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Thread: Corporate Race Theory: CRT in Fortune 100 companies

  1. #31


    The Woke Defense Contractor
    Raytheon adopts critical race theory and tells employees to acknowledge their “privilege.”
    Christopher F. Rufo (06 July 2021)

    Raytheon Technologies Corporation, the nation’s second-largest defense contractor, has launched an “anti-racism” program that promotes critical race theory, rejects the principle of “equality,” and instructs employees to “identify [their] privilege”—or else.

    Beginning last summer, the program, called Stronger Together, encourages employees to “becom[e] an anti-racist today.” Raytheon CEO Greg Hayes supported the campaign by signing an Action for Diversity & Inclusion statement, promising to “promote diversity” and “cultivate meaningful change for our society,” then asking all Raytheon employees to sign the pledge and “check [their] own biases.”

    Beneath the platitudinous public statements, however, the Stronger Together program relies heavily on critical race theory and manipulative pedagogical techniques.

    According to documents and videos I have obtained from a corporate whistleblower, the program begins with lessons on “intersectionality,” a core component of critical race theory. Intersectionality maintains that the world can be divided into competing identity groups, with race, gender, religion, sexual orientation, and other categories defining an individual’s place within the hierarchy of oppression.

    In a workshop entitled “Developing Intersectional Allyship in the Workplace,” diversity trainer Rebecca York explained to Raytheon employees that critical race theorist Kimberlé Crenshaw developed the concept of intersectionality to expose “interlocking systems of oppression” and “break down power into privilege and marginalization.”

    In a related lesson, Raytheon asks white employees to deconstruct their identities and “identify [their] privilege.” The company argues that white, straight, Christian, able-bodied, English-speaking men are at the top of the intersectional hierarchy—and must work on “recognizing [their] privilege” and “step aside” in favor of other identity groups. According to outside diversity consultant Michelle Saahene, whites “have the privilege of individuality,” while minorities “don’t have that privilege.”

    The program then tells white employees to adopt a new set of rules for interacting with their minority colleagues. Employees should “identify everyone’s race” during conversations, “including those who are White.” According to the document, white employees must “listen to the experiences” of “marginalized identities” and should “give [those with such identities] the floor in meetings or on calls, even if it means silencing yourself to do so.” This process of voluntary racial silence is a “win-win,” because “you learn more when you listen than when you speak.”

    Next, in a chart titled “What Not to Say to Your Black Colleagues Right Now,” Raytheon instructs white employees never to say that they “pray things change soon” or hope that social tensions “calm down,” which “says [their] comfort is more important than the message of anti-racism.” Whites should acknowledge that their own discomfort is only “a fraction” of the emotional distress of black employees, who are “exhausted, mentally drained, frustrated, stressed, barely sleeping, scared and overwhelmed.”

    Raytheon executives have also segregated employees by race and identity into Employee Resource Groups (ERGs) for black, Hispanic, Asian, Native American, LGBTQ, and other categories. The goal of these groups is ostensibly to “advance an inclusive culture,” but in practice, such “affinity groups” often serve to create division and suspicion in the workplace.

    Finally, Raytheon encourages white employees to “financially and verbally support pro-POC movements and POC-owned businesses.” In a collection of recommended resources, the company includes an article, “75 Things White People Can Do for Racial Justice,” encouraging white employees to “defund the police,” “participate in reparations,” “decolonize your bookshelf,” and “join a local ‘white space.’” In another recommended resource, the “21-Day Racial Equity Habit Building Challenge,” employees are asked to learn about the “weaponization of whiteness,” quantify the “racial composition” of their friend groups, and “interrupt the pattern of white silence.”

    What is the end goal of this program? The rejection of the principle of equality under the law. A Raytheon toolkit explicitly instructs employees to oppose “equality,” defined as “treating each person the same . . . regardless of their differences,” and strive instead for “equity,” which “focuses on the equality of the outcome.” The company claims that the colorblind standard of “equal treatment and access to opportunities” is not enough; “anti-racist” policies must sometimes utilize unequal treatment to achieve equal outcomes.

    For now, most Raytheon employees have remained silent, but discontent is growing in the corporate headquarters. Unless Raytheon executives have a change of heart, the company has set itself on a course of racial division.

