Companies that respond to Dei Reaction with even more of the American Spectator

KidneyAc, acute. But some companies have not received the memorandum and are immersing themselves even more in the racial obsession after Trump’s elections and their immediate action to end the DEI programs that are rotting to our institutions from the inside out.

Salesforce

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A particularly despicable example of Racismo dei comes from Salesforce, the business software company.

The company, which says that its “commitment to equality does not hesitate” goals that seem suspiciously, or really precisely, like the quotas: that, by 2030, 45 percent of their employees “will identify” as women or “non -binary” (whatever) and that 20 percent of employees of the employees of United States “will identify as sub -present minorities.”

Salesforce publicly provides very specific graphics on the racial and gender identification of its US employees. The data is accompanied by Gobbledygok of the “Director of Equality” Alexandra Legend Siegel: “Equality is not just a moment, a program or an initiative, it is our culture. Beyond being a central value, it is how we innovate and lead” . Judging by your designer clothes (one piece silk pants It seems to be one of the favorites), it is doing quite well with its breakdown to convince their fellow executives to resign the white, Asian and/or male work candidates in favor of those who are of their favorite careers.

There are many more companies that do not move away from Dei, even when others, including Walmart, Target and Amazon, are starting with. This is not limited to externally progressive companies such as Elf Beauty, who has publicly declared that it is expanding Its “equity” programs this year.

It includes conventional companies that trust Americans to choose from doing business with them.

The NFL

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At a press conference on Monday, NFL Commissioner Roger Goodell Restructured He himself to the diversity policies (crazy) of the League, which require the teams to interview two minority candidates for training and executive works. Since a job interview is not exactly the main way in which someone gets one of these works, ends up being a purely performative exercise of jogging “candidates” minority that will never be chosen.

This week, the news leaked that the Super Bowl It will not appear The mantra “end of racism” stood up in the final areas, as it has done during the last four years. With a growing opposition to Dei, the League could no longer proclaim without attracting shame about itself and attention to its racist policies.

Ancestry

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If Salesforce’s data on the races of their employees were gross, this is disgusting.

The Genealogy Company is trying to have 45 percent From their employees come from “underrepresented populations” for this year. What includes “underrepresented populations”? Probably not the Asians. (Note that this is a meaningless category that includes 60 percent of the world’s population). But it probably includes the racial categories they prefer, as well as people with several LGBTQ identities.

Ancestry takes Dei far beyond where other companies would dare. According Business internAncestry has A “systemic approach to pay equity.” That’s right, ancestry looks at the races of its employees To determine how much they must be paid. (“This analysis,” he said Business intern“He directed to identify and eliminate disparities in the advancement and compensation of employees”).

Coca-cola

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Coca-Cola is at full speed with Dei, since says “Diversity, equity and inclusion are in the heart of our values.”

The National Public Policy Research Center, a company shareholder, tried last year to convince Coca-Cola to order a report on whether the company’s practices could have invited to legal risk through the potential use of discrimination based on race or sex. The company refused.

This despite the fact that Coca-Cola publicly announces their preference for women in leadership. He is trying to achieve the objective that women have 50 percent of the company’s leadership roles by 2030.

Obviously, Coca-Cola believes that women need a leg to succeed in life, and that men must be at a disadvantage to achieve this.

Great banks

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Anti-Dii activists have been orientation Goldman Sachs and JPMorgan chase to finish their policies ofi, but it was in vain. Both banks sent Its executive directors to make television appearances to defend their policies obsessed with the breed last month.

The JPMorgan CEO, Jamie Dimon, said in CNBC in January: “Treat them … we will continue to arrive at the black community, the Hispanic community, the LGBT community, the community of veterans.”

Take into account Dimon’s dishonesty about what it really is about. Fortunately, the company is quite honest About Dei’s racist objectives on its website, saying: “We are committed to progress towards racial equity, advance gender equality and increase representation at all levels of our company.” If you click “Racial Equity” on your website, Goldman Sachs makes clear what race is the company’s favorite: “In Goldman Sachs, we believe in the power of black voices and commit capital towards the creation of changes” .

In Goldman Sachs, black women in particular are favored over all other people. In fact, the company has a Specific initiative to invest $ 10 billion in one million black women. Sorry, Hispanic, American native or white women, you are not lucky.

JPMorgan Chase is almost as shameless in his favorite of some races over others. Fifty -eight percent of the new US employees are not white, the company with pride They proclaim. And its “racial capital commitment” of $ 30 billion is a bit more open than Goldman Sachs: Blacks and Hispanics Of both sexes are welcome to request their investment of $ 750 million in suppliers of those careers. (I’m sorry for Cambodian immigrants).

Something has to give because this is simply shameless. Bring the demands.

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