#DEI training and workshops

[darkmaga-returns]

Department of Government Efficiency (DOGE) has eliminated $3.3 billion in federal contracts, delivering immediate taxpayer savings of $2.6 billion. Total savings to date: $155 billion (nearly $1,000 per taxpayer) via canceled leases, regulatory rollbacks, fraud crackdowns and asset sales.

Audits identified and cut contracts related to DEI initiatives and gender-related programs, including $36,000 DHS DEI workshops, $1 million SSA "Gender X Initiative," $4 million DOL DEI training and multiple USDA diversity consultants (230K–230K–1M).

DOGE operates with radical transparency, deploying Silicon Valley analysts to uncover fraud and waste. It also exposed misuse of funds across agencies like IRS, FEMA, USAID and OPM—despite 11 lawsuits alleging privacy violations.

Critics claim DOGE illegally accessed sensitive data (tax records, student loans, security clearances), citing the Privacy Act of 1974, but then supporters argue it's exposing systemic waste, achieving more than "decades of congressional hearings."

Trump hails DOGE as a historic government overhaul, vowing deeper audits, while officials call recent cuts "just the beginning," signaling more aggressive reforms ahead.

[drewtober]

Hey! Sorry this has taken so long--had a lot of family things come up one after another after another, and lots of work on top of all of it. Been kinda one thing after another these past few months. 🤣

TAGGING AND SUBMISSIONS

I'll open up submissions on October 1st for any pieces if anyone wishes to submit, and I'll check the tags once a day for reblogging. The tag is #Drewtober2024.

LOCATIONS

This list is mainly for quick reference or to spark an idea, but if I’ve forgotten a location in a game that you wanna illustrate go for it! I’m doing this from memory.

SCK - Paso Del Mar High School, Maxine’s Diner, Aunt’s Eloise’s house

STFD - The studio, Dwayne’s apartment, Aunt Eloise’s apartment (this is the only game I've not played, so I'm unfamiliar with all the locations).

MHM - Nancy’s room, the basement, Abby’s room, the library, the parlor, the foyer

TRT - Nancy’s room, the foyer, the library, the locker room, Marie's tower

FIN - The Royal Paladium

SSH - The exhibits, the Henrik’s lab, Nancy’s hotel room, Henrik’s hospital room, Joanna’s office, Alejandro’s office, Taylor’s office

DOG - Sally's cabin, Mickie's speakeasy, the ranger station, the woods, Em’s Emporium

CAR - Nancy’s hotel room, Joy’s office, the security office, Ingrid’s workshop, the various rides in the amusement park, Rolfe Kessler’s workshop

DDI - Katie’s boat, Jenna’s cafe, Whale World, the lighthouse, the beach, the sea caves, the smuggling tunnels

SHA - The ranch house, the stable, the farm yard, Mary’s gift shop, Dry Creek, the cliff dwellings

CUR - Nancy’s room, Linda's room, Jane’s room, the conservatory, the library, the foyer, the alchemy lab

CLK - The Lilac Inn, the tunnels, Josiah's house and barn, the mini golf course, Jim's office, Bogart's pond

TRN - The dining car, the sleeping car, Camile’s car, Jake’s car, the map room car, the dancing studio car, Fatima’s shop, the crypts

DAN - Minette’s workshop, the reception office, Dieter’s studio, the park, the sewers, Cafe Kiki, Jay Jay’s house, Noisette's stained glass safe

CRE - Big Island Mike’s property, the beach, the Hilihili labs, the volcano, Three Finger Rock jungle, Dr. Kim’s base camp

ICE - Nancy’s room + all guest rooms, the fishing shack, the Trapper Dan's Needle, Julius's cabin, the basement

CRY - Renee’s room, Bruno’s room, the library, the miniature’s room, the foyer, the garden, the cemetery, Bernie’s log and swamp, Zeke’s

VEN- Nancy and Helena's room, the ca, the flower stand, the various plazas, Antonio's office, Casa dei Giochi

HAU - The foyer/downstairs, Brendan and Caitlyn’s room/tower, Fiona’s room, the library, the castle grounds, Fiona’s bog hut, The Screaming Banshee Inn, the laboratory

WAC - Nancy and Corine’s room, Mel’s room, Izzy and Leela's room, the basement, the library, the common area, the courtyard

TOT - The basement, the farm house, the barn, the wind mills, Pa’s shop, Pa's museum

SAW - Nancy’s room, the baths, the hidden bath’s, Yumi’s apartment, the gardens, the bento stand, the pachinko parlor, the ryokan foyer, Rentaro's workshop, Takae's classroom

CAP - Nancy’s room, Karl’s office, the gift shop, the security booth, the monster’s camp, the dungeons, the glass blowing studio, the dining hall, the courtyard

ASH - River Heights police department, Toni's ice cream shop, Alexei's antique shop, Brenda's van, Nancy's house, original town hall

TMB - The camp tent, the tomb

DED - Ryan's workshop, Mason and Ellie's offices, the break room, Gray's security room, Niko's office and secret lab, the main lab

GTH - The cemetery, the crypt, the dilapidated house, the mansion parlor, the kitchen, the basement, Charlotte’s room

SPY - Nancy’s hotel room, Bridget's hotel room, Cathedral HQ and server room, Moira’s house, the training grounds, the cookie stand, the train station