    Original Source Documents (PDF):
    Twitter thread:

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  3. #32
    This kind of thing ought to really improve the labor "shortage," don't you think?

    "Government ... does not exist of necessity, but rather by virtue of a tragic, almost comical combination of klutzy, opportunistic terrorism against sitting ducks whom it pretends to shelter, plus our childish phobia of responsibility, praying to be exempted from the hard reality of life on life's terms." Wolf DeVoon

    "...Make America Great Again. I'm interested in making American FREE again. Then the greatness will come automatically."Ron Paul

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  5. #33
    Hi black male heterosexual Michael, have a good weekend?

    I had a great time, Mexican male heterosexual Jose.

    What do you think about white female big-tittied Jessica?

    Uh, excuse me, "big-tittied" isn't part of Jessica's identity intersection, black male Michael.

    Isn't it though?
    It's all about taking action and not being lazy. So you do the work, whether it's fitness or whatever. It's about getting up, motivating yourself and just doing it.
    - Kim Kardashian

    Donald Trump / Crenshaw 2024!!!!

    My pronouns are he/him/his

  6. #34

    Levi Strauss & Co.

    (h/t Not the Bee:

    [bold emphasis added - because that is why all this vicious nuttery, no matter how trivial any given instance of it might seem to be, should always be loudly and publicly mocked, denounced, and derided at every opportunity. - OB]

    Yesterday I Was Levi’s Brand President. I Quit So I Could Be Free.
    Jennifer Sey (14 February 2022)

    When I traveled to Moscow in 1986, I brought 10 pairs of Levi’s 501s in my bag. I was a 17-year-old gymnast, the reigning national champion, and I was going to the Soviet Union to compete in the Goodwill Games, a rogue Olympics-level competition orchestrated by CNN founder Ted Turner while the Soviet Union and the United States were boycotting each other.

    The jeans were for bartering lycra: the Russians’ leotards represented tautness, prestige, discipline. But they clamored for my denim and all that it represented: American ruggedness, freedom, individualism.

    I loved wearing Levi’s; I’d worn them as long as I could remember. But if you had told me back then that I’d one day become the president of the brand, I would’ve never believed you. If you told me that after achieving all that, after spending almost my entire career at one company, that I would resign from it, I’d think you were really crazy.

    Today, I’m doing just that. Why? Because, after all these years, the company I love has lost sight of the values that made people everywhere—including those gymnasts in the former Soviet Union—want to wear Levi’s.

    My tenure at Levi’s began as an assistant marketing manager in 1999, a few months after my thirtieth birthday. As the years passed, I saw the company through every trend. I was the marketing director for the U.S. by the time skinny jeans had become the rage. I was the chief marketing officer when high-waists came into vogue. I eventually became the global brand president in 2020—the first woman to hold this post. (And somehow low-rise is back.)

    Over my two decades at Levi’s, I got married. I had two kids. I got divorced. I had two more kids. I got married again. The company has been the most consistent thing in my life. And, until recently, I have always felt encouraged to bring my full self to work—including my political advocacy.

    That advocacy has always focused on kids.

    In 2008, when I was a vice president of marketing, I published a memoir about my time as an elite gymnast that focused on the dark side of the sport, specifically the degradation of children. The gymnastics community threatened me with legal action and violence. Former competitors, teammates, and coaches dismissed my story as that of a bitter loser just trying to make a buck. They called me a grifter and a liar. But Levi’s stood by me. More than that: they embraced me as a hero.

    Things changed when Covid hit. Early on in the pandemic, I publicly questioned whether schools had to be shut down. This didn’t seem at all controversial to me. I felt—and still do—that the draconian policies would cause the most harm to those least at risk, and the burden would fall heaviest on disadvantaged kids in public schools, who need the safety and routine of school the most.

    I wrote op-eds, appeared on local news shows, attended meetings with the mayor’s office, organized rallies and pleaded on social media to get the schools open. I was condemned for speaking out. This time, I was called a racist—a strange accusation given that I have two black sons—a eugenicist, and a QAnon conspiracy theorist.

    In the summer of 2020, I finally got the call. “You know when you speak, you speak on behalf of the company,” our head of corporate communications told me, urging me to pipe down. I responded: “My title is not in my Twitter bio. I’m speaking as a public school mom of four kids.”

