#diversity

Laid off yesterday from SoFi. AI absolutely replaced my job! SoFi talks a big game about their people and values but at the end of the day they are just another corporation and you just another number especially if you don’t fit into their DEI ideals.

I've noticed a lot of USB colleagues noticing that Americans aren't being hired anymore & are upset about that. I see entire floors full of one ethnitity not previously known to our continent. I thought that's what diversity was & we were cool with that! I thought hiring cousins & castemates & taking kickbacks was what DIE (sp?) was all about? Why must people resist letting some others in the global community come-up, my American family has it all already why should yours who may not be as stable yet take-up a spot & income for our unfortunate friends an ocean away?

(Satire about the anti-Indian sentiment post. I swear to God the liberal mind rot sui-idal empathy will end this country.)

I understand the anger against GK, which is valid but is it necessary to throw all Indians under the bus? As a WASP who has worked with several competent Indian origin employees over the years who even went on to become American citizens, I just find all this stereotyping against an entire community a sad projection of what our country has become. Always thought the USB community was above it. Every group without exceptions has competency across the board in similar percentages so I don't understand this new and rising sentiment. Just venting, I guess.

I took thr VSP in 2019. I used my severance to start my own business that is now thriving. It's very environmentally friendly and DEI. I found a huge plot of land in Mississippi and established a farm. We only use man and animal power so there's no pollution. In fact all my employees are required to live in on site housing and we produce our own food and clothing so there's no need for them to have cars. We're committed to supporting the black community. In fact, the vast majority of my workforce is black. Though we do have a small staff of non blacks that oversee operations from the offices that built in the big white house that came with the land.

Why is the Women Lead session being lead by a Man? He rewords what she says and does most of the talking. Can someone tell him to he is not a woman? Another example of Optum not getting it right. I just want him to shut up.

I’m in my late 20s so I assume I’m younger than a lot of you here and I’m also assuming a lot of y'all are probably my parents’ age or even older. Reading some of your hateful words on here Im honestly embarrassed for your kids. I can’t imagine if I saw or heard my mom or dad talk the way you do about human beings and all for what ? DEI? What’s the obsession like give it a rest. Why are you so threatened by who somebody beds down with? How does that affect you in any way? Worried they’ll take your job? Maybe stop being such dinosaurs. Stop coasting just because you think you’ve made it in life because you made it to a JG 3 or above. No wonder a lot of yall are being wiped out of your careers and companies don’t want to hire you and pay you for what you think you’re worth. So entitled. If you hate shells DEI policies so much then leave oh wait you can’t because you banked your whole career on ONE company. The new generations laugh at yall and trust me yes we are taking your jobs and yes we are also making more than you are. Nothing but disgusting sad old people you should be ashamed of yourselves. I’m disgusted to know I walk the halls with you. Grow some ba--s you want to act tough why post anonymously say it with your chest let us know your alias ID, post it on teams, LinkedIn etc or even better I’ll set up a gtky and we can have a f2f chat about how you really feel. We can even grab lunch and you can cry about how you’re all being wiped out by hispanics blacks Asians females g-ys and whoever else you wanna blame for your dead careers.

Sounds like a lot of mediocre male Shell lifers nearing the end of their time on farm and lashing out that the world no longer revolves around them.

I’m unclear whether we have staff dedicated to DEI. Is the program delivering meaningful value for the company and its people, or is it mostly symbolic?

Anyone know the business logic on being the only processor that does not observe Juneteenth?

Lately I’m seeing H1B visa holders are pulling their unqualified spouses via H4 visas and also pulling OPT visas.
Where they are layoffs locals and our children’s are stressed with unknown future.
GM offices looks like Indian call centers.
How can we stop this ?
Looks like a serious issue everywhere!!

Anyone else not getting paid c suite money is a part of the brokie class. That includes the d-mb white men that hates everyone and thinks they deserve more. There is no DEI garbage anymore after trump took over. Anyways, 200k a year in this economy is fu--ing nothing and you aint sh-t to be talking down on someone. If you hate indians, asians, or women, do something about it pu--y and stop being on this thread.

Zebra became very hierarchical at the Director and VP level several years ago. It’s an acute problem now.

Seems to be deep reluctance to cull the herd of ineffective Directors and VPs, or do away with layers.

For a $6 B company Zebra is ridiculously hierarchical and top heavy these days. It didn’t use to be this way.

Part of the issue is that Zebra leadership felt compelled to promote hordes of the best and brightest, and to promote women and minorities to make a declarative statement as an unapologetic liberal leaning and DEI embracing company.

All well and good but look around today.

FIS has been preserving the H1B visa employees.
The team had several layoff of US citizen and some were transferred to Cognizant, but all employees on work visa were left untouched.