MED - Pacific Run camp, the puzzle palace, the Annunaki star cave

LIE - The museum, Melina's office, the stage, the sets, the Niobe's pottery workshop

SEA - The Missti Skip, the Heerlijkheid, Magnus's cabin, the caves, the gift shop

BONUS DAYS/ALTERNATIVE DAYS

MID - Mei and Jason's hideout, the Parry house, Lauren's shop, Olivia's shop, the museum, the courthouse, the Hathorne estate and grounds, the cemetery, the tunnels,

KEY - Hungerkünstler Cafe, Oskar's exhibit, Zlaty Custom Jewelry, Aparát, Radek's marionette theater, Prague castle courtyard, St. Vitus cathedral, the alchemy lab, the astronomical clock

[the-most-humble-blog]

📌 THE REASON YOU KEEP LOSING MEN:

Why AOC Will Never Be President, and Why Your Aunt’s Pantsuit Is Losing You Swing States

Please, Democrats.

For the love of whatever back-alley body-autonomy god you scream about when elections are close…

Pick. A. Leader. That. The. American. Male. Will. Fight. For.

Not tolerate.

Not “support” from guilt.

I mean stand up for. Defend. Carry into battle.

Instead, every cycle, you roll out another:

🧾 Shrill HR department mascot

📣 Trauma-informed TikTok translator

�� Gender-studies TED Talker with pronouns longer than her resume

💼 Overcredentialed NPR voice in a pantsuit who still thinks gas prices are a patriarchy issue

You think men are the problem?

Men are the customer.

And you haven’t just stopped selling to them.

You’ve insulted them for even showing up at the counter.

Here’s the truth you don’t want to hear:

The average American man — Black, white, Latino, Asian, mechanic, veteran, tradesman, factory lifer, tech bro, or trucker —

will not vote for someone who talks like a Twitter thread and moves like a DEI workshop on wheels.

He’s not scared of women.

He’s done with performative ones.

He doesn’t want your feminist mascot.

He wants a leader — someone who can hold a sentence, a stare, and a line in the sand.

And if you don’t offer him that?

He’ll vote for the other guy.

Even if that guy is 93% embalming fluid.

You think this is sexist? Think again.

Because the wives, daughters, girlfriends, and mothers of America?

They agree. Quietly. And they vote that way too.

They’ll never say it out loud.

But they see what you’ve done to their sons.

To their brothers.

To the country.

And the ballot box?

That’s where their rage finally gets to speak.

Now. Let’s talk about the part no one dares to say in public.

👨‍✈️ Men are still required to register for the draft.

At 18, boys are told:

“You have a civic duty to be cannon fodder if we need you.”

Meanwhile, their female peers are in Gender Justice 101 yelling:

“We don’t need no man!”

Until, of course, they need a bodyguard on the street,

a first responder at the scene,

or a wallet on the first date.

The very men they call “privileged” are the same ones expected to risk life and limb on command —

even for a country that often doesn’t even thank them anymore.

Here’s the bitter pill:

The Selective Service is still real.

And until women are subject to the same draft obligations?

You will never — and I mean never — see a majority of men vote a woman into the White House.

Not because they hate women.

But because they know the job description includes dying for this country if needed.

And right now?

Only men are on the hook for that.

Think that logic is toxic masculinity?

Then explain why your own feminist friends still expect a man to walk them to their car at night.

Explain why your progressive boyfriend still paid for the Uber.

Explain why you still call dad when sh*t breaks down.

Because when danger shows up —

real masculinity stops being toxic real fast.

And let me be clear:

👩‍✈️ ✨This is NOT an attack on women who serve.✨

Every woman who’s ever worn the uniform, stood post, deployed, or died for this country?

You are owed every ounce of honor we can give.

You stood shoulder to shoulder with your brothers.

You earned your place.

And no man of value will ever lump you in with the armchair feminists who think retweets are resistance.

This post is about those who want the crown —

but would faint if asked to bleed for it.

You keep running:

🧚‍♀️ Feminist micro-celebs with TikTok energy

🧠 Policy wonks who think leadership is a podcast segment

🧯 DEI-trained bureaucrats who want to manage the people, not lead them

Then you act surprised when men ghost the polls.

Hell, they’re not just ghosting.

They’re voting against you.

You want to win?

Here’s what you run:

🧔 A man. A real one.

With the discipline of a general.

The bluntness of a contractor.

And the calm of a man who’s seen sh*t but still shows up to fix the furnace.

Not a scold.

Not a mascot.

Not a performance piece in a suit.

Just a man.

One who doesn’t apologize for having testosterone.

Until then?

You’ll keep getting bodied at the polls.

Not because America is bigoted.

But because you’ve forgotten how to speak to its backbone.

And when you mock the masculine?

You lose the only people left who know how to carry things through hell.

⚖️ LEGAL DISCLAIMER:

This post is satire, commentary, and cultural critique protected by free expression.

It is not a call to action. It is not an attack.

If this post makes you uncomfortable, ask yourself if it’s because it’s hateful —

or because it made sense in a way you weren’t ready for.

✨ TL;DR:

Until the people who demand leadership are willing to serve in uniform,

don’t be surprised when voters look for the ones who already have.

