#diversity

Anyone else notice the target audience for hiring and who gets to stay??
The Indian (India) Invasion and similar cultures.

Almost nobody, except for possibly two or three people, above store level positions at Belk is African American. Yes, you read that correctly, Belk corporate is nearly 100% white. I’m not seeing any
African Americans, Hispanic, Asian, nothing, where is the diversity?

Contractor for 2+ years, and not looking promising. Job market is tough. This place su-ks and LACKS DIVERSITY, big time. Managers, supervisors, etc don't give a single sh-t.

Any suggestions?

As we continue to see high-performing Canadians increasingly targeted by their American managers for political reasons, a concerning disparity is also emerging in termination practices, with a disproportionate number of minorities being affected.

There is a significant lack of diversity within S&T. A simple visit to the 4th floor of the Plano office makes this clear — over 90% of employees appear to be Indian, with very few White, Black, or Hispanic employees present. On nearly every call at PepsiCo, you will find at least one Indian participant. The representation is not just high — it is overwhelmingly disproportionate.

A close friend of mine, who was laid off by his Indian manager last year, shared that many Indian managers predominantly hire other Indians, leaving candidates of other ethnicities at a disadvantage. In my own experience, I have yet to see an Indian manager leading a team where more than half of the members are non-Indian.

This raises serious concerns. The numbers don’t lie — the pattern is clear and consistent. Such hiring practices undermine diversity, equity, and inclusion efforts, and create an uneven playing field for others. It also gives the impression of exploiting the H-1B visa system, which further skews fair competition in the workplace.

We had planned some diversity-related activities for our group this coming week, but I was informed that we won’t be moving forward, at least not in any official capacity. If we do proceed, it will not be sponsored, and we’ve been explicitly asked not to post about it on social media, as it could be perceived as potentially harmful.

I had understood that while we were scaling back the public promotion of our diversity initiatives, the activities themselves would continue internally. However, it now appears that funding is being pulled and we’re being discouraged from sharing anything externally.

It’s disappointing, to say the least. It feels like we’re stepping back from something that mattered, perhaps out of caution given the current political climate.

So instead of promoting their people internally who have been here for years, they hire people externally who have no knowledge of our systems and contribute barely anything?? And I think we all know they aren’t being hired based on any type of qualifications. If everyone on the team looks the same, makes you think. And I mean everyone. Starting to believe interviewing and hiring here is totally rigged. What are the qualifications to work here anyway?

https://www.tmonews.com/2025/09/labor-groups-launch-t-mobile-boycott-targeting-10000-customer-cancellations/

The groups are pushing for at least 10,000 T-Mobile customers to cancel their contracts by November 1st. Their main complaints center around T-Mobile’s partnership with Elon Musk’s Starlink satellite service and the company’s recent decision to end its diversity and inclusion programs.

Shell fired white staffers at Houston offices for ‘weaker’ diverse hires in ‘discriminatory’ purge: lawsuit

https://nypost.com/2025/08/27/business/shell-ousted-white-security-staffers-for-weaker-diverse-hires-in-discriminatory-purge-lawsuit/

I am quite surprised by the attitude many young have towards older workers.

1. They know a lot. Maybe different things than you know.
2. Ypu won’t be young forever. How do you want to be treated as you age?
   Old and young should learn from each other.

Patterns look strange. It almost feels like the “biggest risks” for employees are:
• Being a woman
• Turning 40+
• Taking maternity leave
• Dealing with serious illness

If that’s what our “business-driven decisions” end up looking like…

is this really a board-approved standard, or just how it played out this time?

https://corporate.exxonmobil.com/Locations/Brazil/Inclusion-and-Diversity#Committees

Inclusion and Diversity
ExxonMobil values the diversity of ideas, perspectives, skills, knowledge and cultures. A plural and inclusive work environment enables innovation and is a key competitive advantage.

Global Diversity Framework

Through a range of programs, activities and investments, we strive to create and maintain a diverse workforce representative of the numerous geographies where we have business. Our Global Diversity Framework is the foundation for this approach, with three interrelated objectives:

Attract, develop and retain a premier workforce, from the broadest possible pool, to meet our business needs worldwide;

Actively foster a productive work environment where individual and cultural differences are respected and valued, and where all employees are encouraged to contribute fully to the achievement of superior business results;

Identify and develop leadership capabilities to excel in a variety of international and cultural environments.