    But the calls kept coming. From legal. From HR. From a board member. And finally, from my boss, the CEO of the company. I explained why I felt so strongly about the issue, citing data on the safety of schools and the harms caused by virtual learning. While they didn’t try to muzzle me outright, I was told repeatedly to “think about what I was saying.”

    Meantime, colleagues posted nonstop about the need to oust Trump in the November election. I also shared my support for Elizabeth Warren in the Democratic primary and my great sadness about the racially instigated murders of Ahmaud Arbery and George Floyd. No one at the company objected to any of that.

    Then, in October 2020, when it was clear public schools were not going to open that fall, I proposed to the company leadership that we weigh in on the topic of school closures in our city, San Francisco. We often take a stand on political issues that impact our employees; we’ve spoken out on gay rights, voting rights, gun safety, and more.

    The response this time was different. “We don’t weigh in on hyper-local issues like this,” I was told. “There’s also a lot of potential negatives if we speak up strongly, starting with the numerous execs who have kids in private schools in the city.”

    I refused to stop talking. I kept calling out hypocritical and unproven policies, I met with the mayor’s office, and eventually uprooted my entire life in California—I’d lived there for over 30 years—and moved my family to Denver so that my kindergartner could finally experience real school. We were able to secure a spot for him in a dual-language immersion Spanish-English public school like the one he was supposed to be attending in San Francisco.

    National media picked up on our story, and I was asked to go on Laura Ingraham’s show on Fox News. That appearance was the last straw. The comments from Levi’s employees picked up—about me being anti-science; about me being anti-fat (I’d retweeted a study showing a correlation between obesity and poor health outcomes); about me being anti-trans (I’d tweeted that we shouldn’t ditch Mother’s Day for Birthing People’s Day because it left out adoptive and step moms); and about me being racist, because San Francisco’s public school system was filled with black and brown kids, and, apparently, I didn’t care if they died. They also castigated me for my husband’s Covid views—as if I, as his wife, were responsible for the things he said on social media.

    All this drama took place at our regular town halls—a companywide meeting I had looked forward to but now dreaded.

    Meantime, the Head of Diversity, Equity, and Inclusion at the company asked that I do an “apology tour.” I was told that the main complaint against me was that “I was not a friend of the Black community at Levi’s.” I was told to say that “I am an imperfect ally.” (I refused.)

    The fact that I had been asked, back in 2017, to be the executive sponsor of the Black Employee Resource Group by two black employees did not matter. The fact that I’ve fought for kids for years didn’t matter. That I was just citing facts didn’t matter. The head of HR told me personally that even though I was right about the schools, that it was classist and racist that public schools stayed shut while private schools were open, and that I was probably right about everything else, I still shouldn’t say so. I kept thinking: Why shouldn’t I?

    In the fall of 2021, during a dinner with the CEO, I was told that I was on track to become the next CEO of Levi’s—the stock price had doubled under my leadership, and revenue had returned to pre-pandemic levels. The only thing standing in my way, he said, was me. All I had to do was stop talking about the school thing.

    But the attacks would not stop.

    Anonymous trolls on Twitter, some with nearly half a million followers, said people should boycott Levi’s until I’d been fired. So did some of my old gymnastics fans. They called the company ethics hotline and sent emails.

    Every day, a dossier of my tweets and all of my online interactions were sent to the CEO by the head of corporate communications. At one meeting of the executive leadership team, the CEO made an off-hand remark that I was “acting like Donald Trump.” I felt embarrassed, and turned my camera off to collect myself.

    In the last month, the CEO told me that it was “untenable” for me to stay. I was offered a $1 million severance package, but I knew I’d have to sign a nondisclosure agreement about why I’d been pushed out.

    The money would be very nice. But I just can’t do it. Sorry, Levi’s.

    I never set out to be a contrarian. I don’t like to fight. I love Levi’s and its place in the American heritage as a purveyor of sturdy pants for hardworking, daring people who moved West and dreamed of gold buried in the dirt. The red tag on the back pocket of the jeans I handed over to the Russian girls used to be shorthand for what was good and right about this country, and when I think about my trip to Moscow, so many decades ago, I still get a little choked up.