Because masculinity is not the enemy.

It’s the one thing holding your country together.

And the more you mock it?

The more men — and women — vote red.

Even if they hate the other guy.

***TEST TIME***

(Answer honestly, or lie and stay miserable — up to you.)

🧠 Have you ever used the term “toxic masculinity” unironically?

🧠 Do you think "strong male leadership" is an outdated concept?

🧠 Do you believe telling men to “do better” is a replacement for actual policy?

If yes to any of these?

Congratulations.

You're why Trump got a second term.

You’re also why America has:

📉 The highest SSRI prescription rate in women in recorded history

🍼 The lowest fertility rate since industrialization

💔 The most single, childless, deeply medicated women ever documented

😞 And this is important… the most miserable.

This isn’t a culture war.

It’s a failed social experiment.

You were sold empowerment and given burnout.

You were promised equity and handed serotonin capsules in genderless packaging.

You were told men are the enemy — when all along, they were the firewall between you and a society run by nihilism and hashtags.

🔁 REBLOG if you’re tired of watching the left run on vibes and soft font

💬 COMMENT if you’ve ever watched a man do more for his family than any policy ever did

🔒 FOLLOW if you believe in equality with accountability — and masculinity without apology

[religion-is-a-mental-illness]

By: Christopher F. Rufo

Published: Nov 20, 2024

There is an old saw that, in America, every great cause begins as a movement and eventually degenerates into a racket. This is certainly true of the past decade’s most fashionable cause: “diversity, equity, and inclusion.” What might have begun as a social movement has now become a business—and not just in the United States. According to McKinsey & Company, spending on “DEI-related efforts” across the globe totaled $7.5 billion in 2020. If trends continue, that figure will exceed $15 billion by 2026.

And, in another American tradition, government contractors have turned a profit on this fad. While it’s hard to determine the precise amount of money that Washington spends on DEI, a search for contracts, grants, and other outlays that reference “diversity, equity, and inclusion” and similar terms suggests that DEI principles were attached to more than $1 billion in federal contracts last year.

This represents a rapid change. In 2019, according to our search, the federal government awarded only $27 million in contracts with language related to “diversity and inclusion.” But after the death of George Floyd in 2020, the federal government and private contractors went all-in on DEI, seeking to implement the Biden administration’s “whole-of-government” equity agenda.

In a series of executive orders beginning in January 2021, Biden unveiled that agenda. The White House directed each federal agency to “implement or increase the availability of [DEI] training programs,” create “internal policies and procedures to support” employees “transitioning” to another gender, submit annual DEI plans and reports to a White House steering committee, establish “agency equity teams,” and appoint a “chief diversity officer” to oversee compliance. These directives created a sudden demand for DEI consulting and opened the floodgates of federal funding to private contractors who offered “expert” advice on diversity-program management. Consulting firms were delighted; they set about rationalizing and marketing a respectable front for both the ideology and their own cash grab.

The large consulting firms advertised the adoption of DEI as a moral imperative. They boasted of their spending on diversity to demonstrate their credentials. Deloitte, for example, claimed to have spent $1.47 billion on “diverse suppliers.” McKinsey committed to doubling spending on such suppliers, while investing $20 million in DEI research. Deloitte, meantime, published a report titled The Equity Imperative, which encouraged “businesses [to] take the lead in dismantling” systemic racism���preferably with Deloitte’s “premier cross-enterprise DEI analytics tool.”

These firms argued simultaneously that DEI was morally necessary and good for the bottom line. McKinsey published studies that claimed to have found economic benefits from diversity policies. Incredibly, it claimed that narrowing the “gender gap” would add $12 trillion to GDP. Economists have shown that these studies are misleading and potentially fallacious.

The consultant class cashed in. In early 2022, McKinsey partnered with another firm to present “a series of workshops” that would “equip federal leaders working across government with research-based insights” to improve their “DEIA work” (the added “a” is for “accessibility”). Deloitte, seizing the opportunity presented by Biden’s executive orders mandating DEI in the federal workforce, published a paper on the “Government’s equity imperative,” presenting the firm’s “government equity activation model.”

McKinsey and Deloitte were only two of the many consultancies reaping financial rewards from the executive orders, with firms securing millions of taxpayer dollars in DEI-related contracts.

Agencies across the federal government participated in the gold rush. The Treasury Department awarded $2.8 million to Accenture Federal Services for DEI “implementation.” The Department of Health and Human Services gave a $2.9 million DEI contract to Totem. The Department of Defense agreed to pay Tyler Federal $3.3 million for “(DEI) database services.” The Agency for International Development allocated $6.2 million to SSG Advisors for “DEIA buy-in.”

What do these contracts entail in practice? Consider the $4.4 million agreement between the Department of Labor and CALCO Consulting Group to “deliver diversity, equity, inclusion, and accessibility (DEIA) training” for the department’s Job Corps program—an initiative to help young people “complete their high school education, train[] them for meaningful careers, and assist[] them with obtaining employment.”

Rather than focus on helping its clients find meaningful work, the Department of Labor contract funneled millions to outside vendors to conform the program to the DEI creed. For example, a team of CALCO DEI consultants went to Montgomery, Alabama, to lead “a 3-day immersive Student-Centered Design training as part of Job Corps’ plan to adopt DEIA principles at all its centers.” The department, in other words, used the firm to engrain critical race theory principles at every level of the program’s operations.

