized skill sets, rigorous communication, and a culture of accountability. Without the right mix of talent and leadership, these initiatives are likely to struggle or fail.
To succeed, the organization must ensure that:
• Roles are filled based on capability, not personal networks. (Not friends trying to get Greencards or needing a job for H1B placements)
• Project teams are diverse in skill, background, and perspective.
• Communication standards are enforced consistently across all teams. (Half the time most team members are not communicating issues in English to everyone this is where the breakdown is)
• Internal “clubs” or closed circles are dismantled in favor of transparent, merit‑based structures. (This needs to be done)
These observations are not directed at any specific group—they reflect systemic issues that can affect any organization. My goal is simple: I want to see Fiserv succeed, and that requires a strong, well‑structured, and talent‑aligned IT foundation.

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.

The Trump administration has launched investigations into the use of diversity initiatives in hiring and promotion at major U.S. companies, built on the novel use of a federal law meant to punish businesses that cheat the government.

The civil probes are proceeding under the umbrella of the False Claims Act, which has traditionally been used to go after contractors who bill the government for work that was never performed or inflate the cost of services rendered.

Now the Justice Department is embracing the theory that holding a federal contract while still considering diversity when hiring is, in effect, fraud against the government that entitles it to recoup potentially millions of dollars.

They will fire all engineers except AI (All Indians) engineers.

I can’t help but notice that nearly all of the new senior executives hired in 2025 are white men and replacing or layering executives of South Asian descent. What’s going on?

Glad to see changes . About time we made an extreme pivot.

1. 56 percent DEI
2. Failed macro strategy of increasing price plans when post covid people has lesser disposable income.
   3.Blanket outsourcing without thinking
3. Open checkbook on failed investments without strategic direction
4. Failure of chief revenue officers to create organic revenue for the last decade . A
   Few were let go after warming seats for a decade.
5. Incapable of lobbying with FCC for negotiating on spectrum auctions resulting in paying premium that put VZ in further debt .
6. Hibernating chief strategy officer. Does anyone remember the name.

From what I see, Juniper’s leadership team looks sharper than HPE’s. Antonio hasn’t really stood out to me. HPE has more women in senior roles and quite a few European executives, it almost feels like a European company.

Wells Fargo & Co was sued by a former manager who says he was fired for pushing the bank to create a more diverse workforce and objecting to its practice of interviewing minority applicants for jobs that were already filled.

Joseph Bruno claims in the lawsuit filed Thursday he tried for years — and often failed — to persuade the bank’s executives to live up to the company’s stated diversity and inclusion goals.

He was the first person to publicly claim in 2022 that Wells Fargo had been conducting sham interviews of minority candidates. The bank did this, he said, so executives could say they were making concrete efforts to diversify its workforce.

https://www.bloomberg.com/news/articles/2025-12-19/wells-fargo-sued-by-ex-manager-who-said-bank-faked-diversity?embedded-checkout=true

"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.

Given our current workforce culture ratio(s), this is curious to me. Are WE to become more like THEM, or are THEY going to become more like us?

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.