    But the corporation doesn’t believe in that now. It’s trapped trying to please the mob—and silencing any dissent within the organization. In this it is like so many other American companies: held hostage by intolerant ideologues who do not believe in genuine inclusion or diversity.

    In my more than two decades at the company, I took my role as manager most seriously. I helped mentor and guide promising young employees who went on to become executives. In the end, no one stood with me. Not one person publicly said they agreed with me, or even that they didn’t agree with me, but supported my right to say what I believe anyway.

    I like to think that many of my now-former colleagues know that this is wrong. I like to think that they stayed silent because they feared losing their standing at work or incurring the wrath of the mob. I hope, in time, they’ll acknowledge as much.

    I’ll always wear my old 501s. But today I’m trading in my job at Levi’s. In return, I get to keep my voice.
    Last edited by Occam's Banana; 02-14-2022 at 06:09 PM.

  7. #35

  8. #36

  9. #37
    How Business Giants Get Lower Interest Rates for Meeting Diversity Quotas
    Race-conscious credit agreements are incentivizing illegal hiring practices across corporate America

    [additional matter hidden to save space]

  10. #38
    Last edited by Occam's Banana; 08-14-2023 at 05:16 PM.

  11. #39

    Chevrolet (GM)

    Corporate Race Theory: CRT in Fortune 100 companies
    Corporate Queer Theory:
    Last edited by Occam's Banana; 08-14-2023 at 05:17 PM.

  12. #40


    Quote Originally Posted by Occam's Banana View Post
    Coca-Cola accused of paying NAACP to call soda taxes ‘racist’
    "I say Coke's policies are evil because I saw inside the room. The first step in playbook was paying the NAACP + other civil rights groups to call opponents racist," said Calley Means.
    Roberto Wakerell-Cruxz (03 January 2022)

    TrueMedicine Care co-founder Calley Means published a thread to Twitter on Monday, where he broke down the grip that soda companies have over food regulation. Means claimed that his Twitter Blue access and his account is now under review, suggesting that this was due to Coca-Cola being a major advertiser for Twitter.

    "Early in my career, I consulted for Coke to ensure sugar taxes failed and soda was included in food stamp funding," Means claimed.
    "I say Coke's policies are evil because I saw inside the room. The first step in playbook was paying the NAACP + other civil rights groups to call opponents racist. Coke gave millions to the NAACP and the Hispanic Federation - both directly and through front groups like the American Beverage Association This picked up in 2011-2013 - when the Farm Bill and soda taxes were under consideration."
    Means included a screenshot from a Center for Science in the Public Interest (CSPI) report as written about in Nutrition Insight in March of 2013.

    Both the NAACP and the Hispanic Federation "received grants from Coca-Cola, with the national NAACP receiving at least $2.1 million from the soda giant since 1986, including $100,000 as recently as December. The Hispanic Federation also lists Coke as a donor, and in February 2012 its president, Lillian Rodriguez Lopez, left the nonprofit group to become director of Latin affairs at the company," Nutrition Insight wrote.

    CSPI’s report noted that Coca-Cola gave the American Academy of Family Physicians a $600,000 grant in 2009 for a new website, and gave a $1 million grant in 2003 to the American Academy of Pediatric Dentistry, which was "seemingly enough to get the president of the American Academy of Pediatric Dentistry to suddenly hedge the group's position on the extent to which soda causes cavities," Nutrition Insight reported.

    "Coca-Cola, PepsiCo, Dr Pepper Snapple Group, the American Beverage Association, and Kraft Foods, maker of such sugar drinks as Kool Aid and Capri Sun, are also big donors to two major anti-hunger groups, the Food Research and Action Center and Feeding America," the report added.

    "The conversations inside these rooms was depressingly transactional: 'We (Coke) will give you money. You need to paint opponents of us as racist.' The effort was successful, and the message was carried in thousands of articles between 2011-2013," Means continued.

    "Coke's position was clear: soda is one of the cheapest ways to get calories - a flagrantly inaccurate statement when factoring in the health consequences.

    "Despite high rates of obesity in the populations they work for, groups with a long history of funding by the beverage industry are now fighting measures like New York City’s stalled soda ban," Means added, noting a 2013 article in the New York Times.