At NASA, the government awarded $2.4 million to LMI Consulting “to incorporate and deeply engrain diversity, inclusion, equity, and accessibility (DEIA) in” the agency’s “culture and business.” LMI, which has “assisted NASA in transforming its workforce,” happily adapted its product to the new DEI ideology. The agency recognized the firm’s work, giving its “Group Achievement Award” to seven LMI consultants—not for advancing space travel, but for “developing innovative approaches and ways to use lessons learned when implementing [DEI] strategies.”

The Department of Homeland Security is also implementing the White House’s DEI priorities. In September 2023, the department awarded $2.1 million to the Millennium Group International for “(DEIA) professional support services,” a rolling contract that could reach $7.5 million by 2028. That contract is part of the department’s sophisticated diversity apparatus, which includes strategic plans, DEI workshops and seminars, and trainings on “the brain science of inclusion.” Instead of enforcing the law and protecting life and liberty, DHS has focused on “unleashing the power of our shared human spirit” through “inclusive diversity.”

These contracts, and the racialist ideology on which they are predicated, do nothing to serve the national interest. When Donald Trump takes office in January, he should dismantle the diversity apparatus, which threatens his agenda and the principle of equality before the law. DEI is designed to favor ideologues and consultancy grift instead of competent or public-spirited officials. The second Trump administration must put a stop to these contracts immediately, lest they become one more corrupting force in an already deeply compromised federal government.

==

These con artists have perpetrated billions of dollars of fraud on taxpayers. Especially since we now know for certain that, like homeopathy, not only doesn't it work, it makes things worse.

[jaycenbradley-world]

DEI Is a Joke—It Never Helped Black People, and It Never Will

For years, Diversity, Equity, and Inclusion (DEI) has been sold as the answer to racial disparities in corporate America, education, and beyond. Companies, universities, and government institutions poured billions into DEI programs, hiring Chief Diversity Officers and holding endless workshops on unconscious bias.

And what did Black America get out of it? Nothing.

Actually, it’s worse than nothing. DEI has backfired—creating more resentment, reinforcing stereotypes, and making it even harder for Black people to be judged on merit. The data is clear: DEI has not improved opportunities for Black workers in any meaningful way. Instead, it has helped fuel diversity theater while enabling discrimination under the disguise of “equity.”

It’s time to admit the truth—DEI is a joke, and Black people are the punchline.

The Numbers Don’t Lie—DEI Has Failed Black People

Despite all the talk about “equity” and “inclusion,” DEI hasn’t moved the needle for Black workers or students in any significant way.

• A 2023 Harvard Business Review study found no measurable improvement in Black hiring or promotion rates after companies implemented DEI initiatives.

• The U.S. Bureau of Labor Statistics shows that Black unemployment remains consistently higher than White and Asian unemployment, even as corporations roll out aggressive DEI policies.

• A 2021 McKinsey report revealed that while Black employees were hired into entry-level positions at a decent rate, they were still vastly underrepresented in leadership roles, proving that DEI helps companies meet quotas but does nothing to actually advance Black talent.

So what’s really happening? DEI isn’t fixing discrimination—it’s making it more subtle.

Hiring managers, who don’t want to be accused of racism, are now reluctant to give honest feedback to Black employees. Executives, afraid of being labeled as biased, hand out token promotions while keeping real decision-making power in the same hands as before.

DEI has become nothing more than a corporate PR stunt—a way for companies to pat themselves on the back without actually investing in real economic empowerment for Black communities.

DEI Fuels Resentment and Reinforces Stereotypes

Instead of leveling the playing field, DEI has made it easier for people to assume that Black success isn’t earned—it’s handed out.

• Black professionals who actually worked hard, got educated, and built real skills now have to deal with whispers about whether they got their jobs because of merit or because of DEI hiring quotas.

• A 2022 Pew Research survey found that 70% of White employees believe DEI efforts prioritize race over qualifications, fueling the belief that minority hires are not as competent.

• At elite universities, Black students who gain admission on their own merits still face doubt and condescension because DEI policies make it seem like standards were lowered for them.

In other words, DEI doesn’t just fail to help Black people—it actively makes it harder for them to be seen as equals.

Before DEI, a Black professional could walk into a room and be judged by their skills, experience, and work ethic. Now, thanks to “diversity hires” and “affirmative action initiatives,” there’s always a lingering question: Did they really earn it?

That’s the ugly legacy of DEI—it doesn’t create equity, it creates doubt.

DEI Protects Institutions, Not People

If DEI actually worked, we’d see Black homeownership rising. We’d see Black wealth increasing. We’d see Black students excelling at higher rates. But none of that is happening. Instead, DEI has become a shield for the same institutions that caused these problems in the first place.

• Corporations use DEI to avoid talking about real economic issues. Instead of offering better wages, better job training, and actual investment in Black communities, they throw out a diversity statement and call it a day.

• Universities use DEI to distract from the fact that their tuition costs are crippling Black students with debt. Instead of lowering costs or providing meaningful career opportunities, they create useless DEI departments that do nothing but push social justice rhetoric.