Policies

ExxonMobil’s global policies diversity and inclusion promote and prohibit any kind of discrimination or harassment in any company workplace These broad policies cover all kinds of discrimination.

Committees

We support global and Brazilian employee networks to foster an environment committed to diversity and inclusion. These voluntary employee-led groups offer networking, professional development programs, community service, and mentorships to new employees.

PRIDE – People for Respect, Inclusion and Diversity of Employees

PRIDE exists to positively impact Inclusion and Diversity to leverage business at ExxonMobil by advocating LGBTQIA+ equity. Our mission is to support our employees and allies, and to encourage awareness and consciousness of diversity and inclusion issues around s-xual orientation, gender identity and gender expression in the workplace.

WIN - Women's Interest Network

WIN’s mission is to facilitate the professional evolution and personal growth of all women at ExxonMobil. We have developed a program to understand what women are looking for, both professionally and personally, and also to continue developing skills to have more career opportunities.
WINs mission is to facilitate the professional evolution and personal growth of all women at ExxonMobil. We have developed a program to understand what women are looking for, both professionally and personally, and also to continue developing skills to have more career opportunities.

BEST – Black Employee Success Team

Our mission is to serve as a support organization that provides mentoring, coaching, and networking opportunities to enhance the personal and professional development of black employees and further the business objectives of ExxonMobil.

Our mission is to serve as a support organization that provides mentoring, coaching, and networking opportunities to enhance the personal and professional development of black employees and further the business objectives of ExxonMobil.

VIP – Volunteer Involvement Program

VIP is an ExxonMobil initiative that encourages employees and their families to volunteer by donating their time and talents to institutions with civic, cultural, educational, scientific, recreational, or social welfare goals. Activities are carried out, such as reading circles, clothing and food campaigns, tree planting, among others.

COH - Culture of Health

The committee's mission is to improve the health, quality of life and productivity of employees by providing an environment and resources that actively and consistently promote healthy and safe behaviors.

GBK - General Business Knowledge

GBK seeks to create learning opportunities that increase employees' general knowledge about the industry and ExxonMobil's business, supporting the continuous development of our workforce.

This is for the haters, trolls and non believers. So, Read it and weep Trolls. Just the facts!!! The are outsourcing risk and compliance rolls! Lots if UGLY TRUTHS. Any other employee would have been fired. Keep driving this FAKE NARRATIVE of making progress.

Here is PROOF!?? Link to pdf:
https://pdfserver.amlaw.com/legalradar/pm-50684461_complaint.pdf

Below is a blip of what is contained in the filing.

“87. The March 2020 Congressional report also faulted the Board of Directors for allowing management to "repeatedly submit materially deficient plans in response to the Consent Orders." Report at p. 36. It noted that Wells Fargo submitted multiple deficient plans that required board review and with regards to plans required by the
OCC, board approval) in response to the 2016 Sales Practices Consent Orders. The Committee staffs investigation revealed that the CFPB and OCC repeatedly rejected the Bank's compliance and redress plans required under the 2016 Sales Practices Consent Orders as incomplete or otherwise deficient. The Report noted that Wells Fargo's Board was directly involved in the process and was specifically told what needed to be done to comply with the consent orders. 27

88. The Federal Reserve's staff even held one-on-one sessions with several of Wells Fargo's directors. 28 Still, the Board of Directors failed to ensure compliance with the consent decrees. For example, on April 3, 2018, Wells Fargo made its first submission of plans for board effectiveness and risk management under the 2018 Federal Reserve Consent Order. "Despite receiving consistent direction from Federal Reserve staff on what sufficiently detailed plans should include, Wells Fargo's first submission of plans for board effectiveness and risk management, made on April 3, 2018, fell woefully short of the Federal Reserve's expectations."29 In a May 7, 2018 response letter, Federal Reserve staff informed Wells Fargo that its submission was so "materially incomplete" that the plans, "cannot be evaluated by [Federal Reserve] staff.”

Brrr, BBrrrr….. oh wait, I think someone is Scharting their pants right now.

Everything posted here is public information.

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