    "I watched as the FDA funneled money to professors at leading universities - as well as think tanks on the left and right - to create studies showing soda taxes hurt the poor. They also paid for studies that say drinking soda DIDN'T cause obesity," Means claimed.

    "Of course, not mentioned in these studies is the incontrovertible fact that sugary drinks are one of the top causes of obesity and diabetes - leading to harrowing statistics like this.
    Means cited a recent report from CNN, in which a new study published in the American Diabetes Association journal Diabetes Care last month found that the number of people under the age of 20 with type 2 diabetes may skyrocket 675 percent by 2060 if current rents continue in the US.

    "Soda companies are deeply embedded in the USDA - so much so that the agency carries discredited talking points like 'there are no bad food, only bad diets.'"
    "This ignores fact that sugar is highly addictive and has negative nutritional value," Means continued.

    "In the end: racial tensions flared, soda spending was kept in SNAP funding, and many of the soda taxes were defeated... Of course, this has been a disaster for low-income communities. Addictive, deadly sugary drinks should never be included in a government nutrition program. People saying that restricting soda from SNAP funding is 'paternalistic' or an 'assault on personal choice' are unwittingly doing the work of the soda companies."
    "You can't have a free market if that market is rigged," Means concluded.

    Means would then post that his Twitter account is under review and had his check suspended. "This is not the free speech ethos [Elon Musk], childhood obesity and diabetes is urgent issue. It is a simple question. Has Coca-Cola ever had a direct line to Twitter to suspend critics. Do they still?
    Last edited by Occam's Banana; 08-14-2023 at 05:17 PM.

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  14. #41
    Quote Originally Posted by Occam's Banana View Post
    Coca-Cola accused of paying NAACP to call soda taxes ‘racist’
    "I say Coke's policies are evil because I saw inside the room. The first step in playbook was paying the NAACP + other civil rights groups to call opponents racist," said Calley Means.
    Roberto Wakerell-Cruxz (03 January 2022)

    TrueMedicine Care co-founder Calley Means published a thread to Twitter on Monday, where he broke down the grip that soda companies have over food regulation. Means claimed that his Twitter Blue access and his account is now under review, suggesting that this was due to Coca-Cola being a major advertiser for Twitter.


    "You can't have a free market if that market is rigged," Means concluded.

    Means would then post that his Twitter account is under review and had his check suspended. "This is not the free speech ethos [Elon Musk], childhood obesity and diabetes is urgent issue. It is a simple question. Has Coca-Cola ever had a direct line to Twitter to suspend critics. Do they still?
    It seems it was because Calley Means changed his profile picture:
    Last edited by Occam's Banana; 01-04-2023 at 03:35 AM. Reason: edited quoted matter for length and relevance
    Never attempt to teach a pig to sing; it wastes your time and annoys the pig.

    Robert Heinlein

    Give a man an inch and right away he thinks he's a ruler

    Groucho Marx

    I love mankind…it’s people I can’t stand.

    Linus, from the Peanuts comic

    You cannot have liberty without morality and morality without faith

    Alexis de Torqueville

    Those who fail to learn from the past are condemned to repeat it.
    Those who learn from the past are condemned to watch everybody else repeat it

    A Zero Hedge comment

  15. #42

    Wells Fargo
    Last edited by Occam's Banana; 08-14-2023 at 05:15 PM.

  16. #43
    Go woke, go broke:

    Google To Cut 12,000 Jobs
    Never attempt to teach a pig to sing; it wastes your time and annoys the pig.

    Robert Heinlein

    Give a man an inch and right away he thinks he's a ruler

    Groucho Marx

    I love mankind…it’s people I can’t stand.

    Linus, from the Peanuts comic

    You cannot have liberty without morality and morality without faith

    Alexis de Torqueville

    Those who fail to learn from the past are condemned to repeat it.
    Those who learn from the past are condemned to watch everybody else repeat it

    A Zero Hedge comment

  17. #44

  18. #45

  19. #46

    BREAKING LEAKED VIDEO: CEO of IBM @ArvindKrishna admits to using coercion to fire people and take away their bonuses unless they discriminate in the hiring process.

    “You got to move both forward by a percentage that leads to a plus on your bonus," Krishna said about hiring Hispanics, "and by the way if you lose, you lose part of your bonus.”