• The government uses DEI to avoid real policy solutions. Instead of addressing failing schools, crime, and job training, politicians push DEI as a feel-good distraction from their lack of action.

DEI isn’t about fairness. It’s not about justice. It’s a corporate insurance policy—a way for institutions to look good while keeping the status quo intact.

Real Change Won’t Come from DEI—It Will Come from Rejecting DEI

The harsh reality is that Black progress in America has never come from diversity initiatives. It has come from competition, excellence, and self-determination.

• Black entrepreneurs didn’t build successful businesses because of DEI—they did it through hard work and economic strategy.

• Black athletes didn’t dominate sports because of DEI—they did it because they were the best at what they do.

• Black scholars, inventors, and leaders didn’t make history through DEI—they did it by proving they belonged in the room through skill, talent, and intelligence.

The way forward isn’t through more diversity training, quotas, or corporate virtue signaling. The way forward is through competition, accountability, and real economic opportunity.

If the NBA, the NFL, and the music industry operated on DEI rules, Black talent wouldn’t dominate—because it wouldn’t have to prove itself. The same should be true in business, academia, and every other industry.

DEI tells Black people they need a leg up to compete. That’s an insult. Black excellence has never needed handouts—it just needs an even playing field.

It’s time to stop falling for the DEI scam and start demanding real opportunities, real respect, and real success.

[news4usonline]

Diversity champion leads DEI push

Vice President Dr. Bobbie R. Porter, also the Campus Diversity, Equity & Inclusion Officer, leads efforts to foster an inclusive and equitable environment at CSUDH Carson, CA (News4usOnline) – In a time when diversity, equity, and inclusion efforts are under increasing political and public scrutiny, Dr. Bobbie Porter stands at the forefront of transformative leadership. As the Chief Diversity, Equity, and Inclusion Officer at California State University, Dominguez Hills (CSUDH), Porter is driving systemic change with a clear message: equity is not optional. Her bold initiatives and unapologetic approach have positioned CSUDH as a beacon of progress in higher education, standing strong in the face of uncertainty while many other institutions scale back their DEI policies. Dr. Porter’s journey into DEI leadership blends personal conviction and professional experience. Before joining CSUDH, she served as the Chief Diversity Officer at CSU Fullerton and the Chief Equity Officer for the Tennessee Board of Regents. At CSUDH, she’s implemented initiatives across campus to integrate equity into curriculum, faculty recruitment, and student services. “We have a long history of this social justice orientation; it’s in our DNA. It’s a big part of who we are,” says Porter. “I’ve heard folks on our campus talk about our social justice roots, but when we are talking about our origin, it’s really a racial justice uprising. In fact, coming into this role a couple of years ago, I was the first person to be the campus-wide DEI officer. Since then, what I’ve been more focused on is developing the structures so these efforts are not just individual actions but a matter of daily practice. It’s in the way we navigate, the way we make decisions, and the way we provide support services. This focus ensures that it becomes a fundamental part of who we are. Moving forward, the goal is to shift from individual willingness to embedding these practices into the structures of the campus, which is the vision I have for this work. The question I constantly ask is: how do we build on our social justice orientation and align our practices and procedures with the passion that’s inherently there?” Porter has expanded CSUDH’s equity audit process, implemented inclusive hiring practices, and created training programs. In March 2025, she was named one of Diverse: Issues in Higher Education’s Top 40 Women in Higher Education for her transformative work. “Diversity officers are connectors. There's very little that we do that doesn’t require collaboration across units. So, when I’m thinking about how we are ensuring access for various benefits of the institution, we do this through those connections. We’re working with other units on campus to make adjustments to our existing practices and policies, with the aim of eliminating barriers to access,” she explains. Porter’s influence extends beyond CSUDH. She leads DEI workshops nationwide and advocates for open dialogue on race and identity. Despite the growing political backlash against DEI in some sectors, Dr. Porter remains unwavering. “The challenges are just responding to all the changes that are happening nationally. For example, policies on immigration—policies that one wouldn’t think impact higher education—do. Many of our employees are immigrants themselves or have life partners who are immigrants, and they’re directly impacted by what’s happening. Since the beginning of this year, I’ve been focused on responding to these changes. My response on one hand, it’s external, addressing the inquiries regarding long-held activities that are now deemed exclusionary. On the other hand, I spend significant time demonstrating care and support for others, as we continue to navigate these uncertain times,” Porter adds. As CSUDH continues to build upon its legacy as a Hispanic-Serving and Minority-Serving Institution, Dr. Porter’s leadership ensures that equity isn’t just a statement of values—but a living, evolving practice that touches every part of campus life. “As a result, there’s no need to change anything. Nothing needs to go away, and I hope that remains the case,” Porter concludes. Read the full article

[niconote]

NicoNote DARE VOCE workshop > Focus su Training e Parola > sabato 24 maggio > RIMINI @ Grottarossa 14h - 18,30h

DARE VOCE – Workshop tematico e ricorrente ideato da NicoNote Un laboratorio dedicato allo studio e alla ricerca attorno alle molteplici declinazioni dell’universo VOCE.

