#diversity

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.

Be honest , how much say did you all have in the recent RIFs? Or did we really get selected by a program based on years worked and salary ? I say the managers had a say because my manager fired 3 black people. What are the odds ??

In Tampa or NY it feels like entire teams are dominated by one group, and Indian managers/directors mainly hire and promote people from their own circle. It creates a closed-door environment where others don’t feel they have a fair chance. It’s frustrating and sometimes feels like the American dream is slipping away because opportunities aren’t even accessible to fellow Americans. This is the greatest exploitation in American history.

It feels like some groups and communities tend to form close circles and mainly support people from their own background, and this sometimes extends into workplace dynamics as well. When this happens, it creates an impression of favoritism and makes the environment feel less neutral or inclusiveness. Even from projects to consultants to promoting some one to a director. The biggest exploitation of our dreams.

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

I have not heard anything, just rumors. Does anyone have any info on how the landscape of S&T will change? Will DPA finally be eliminated for good? Dave’s org to be shrunken? D&AI???

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/

There is so much racism, hate and bigotry here. Can we stop this?

This forum used to be a source of (relevant) rumors, information and mutual support. It was great. Let us go back to this. Do not let trolls and id--ts ruin it.

Today marks the end of ExxonMobil's presence in France, with the change in control for all remaining assets owned by US major to North Atlantic. There will only remain a tiny commercial structure with less than 20 employees. Esso France is dead, long live North Atlantic Energies.
Rejoice! This is the end of all the corporate bullsh-t people had to swallow for years (and keep smiling as if they liked it), the end of decisions made from 30'000 ft with limited knowledge (if any) of the local context, the end of dysfunctional organisations, having to deal with the incompetence and carelessness of “service” centers supposed to support you, the end of underinvestment in industrial sites making them more and more challenging to operate etc. etc. You know what I’m talking about, don’t you?
To all those in the EM world facing the same prospect (i.e. being dumped by big mamma): DON’T BE AFRAID. There is a world outside the fence of the prisoners' camp... 😀

Team of 10....
3 black women, 3 white men, 2 white women, 2 black men....
The 2 white women and the 2 black men were affected in the layoff.....Was this really random??
Also, of the 4 that were layed off, 3 of them are on workforce accommodations due to existing disabilities....Coincidence or not??

Curious as to what races were laid off?
Where any corporate Indian people laid off?

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

We get rid of a DEI hire and put someone equally as worthless in the spot

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.

I just received a list of new hires in my division at State Street and it appears that only 12.5% had Anglican names. Based upon the names, most of the new hires are Indians and Asians.

I am curious to see what will happen with the tighter H-1B policies.

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

What happens to protected classes during a RIF? Are any special considerations given?

This is something I’ve observed and was curious if others have seen the same. I’ve seen females rise faster within EJ home office than male colleagues. Obviously there are many males still being promoted and serving in leadership positions but is HR pushing gender as a reason to promote when all else is equal? Are others seeing this? Maybe just a small sample size.

I’m sure this will get downvoted and I’ll get ripped for even asking, but I’m genuinely curious.

As a dedicated employee with over two decades of service in Verizon's Global Technology Services (GTS), I've weathered countless layoffs and economic shifts, proving my commitment and resilience. I'm no benchwarmer—I've poured my energy into this company, and it's heartbreaking to watch talented, hardworking colleagues depart year after year. My own time may come soon, but I'm not deterred; I'll land on my feet with a great opportunity. What truly saddens me is the thought of leaving Verizon in its current state, as I'm deeply passionate about our customers and the potential we hold.
Through my experiences, I've observed patterns in leadership that undermine our strength. When leaders aren't rooted in this country—even if they're citizens—they often lack a deep connection to its values and economy. They surround themselves with like-minded individuals who prioritize loyalty over innovation, creating echo chambers of "yes-men" rather than diverse, challenging teams. In GTS, the prevailing strategy seems limited to layoffs and rebadging, with little investment in developing talent here in the U.S. While global recruitment for top skills is essential, it shouldn't come at the expense of local communities. You hire an American employee,he buys car in local dealship who in turn buy Verizon services. True economic growth thrives on a cycle: Hire locally, and those employees become customers who fuel the business.
The principle is simple: Be local and stay local. If we're expanding hiring in India, we must pair it with strategies to grow revenue there—selling services and building markets to create a balanced, self-sustaining ecosystem. Unfortunately, this shortsighted approach is spreading beyond GTS into our Business Organization, where Indian leaders are bringing in H1B visa holders as Directors and Senior Directors from VDSI India. Many of these appointees lack strong technical expertise or effective communication skills, yet they rise due to unquestioning allegiance rather than merit.
I hope this trend reverses. Our CEO has the opportunity to champion a bold vision: Prioritizing American talent, fostering genuine diversity, and investing in people who drive innovation. With or without me, Verizon can emerge stronger. I love my job and this company dearly—let's rally behind leaders who can guide us out of this mess and toward a brighter future.

Yo Mike.... u see the falling stock and low quality output leading to client problems?

So one thing that can help to think about: Does anyone look at or investigate what looks like obvious nepotistic promotion and hiring patterns?

Why are there so many teams 90 to 95 percent or more Indian in India or Indian last name when every US based office has max 5 percent Indian population in a US based company?

Why trying to force people not Indian out of the company with politics all the time? It is interesting optics at the least. How can anyone even feel like a part of a company when you see that going on without the specific last names.

You for sure telling us there's no illegal bias or this is just from merit? I'm not speaking of good employees of certain background. I worked at many tech places, but never seen anything similar.

Especially Technology. AI (All Indian) Company.

I used to feel like I belonged here. Over time, I noticed a shift. As a woman of color who consistently delivers results and drives impact, I have seen differences in how respect and recognition are given. I have watched white peers with lighter performance receive more support and praise, while my contributions were often minimized. I also noticed cultural dynamics where questioning decisions—especially when coming from women of color—was not welcomed.

These experiences do not erase the good people and positive moments, but they do make me reflect on how far we still have to go in equity and inclusion. I hope leadership listens, because talent and value exist across all backgrounds, and organizations thrive when every voice can be seen and respected.

I am based in San Francisco Bay Area. The recent layoffs has removed many non Indian engineers. Have you guys seen the same?

I'm so thankful Hans is gone. That dude was an embarrassment and ran VZ even further into the gutter.

His DEI nonsense was not appreciated. He cried for George Floyd during an internal company webcast and THEN gave $1,000,000 to Al Sharpton's National Action Network! I was freaking livid!

He was the absolute worst and won't be missed

Hard not to notice — it feels like most of the layoffs are hitting women. Or is that just me?

They were the driving force who made such a mess of target.
How is this group helping us generate more revenue?
Do minorities even care?
Why are white women leading this group?

The constant pandering got us in huge trouble.

I wish every day were diwali :)