    After pulling ads from X for 'racism,' IBM chief Arvind Krishna says he will fire, demote or strip bonuses from execs who don't hire enough blacks, Hispanics — or hire too many Asians

    "Asians are not an underrepresented minority in tech in America...I’m not going to finess this, for blacks we should try to get towards 13 percent," says Krishna.

    Paul Cormier, the chairman of Red Hat, a subsidiary of IBM, says in the leaked recording that Red Hat has terminated people because they weren't willing to engage in racial discrimination through hiring and promotion.

    Title VII of the Civil Rights Act makes it illegal for employers to discriminate on the basis of race in the workplace. #IBMLeaks

    [additional matter hidden to save space]

    [Twitter Spaces link:]
    BREAKING: OMG obtained an internal document from @IBM‘s RedHat that reads like a religious text: The "Allyship Commandments" are 10 race-based rules employees must observe.

    One commandment states “only white people can be racist”

    Another states, “Accepts that WHITE people are responsible for dismantling racism"

    From a different section: “Whiteness constructs the game, hides the rules, then rigs the game, over and over again.”

  20. #47
    Quote Originally Posted by Occam's Banana View Post

    Quote Originally Posted by Occam's Banana View Post
    {Right Side of History @xxclusionary | 13 December 2023}

    In light of the current news [see this post - OB], here’s a reminder that IBM is laying the ground work for EV chargers that restrict charging based on social credit scores:

    IBM, one of the world's largest IT companies with operations in over 170 countries, has filed a patent for a database that limits the ability of a user to use an EV charging station based on a blackbox "social credit score."

    The patent discusses:

    - A tracking database associates each EV/charging session with a user profile and EV profile. The EV profile contains identifying info like license plate and technical details like battery size.

    - The system collects charging session data over time to generate machine learning models that can predict charge completion times. This data can be associated with similar past sessions to improve the models.

    - The system notifies EV owners when their charge will be complete, so they can move their vehicle and open up the charger. It can also notify waiting EV owners when a charger is likely to become available.

    - The system collects user behavior data to establish "social scores" and reward good behavior.

    - So in summary, it uses machine learning and a "social credit" system to optimize charger usage.

  21. #48

    [thread archive:]
    {James Lindsay @ConceptualJames | 10 January 2024}

    Let's have a close look at Boeing and DEI!

    Boeing's corporate filings with the SEC reveal that in beginning 2022, the annual bonus plan to reward CEO and executives for increasing profit for shareholders and prioritizing safety was changed to reward them if they hit DEI targets.

    [image hidden to save space]
    Up to 40% of the executives' potential pay is in that "annual incentive pay program" which is tied to hitting DEI targets. For those just catching on, DEI doesn't have anything to do with aircraft manufacturing or safety.

    [image hidden to save space]
    Boeing didn't just mandate DEI at Boeing. It also prioritized ESG and DEI in their supply chain, as with ESG agendas, which suggests they did not look for the best suppliers on quality and safety on objective metrics, but focused on meeting their ESG goals instead.

    [image hidden to save space]
    The "annual incentive bonus" tied to DEI targets is more than the base salary for the CEO and CFO. It is equal to the salary for the Chief Legal Officer. These are perverse incentives for ideological projects that, at best, water down Boeing's mission: building safe aircraft.

    [images hidden to save space]

    It gets worse. The 2023 Boeing DEI/GEDI report is proud of how they tied executive compensation to DEI, not meritocracy and excellence regardless of race/identity. In fact they gave "Business Resource Groups" stock awards for their "contributions to inclusion." Corruption.

    [image hidden to save space]
    What is a "Business Resource Group," you may ask? It is a self-selecting race- and identity-based segregated group of employees promoted by management. They meet with a "Equity and Inclusion Steering team" to "discuss progress related to the company's 'equity' commitments."

    [image hidden to save space]
    In Boeing's 2023 DEI/GEDI report they are proud that more than 50% of their interns are from "underrepresented backgrounds." Were hiring based on merit or based on skin color and identity? DEI was never about proportionate representation; it's about destroying objective merit.

    [image hidden to save space]
    Why does this matter? Whistleblowers from Boeing have pointed out safety concerns with Boeing's production quality issues since 2018, but instead of prioritizing safety and fixing these issues, the company created bonuses that incentivize management to focus on hitting DEI goals.