SABATO 24 MAGGIO dalle 14h alle 18,30h

RIMINI Spazio Grottarossa ( Via della Lontra, 40)

Posti limitati a 10 partecipanti – Iscrizioni entro il 12 maggio

---

DARE VOCE / Focus su Training e Parola

Un pomeriggio di workshop intensivo condotto da NicoNote. Una sessione immersiva sul lavoro vocale e sull’espressività della parola, a partire dalle pratiche di training e messa in voce elaborate in anni di ricerca. Ogni incontro con NicoNote è un viaggio che attraversa corpo, voce e consapevolezza, risvegliando l’attitudine creativa e la visione personale del gesto vocale. In questa edizione lavoreremo su: training vocale e fisico, esercizi di tecnica e movimento, esplorazione dei mondi verbali ed espressivi, riflessioni teoriche e pratiche sulla “messa in voce”, la forza performativa della parola

A chi si rivolge A performer, artistə, ricercatorə vocali e chiunque voglia esplorare la voce come strumento di creazione e consapevolezza.

Costi e iscrizione Quota di partecipazione: 50 € Per iscriversi: Non c'è selezione, tuttavia occorre inviare una mail - con una breve presentazione - a relazioni.niconote@gmail.com Oggetto: Workshop 24/05 Rimini

L’iscrizione è valida solo a seguito del pagamento della quota. Minimo 4 – Massimo 10 partecipanti. Non è prevista la partecipazione di uditori. In caso di annullamento per numero insufficiente di iscrizioni, la quota verrà rimborsata interamente.

Info logistiche Spazio Grottarossa – Via della Lontra 40, Rimini (A pochi minuti dal casello autostradale Rimini Sud. La zona non è ben servita dai mezzi pubblici.)

NicoNote alias Nicoletta Magalotti 40 anni di ricerca sulla vocalità tra teatro e musica. Il suo approccio unisce tecnica e visione, attraversando esperienze con maestri come Gabriella Bartolomei, Roy Hart Theatre, Yoshi Oida, Tiziana Ghiglioni, Francois Tanguy e molti altri.

immagine: Volto che canta / Marco Mazzoni

[nikhilvaidyahrc]

Ethical Hiring in the Age of AI: Challenges and Solutions

Published by Prism HRC – Building Ethical Talent Pipelines for Tomorrow

AI is transforming how companies recruit, but it also raises questions around fairness, privacy, and bias. As hiring becomes more automated, ethics must keep pace. Prism HRC, the best IT recruitment company in India and Mumbai, has adopted a balanced approach—leveraging technology while upholding transparency, inclusion, and trust.

1. The Rise of AI in Hiring AI screens resumes, evaluates video interviews, and even predicts job fit. But automation without checks can reinforce bias.

Prism HRC’s View: We use AI as a support tool—not a decision-maker. Our consultants conduct thorough, human-led assessments.

2. Risks of Algorithmic Bias If AI is trained on skewed data, it replicates inequalities. Candidates from minority backgrounds or non-linear careers often get filtered out unfairly.

Prism’s Safeguards: All tools used by Prism HRC undergo DEI testing and compliance checks. We also invest in anti-bias hiring workshops for employers.

3. Data Privacy and Consent Using AI means collecting candidate data. Companies must protect this data and inform users of how it's used.

Best Practices from Prism: Transparent data policies and opt-in procedures ensure trust. Our hiring platforms meet GDPR and Indian data privacy standards.

4. Balancing Speed with Fairness AI speeds up hiring, but human reviews ensure fairness. Prism HRC blends automation with deep recruiter involvement at each stage.

Example: A candidate overlooked by an AI tool was identified by a Prism recruiter for a cultural fit with Deloitte—a placement that flourished.

5. Building Ethical Hiring Frameworks Ethics in recruitment isn’t just compliance—it’s culture. From inclusive language to transparency in decision-making, every step matters.

Prism HRC’s Commitment: As a consulting firm based in Gorai-2, Borivali West, Mumbai, we champion hiring systems that prioritize fairness, dignity, and inclusion.

Why Prism HRC is the Ethical Hiring Leader In a field driven by speed, Prism HRC slows down to think. We ensure AI serves people, not replaces them. That’s what makes us the best job recruitment agency in Mumbai.

Visit www.prismhrc.com and follow @jobssimplified for hiring insights rooted in ethics and innovation.

[suzrob143]

Cultural Proficiency Training Services in Brockton, MA - As a leading provider of cultural proficiency and diversity, equity, and inclusion (DE&I) training, KW Consultants, Inc. takes pride in offering top courses, workshops, and products. Their services are designed to help organizations, companies, and school districts enhance teaching and learning. Contact them today!

[nursingwriter]