Apparently FIS loves Indian origin employees

Nike increased women in VP+ roles from 39% to 45% and minorities at Director+ level from 26% to 36% between 2021 and 2025. Considering how few senior leader roles open up each year, that’s a big change in a short time. Has the company become stronger because of it? Would Nike be in an even worse position if it hadn’t invested in DEI?

IBM is facing a lawsuit. The suit alleges racially discriminatory layoffs. It claims Black executives were targeted. This raises questions about IBM's diversity and governance. The case could impact investor perception and client relationships.

https://finance.yahoo.com/markets/stocks/articles/ibm-lawsuit-over-black-executive-211421488.html

• IBM (NYSE:IBM) is facing a lawsuit that accuses the company of racially discriminatory layoffs targeting Black executives.

• The suit alleges a pattern of race based terminations tied to shifts in regulatory and compliance priorities.

• The case raises questions about IBM's diversity, equity, and inclusion practices and its internal governance controls.

https://finance.yahoo.com/markets/stocks/articles/ibm-lawsuit-over-black-executive-211421488.html

Diversity and Inclusion policies should be about equity, but right now it feels like they are being used as a shield during layoffs. If only men are losing their jobs to maintain 'numbers,' that isn't inclusion—it’s a different kind of bias.

to all my fellow VTeamers, ever notice and wonder how some of those in their current roles got their jobs?

I smell DEI.

I am a US citizen. I did an interview for Lead IT Analyst role. It is a remote role in the US. The 2 interviewers were Indians (Telugus). I answered each and every question correctly and I didn’t get the role.

Could the role have gone to someone from their community?

Is there a way to find out?

HP posted jobs for new graduate hires and it’s very close to flat out admitting biased hiring practices. Here’s what it says:

“Candidates who identify with a group that is historically underrepresented in the technology sector including by not limited to, African American, Latino, Native American, individuals with disabilities and Veterans are encouraged to apply.”

This is signaling bias without flat out admitting to bias. It’s very noble that HP is doing this and I agree with their intentions but this sort communication would discourage those who identify as things that are not physically provable as “underrepresented” just by looking at someone so it’s really about hiring manager’s and recruiter’s INTERPRETATION. Also, it goes on to say that it will not provide documentation for sponsorship, which I would argue is now an “underrepresented” group of people.

Very flaky hiring practices.

It is hilarious watching all the smoke being blown about Kinetic winning all these women’s workplace awards…. Where are all these Women at in President and CEO roles? That is where it should be visible… otherwise it’s just a feel good smoke screen…

The concept of “reverse diversity” came to me during this chaotic RIF and ReOrg. Apart from architects and data scientists, it is the third problem Fidelity must fix.

If you have a team with 100% African Americans in tech, it’ll be odd. 100% African Americans in an NBA team, not odd. 100% whites in a tech team? Not diversified but also not odd. How do you rationalize the oddness of team diversity?

• Merit. If a team is not diversified because the only talents is from one origin, it’s not odd.
• Population. If a team composition (roughly) mirrors that of the population, it’s not odd. That’s why a 100% white team is not that odd in a white dominant society.

With this understanding, now think about the 100% Indians teams? (Of course I'm exaggerating to make a point but not far from reality). 100% Indian teams is such a commonplace in Fidelity tech that it’s not odd at all. There lies the problem.

• Are all the Indians on the team “talents”? Certainly not! Most are average or below average hired by fellow Indians.
• Are Indians the dominant ethnicity in America? Certainly not! A population minority dominates Fidelity tech.

Hence what we need is reverse diversity. Those 100% Indian teams need to be diluted to make them roughly mirror the population outside of Fidelity tech.

If you think dei is gone, you are wrong. Heard it in a meeting today, sorry old white guys, doesn't matter what you contribute or sacrifices that you have made to build this company. Diversity is more important than being able to deliver value and results, it is our strength! You are the first on the chopping block and they are proud about it......Imagine how happy our customers are going to be when we are so diverse!! can't meet their needs, but we are diverse, it is our strength!!

To all the negative people over here.. just ask yourself: Is Hans better than Dan?
Answer is obviously No..
Atleast we are not hiring random people for DEI.. I saw former cooks/ gym instructors getting hired under some program. There was mafia in GTS ( some people are still here) .
I liked Hans for keeping everyone comfortable on a sinking ship without doing anything to help the ship..
I would rather be uncomfortable but save the ship.

Condé Nast recently laid off 16 employees across several brands. These cuts affected staff at Self, Glamour, and Condé Nast Entertainment. The NewsGuild of New York and Condé United union issued an official statement. They reported 33 total layoffs over the past five months. The union expressed concerns about diversity and editorial quality.