    [image hidden to save space]
    In fact, if you look at their corporate filings (SEC Form 14A), the word "diversity" appears 54 times, and, ofc, the word "merit" appears 0 times. The focus away from meritocracy to DEI will likely kill thousands one day due to erosion of merit, safety, and excellence.

    [images hidden to save space]
    Meanwhile, corporate ESG and DEI plans incentivize CEOs and executives to violate the 1964 Civil Rights Act and Equal Protection Clause of 14A for a bigger bonus, as was reported in 2020.

    [image hidden to save space]
    Ofc, btw, Boeing is not the only company that has "DEI target bonuses." Companies like Starbucks has them too. Starbucks makes coffee, though. Boeing makes jetliners. People's lives are at stake, and we still have time to avoid the otherwise inevitable diversity plane crashes.

    [images hidden to save space]

    In fact, it would be interesting for journalists to look into the annual reports and SEC 14A filings of every Fortune 500 company to find out if their executives are rewarded for racially discriminating against their employees. It's likely endemic. Exposure and hearings needed.

    The link to the 2023 Boeing SEC 14A filing is here:

    The link to the 2023 Boeing DEI/GEDI report is here:

    Link to the 2022 Boeing's SEC 14A filing (source of first pic in thread) here:

    By the way, your US politicians will be flying on private charter jets while you are flying on Boeing airliners so they don't care what happens to you. We should demand that they be forced to fly in the same planes everyone else does.

    [image hidden to save space]
    Further, when Boeing exes talk about safety in corporate documents, they often don't mean passenger safety but the "psychological safety" of employees, like in their DEI/GEDI report. These kinds of tricks are commonplace with that word. Read carefully.

    [images hidden to save space]

    Possibly connected: We need a serious investigation into this recent Boeing accident. Why was the black box recorder completely erased for a 20 minute flight? Isn't that completely nonstandard?

    [image hidden to save space]
    The takeaway can't be that people should start being afraid of flying; that's what they want. They are pushing DEI in every industry, so other transportation likely isn't faring better. We need to demand consequences for people who push ESG and DEI over safety and excellence.

    Rallying around transportation safety ahead of all ideology should be an easy thing. The only people who want diversity plane crashes are evil manipulators who we take advantage of the crisis to restrict us further. We need to get rid of DEI incentives NOW.

    More than just getting rid of DEI and the incentives that installed it and keeping it in place, we need hearings and investigations, with serious consequences, for how those incentives got installed in the first place. It's not enough to do anything less.

    This thread was happily sent from onboard an Airbus.


    Here's the company, Spirit Aerosystems, where Boeing got the fateful door plugs. Notice their commitment to DEI and Sustainability (ESG) in their supply chain matters.
    [thread archive:]
    {James Lindsay @ConceptualJames | 10 January 2024}

    Spirit Aerosystems is the company that provided Boeing the door plugs, one of which failed. Boeing prioritizes DEI and ESG in its supply chain (bc of ESG requirements), and Spirit Aero delivers. DEI and Sustainability are at the top of their careers page.

    [images hidden to save space]
    "Diversity and inclusiveness will ensure that Spirit continues to remain at the forefront of our industry."

    Maybe work on the door plugs, tho.

    [images hidden to save space]

    Environment, People, Governance.

    Environment, Social, Governance (ESG).

    It's their top priority. Too bad about those door plugs, tho.

    [images hidden to save space]

    Last edited by Occam's Banana; 01-11-2024 at 08:54 AM.

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  23. #49

    CVS Health Corp.

    Quote Originally Posted by Brian4Liberty View Post

  24. #50


    "An anonymous source just sent me this from Disney. It is mandatory, institutionalized racism and sexism!" -- Elon Musk

  25. #51

  26. #52
    Ayn Rand was a prophet.

    Quote Originally Posted by acptulsa View Post

  27. #53
    Quote Originally Posted by Occam's Banana View Post
    DEI Officer STEALS Millions From Facebook & Nike
    {Actual Justice Warrior | 19 May 2024}

    In this video I discuss the recent conviction of a former DEI officer for embezzling millions of dollars from Facebook and over $100,000 from Nike.



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