Quality Improvement Initiatives Improvement Initiative A: Investment in New Sterilization Equipment To address the infection control issues identified by The Joint Commission, it is recommended that the surgical clinic invest in advanced sterilization equipment. The current equipment is outdated and inadequate, contributing to ongoing problems with maintaining sterile surgical instruments. Advanced sterilization technologies like the automated endoscope reprocessors (AERs) can improve sterilization and reduce infection rates (Rutala & Weber, 2021). Upgrading to modern equipment also helps with compliance. The key stakeholders in this initiative include the hospital administration, surgical clinic staff, the infection control committee, and patients. Hospital administration is responsible for budgeting and approval of new equipment purchases. Surgical clinic staff are directly involved in the sterilization process and will benefit from training on the new equipment. The infection control committee monitors practices. And patients are impacted by infection control practices, as it regards their safety. Effective communication with stakeholders is needed to initiate the improvement. Surgical clinic staff will receive information and training through scheduled sessions and informational meetings. The infection control committee will be provided with a detailed report and patients will be informed during consultations. Example Communication: Memo Dear Clinical surgical staff, The recent survey by The Joint Commission highlighted significant issues with our current sterilization practices due to outdated equipment. We propose investing in automated endoscope reprocessors for the highest level of patient safety. We will hold a training session to familiarize staff with the new equipment. Your support and cooperation are needed for the successful implementation of this initiative. Improvement Initiative B: Comprehensive Staff Training Program Training is needed for maintaining high standards of infection control. Regular, systematic training significantly improves adherence to sterilization protocols and reduces infection rates (Karels et al., 2022; Kumar et al., 2020). The stakeholders for this initiative include the surgical clinic staff, the infection control committee, hospital administration, and patients. Surgical clinic staff must implement sterilization procedures. The infection control committee oversees training to make sure it meets current standards. Hospital administration gives funding. Patients benefit from it in the end. Communicating the training program to stakeholders involves several methods. Surgical clinic staff will be engaged through in-person workshops and online training modules, ensuring comprehensive coverage of the new procedures. The infection control committee will participate in planning meetings for the training content. Hospital administration will receive a proposal and cost-benefit analysis. Patients will be kept informed through updates and reassured of the improved safety measures implemented. Example Communication: Email Dear Staff: To address the infection control issues identified by The Joint Commission, we are launching a training program for all surgical clinic staff. This program will cover the latest best practices in instrument sterilization and compliance with current standards. Training sessions will begin the first week of next month and all staff are required to attend. Thank you. References Karels, E. M., Voss, J., Arends, R., Horsley, L., & Andree, E. (2022). Impact of infection control education on gastrointestinal endoscopy procedural staff.Gastroenterology Nursing,45(2), 91-100. Kumar, A., Gautam, A., Dey, A., Saith, R., Uttamacharya, Achyut, P., ... & Saggurti, N. (2020). Infection prevention preparedness and practices for female sterilization services within primary care facilities in Northern India.BMC health services research,20, 1-8. Rutala, W. A., & Weber, D. J. (2021). Disinfection and sterilization in health care facilities: an overview and current issues.Infectious Disease Clinics,35(3), 575-607. https://www.paperdue.com/customer/paper/training-communication-sterilization-2181932#:~:text=Logout-,TrainingCommunicationSterilization,-Length2pages Read the full article

[lakshmisreenivasan1]

Unlock the Power of Inclusive Success with DEI Training & Workshops 🌟

Transform your workplace into a thriving hub of innovation and collaborationAt the core of every successful organization is a diverse, equitable, and inclusive workforce. Embracing Diversity, Equity, and Inclusion (DEI) ensures that every individual is seen, heard, and valued, paving the way for creative growth and organizational excellence.

Comprehensive DEI Transformation for Your Organization

Our DEI Training and Workshops are designed to align inclusive practices with your business goals. We celebrate individuality while fostering collective success, providing your organization with actionable frameworks for sustainable growth and cultural transformation.

Key Benefits of Our DEI Program

Inclusion Frameworks: Gain a deep understanding of DEI’s impact, not only within your organization but also within the broader societal context. Our tools empower informed and intentional action.

Strategic Integration: Seamlessly embed DEI into every business function—leadership, recruitment, change management, and mergers—to make inclusion a cornerstone for long-term success.

Tailored Solutions for Success: Access customized strategies and methodologies to address every dimension of DEI, ensuring measurable progress and building an inclusive, future-ready workforce.

Why DEI is Essential for Growth

Fostering an inclusive culture leads to a thriving, high-performing workplace. The benefits of prioritizing DEI are transformational:

Enhanced Employee Well-being: Create a culture where trust, safety, and engagement thrive.

Stronger Team Collaboration: Build a sense of belonging that strengthens teamwork and unity.

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When trust and belonging form the foundation of your culture, DEI becomes a powerful catalyst for sustained growth, performance, and success.

Let’s Transform Together

Our DEI Training and Workshops are about more than compliance; they are about building a culture where diversity drives success, equity ensures fairness, and inclusion fosters belonging. Partner with us to create a transformative DEI journey that brings meaningful, measurable change.

Start your DEI journey today. Inclusive success is not just a vision—it’s the foundation for tomorrow’s growth.

This version emphasizes the transformative power of DEI while highlighting the customized approach and tangible benefits for organizations. Let me know if you'd like any further adjustments!

[protouch]

Master Emotional Intelligence: Transform Your Career with Protouch’s Soft Skill Training

Master Emotional Intelligence: Transform Your Career with Protouch’s Soft Skill Training

In today’s fast-paced professional landscape, emotional intelligence isn’t just a buzzword — it’s a must-have skill for thriving in any industry. While technical expertise can open doors, your ability to understand, manage, and harness emotions — both your own and those of others — can propel your career to new heights.

At Protouch, we specialize in emotional intelligence courses designed to sharpen your soft skills and enhance your leadership potential. Whether you’re a seasoned manager, an aspiring leader, or someone looking to upskill, our emotional intelligence training is tailored to help you navigate the complexities of the modern workplace with confidence.