New York, New York

https://ouispeakfashion.com/conde-nast-layoffs-draw-union-response/

Right?!

Except a few gems (20%), ISS is a majority DEI Swamp (80%) - that gets nothing done, as they have no clue except to CHECK Boxes. They just focus on superficial compliance rather than meaningful action, as part of process checks (same questions asked by many different ISS Stakeholders). A total waster of $ spend on ISS.

I would be curious to hear from folks that feel like they aren’t being considered for spots due to age. I know I have two other bad marks against me, white and male. But I’d honestly like to hear some feedback. More me personally I keep getting told it’s competitive out there but then I think maybe they forget that emails go out with who got selected for positions.

So VZ does an ad with the Heated Rivalry guy and the CMO talks about his butt(?). Can’t imagine the backlash if the former CMO had Sydney Sweeney in an ad and made references to her assets….

But of course we know things like that only go one way….

Finally. Not much of a penalty. Should have been $17,000,000,000.

https://www.justice.gov/opa/pr/ibm-pays-17-million-resolve-allegations-discrimination-through-illegal-dei-practices

"The United States alleged that IBM took race, color, national origin, or s-x into account when making employment decisions, including by using a diversity modifier that tied bonus compensation to achieving demographic targets. The government further alleged that IBM altered interview criteria based on race or s-x through the use of “diverse interview slates” and other related employment practices in connection with identifying “diverse” candidates for hiring, transfer, or promotion."

What happened to the highly anticipated external hire from a consulting company who was appointed to head DMC strategy? She disappeared after just a few months. Was she that bad?

“ Remember when people were mad about T-Mobile’s diversity efforts… then Trump got elected, they rolled it all back—and somehow the only thing they made equal was the layoffs.

https://www.reddit.com/r/recruitinghell/s/pMBsDDfUjI

https://www.reddit.com/r/recruitinghell/s/pMBsDDfUjI

Ever since Darcie Henry, AT&T's HR leader, joined HR there has not been one male announced in a senior role. This makes me wonder, does she hate men?

Interviewed four candidates for a contractor position in past two weeks, all the same identity.

Is it that no Americans want to contract with Fidelity? Or Fidelity Talent Source (FTS) can't develop a diversified pipeline?

Nike has disclosed that executive compensation includes ESG metrics, which explicitly include diversity outcomes. While the company doesn’t break out the exact weighting, market norms suggest ~10%–20% of annual bonuses are tied to these factors.

Using reasonable assumptions:
• ~385 VPs globally
• VP bonus: ~$100K–$500K
• ESG/diversity weighting: ~10%–20%

Implied diversity-linked bonus per VP:
• ~$10K (low)
• ~$30K–$50K (typical)
• Up to ~$100K

Estimated total annual payout:
• Low: ~$3.9M
• Most likely: ~$12M–$18M
• High: ~$38.5M

Midpoint:
$14M Annually

Why this matters:

At the midpoint, that’s roughly $14M (and could be much more) per year in incentives aligned to these outcomes at the VP level alone.

Bottom line:
A defensible estimate is that Nike directs ~$10M–$20M annually of VP incentive compensation toward diversity-linked metrics; raising legitimate questions about how heavily these targets are weighted relative to other performance priorities.

This post uses only publicly available information, and observational analysis derived from such. Further augmented by published industry trends.

Your constitutional rights — they apply to you regardless of immigration status. Period.

What to do if ICE knocks on your door. What warrant to look for. What NOT to sign. Word for word, what to say.

Your workplace rights — your employer cannot bench you, cannot threaten you with deportation, cannot charge you the H-1B filing fee. If they do, we tell you exactly who to call.

How to document hate. How to report it. How to archive online harassment before it disappears.

The numbers that prove this guide is overdue:
— 300 million+ views on anti-Indian hate posts on X in 2025
— 1 in 4 Indian Americans called a slur since 2025
— 48% encounter racist content regularly online
— 31% now avoid speaking up out of fear

We built this guide so you don’t have to be afraid. You have rights. Learn them. Use them.

Save it. Screenshot it.

READ HERE : https://drive.proton.me/urls/1ZEG9P75D4#qvMOIwA5G5ZV

From 2017 to 2024, a directional comparison of VP promotion outcomes relative to the Director+ feeder available population suggests non-white males were roughly 4× more likely to reach VP than white males. Non-white females show a similar pattern at roughly 4×, while white females were approximately 2.4× more likely than white males.

This pattern reflects a higher share of VP level promotions relative to representation within the Director+ population, which serves as the primary pool of VP candidates.

These differences reflect variation between promotion outcomes and underlying representation within the leadership pipeline.

Estimates and analysis are derived from publicly available information.