Racism is evil. But some companies haven’t gotten the memo and are diving even deeper into racial obsession following Trump’s election and his immediate action to end the DEI programs that are rotting our institutions from the inside out.
Salesforce
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A particularly despicable example of DEI racism comes to us from Salesforce, the business software company.
The company, which says its “commitment to equality does not waver,” is clinging to goals that look suspiciously — or really precisely — like quotas: That, by 2030, 45 percent of its employees will “identify” as women or “non-binary” (whatever that is) and that 20 percent of U.S. employees will “identify as underrepresented minorities.”
Salesforce publicly provides grossly specific charts on the racial and gender identification of its U.S. employees. The data is accompanied by gobbledygook from “Chief Equality Officer” Alexandra Legend Siegel: “Equality is not just a moment, a program, or an initiative — it’s our culture. Beyond being a core value, it’s how we innovate and lead.” Judging by her designer clothing (one-piece silk pantsuits seem to be a favorite), she does quite well for herself with her grift of convincing her fellow executives to forgo hiring white, Asian, and/or male job candidates in favor of those who are of her preferred races.
There are many more companies that aren’t backing away from DEI, even as others — including Walmart, Target, and Amazon — are beginning to. This is not limited to outwardly progressive companies like e.l.f. Beauty, which has publicly stated that it is expanding its “equity” programs this year.
It includes mainstream companies that rely on Americans to choose to do business with them.
The NFL
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At a news conference on Monday, NFL commissioner Roger Goodell recommitted himself to the league’s (insane) diversity policies, which require teams to interview two minority candidates for coaching and executive jobs. Given that a job interview isn’t exactly the primary way someone lands one of these jobs, it ends up being a purely performative exercise of trotting out minority “candidates” who will never be chosen.
This week, news leaked that the Super Bowl will not feature the mantra “End Racism” stenciled in the end zones — as it has for the past four years. With growing opposition to DEI, the league could no longer make such a proclamation without bringing embarrassment upon itself and attention to its racist policies.
Ancestry
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If Salesforce’s data on its employees’ races was gross, this is disgusting.
The genealogy company is seeking to have 45 percent of its employees come from “underrepresented populations” by this year. What does “underrepresented populations” include? Probably not Asians. (Note that this is a nonsense category that includes 60 percent of the world’s population). But it probably includes the racial categories they prefer, as well as people with various LGBTQ identities.
Ancestry takes DEI far beyond where other companies would dare. According to Business Insider, Ancestry has a “systemic approach to pay equity.” That’s right, Ancestry looks at its employees’ races to determine how much they should be paid. (“This analysis,” reported Business Insider, “aimed to identify and eliminate disparities in employee advancement and compensation.”) Run far, far away from this company.
Coca-Cola
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Coca-Cola is going full-speed ahead with DEI, as it says “Diversity, equity and inclusion are at the heart of our values.”
The National Center for Public Policy Research, a company shareholder, tried last year to convince Coca-Cola to commission a report into whether the company’s DEI practices could have invited legal risk through the potential use of discrimination on the basis of race or sex. The company refused.
This is despite the fact that Coca-Cola publicly advertises its preference for women in leadership. It is attempting to reach the goal of having women hold 50 percent of company leadership roles by 2030.
Evidently, Coca-Cola thinks women need a leg up to succeed in life, and that men should be disadvantaged so as to achieve this.
Big Banks
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Anti-DEI activists have been targeting Goldman Sachs and JPMorgan Chase to get them to end their DEI policies but to no avail. Both banks sent out their chief executive officers to make TV appearances to defend their race-obsessed policies last month.
JPMorgan CEO Jamie Dimon said on CNBC in January: “Bring them on.… We’re going to continue to reach out to the Black community, the Hispanic community, the LGBT community, the veterans community.”
Note Dimon’s dishonesty about what DEI is really all about. Luckily, the company is quite honest about DEI’s racist aims on its website, saying: “We are committed to making progress toward racial equity, advancing gender equality, and increasing representation at every level of our firm.” If you click on “racial equity” on its website, Goldman Sachs makes clear which race is the company’s favorite: “At Goldman Sachs, we believe in the power of Black voices and in committing capital towards creating change.”
At 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, Native American, or white women, you’re out of luck.
JPMorgan Chase is almost as blatant in its favoring of some races over others. Fifty-eight percent of new U.S. hires aren’t white, the company proudly proclaims. And its $30 billion “Racial Equity Commitment” is a little more open than Goldman Sachs’: Blacks and Hispanics of both sexes are both welcome to apply for its $750 million investment in suppliers of those races. (Sorry to the Cambodian immigrants.)
Something has got to give because this is just shameless. Bring on the lawsuits.
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