In this in-depth guide, we’ll explore why emotional intelligence (EI) is the ultimate soft skill, how it impacts professional success, and how Protouch’s specialized courses can give you a competitive edge.

What is Emotional Intelligence?

Emotional intelligence (EI) is the ability to recognize, understand, and manage your own emotions while also recognizing, understanding, and influencing the emotions of others. Coined by psychologist Daniel Goleman, EI includes five key components:

Self-awareness

Self-regulation

Motivation

Empathy

Social skills

Mastering these areas allows professionals to communicate effectively, resolve conflicts, and lead teams with empathy and clarity.

Why Emotional Intelligence Matters in Today’s Workplace

We live in an era where human connection and empathy drive success. Whether you’re managing a team or collaborating on a project, your ability to connect on an emotional level can be the difference between a productive work environment and a toxic one.

Here’s why emotional intelligence training is more important than ever:

Enhanced Communication: Clear, empathetic communication reduces misunderstandings.

Better Team Collaboration: Empathy fosters trust and teamwork.

Conflict Resolution: Emotional control helps defuse tense situations.

Leadership Development: Emotionally intelligent leaders inspire and motivate their teams.

At Protouch, our soft skill training ensures you’re equipped to handle these workplace dynamics with ease.

The Connection Between Emotional Intelligence and Soft Skills

Soft skills are often described as interpersonal skills that define how we interact with others. Emotional intelligence forms the foundation of these abilities. Without EI, it’s difficult to:

Collaborate effectively

Resolve conflicts diplomatically

Lead with empathy and understanding

Communicate persuasively

Our emotional intelligence course at Protouch integrates soft skill development, helping professionals enhance their interpersonal capabilities and build lasting professional relationships.

Emotional Intelligence for Human Resources Professionals

Human Resources (HR) is one field where emotional intelligence isn’t just beneficial — it’s critical. HR professionals are often the bridge between management and employees, mediating disputes, managing change, and fostering a healthy workplace culture.

Our human resources courses at Protouch include emotional intelligence training, giving HR professionals the tools they need to:

Conduct empathetic interviews

Handle sensitive employee relations issues

Implement employee engagement strategies

Foster diversity, equity, and inclusion (DEI)

With Protouch, you’ll gain the soft skills necessary to create positive employee experiences and enhance organizational success.

How Protouch’s Emotional Intelligence Course Works

At Protouch, we believe that practical learning is key to mastering emotional intelligence. Our course is interactive, engaging, and tailored to real-world situations.

Course Highlights:

Self-assessment tools to identify your emotional strengths and areas for improvement

Interactive workshops focusing on empathy, active listening, and conflict resolution

Role-playing exercises that simulate real-life workplace scenarios

Feedback sessions to help you track your progress

By the end of our emotional intelligence training, you’ll be better equipped to manage your own emotions and respond effectively to those of others.

Who Should Take Protouch’s Emotional Intelligence Training?

Our emotional intelligence course is designed for professionals at all career levels. Whether you’re:

An emerging leader looking to develop strong soft skills

A manager seeking to lead with empathy and clarity

An HR professional striving to foster an inclusive workplace

A customer-facing employee aiming to improve communication

Protouch’s training will empower you to excel in your role and enhance your professional relationships.

The Business Benefits of Emotional Intelligence Training

Investing in emotional intelligence training yields measurable business results. Companies that foster emotional intelligence see improvements in:

Employee retention: Emotionally intelligent leaders create a positive work culture that reduces turnover.

Productivity: Teams that communicate effectively and collaborate smoothly get more done.

Customer satisfaction: Employees with high EI handle customer concerns with empathy and professionalism.

Innovation: A supportive and open workplace encourages creative thinking and problem-solving.

At Protouch, our soft skill training and human resources courses are designed to help organizations cultivate emotionally intelligent teams for long-term success.

Real Success Stories from Protouch’s Emotional Intelligence Course Graduates

Our emotional intelligence training has transformed careers and organizations. Here are just a few success stories:

1. Sarah, HR Manager

“Before joining Protouch’s human resources courses, I struggled with handling difficult conversations. After completing their emotional intelligence course, I now approach employee relations with empathy and clarity. My team trusts me more, and morale has improved.”

2. Ahmed, Project Manager

“Protouch’s soft skill training taught me how to manage stress and regulate my emotions under pressure. I’ve noticed a huge improvement in my communication, and my team feels more connected and productive.”

3. Priya, Customer Service Lead

“Emotional intelligence training helped me truly understand my customers’ needs and emotions. Our customer satisfaction scores have gone up by 20% since I completed the course!”

What Sets Protouch Apart in Emotional Intelligence Training?

There are many emotional intelligence courses out there, but Protouch stands out because of our holistic approach and commitment to practical learning.

Here’s why professionals and organizations trust us:

Customized Training Modules: We tailor our content to address specific industry challenges.

Experienced Facilitators: Our trainers bring years of real-world HR and leadership experience.

Ongoing Support: We provide post-course coaching to help you apply what you’ve learned.

Proven Results: Our alumni consistently report improved communication, leadership, and emotional resilience.

Enroll in Protouch’s Emotional Intelligence Course Today!

Ready to boost your soft skills and take your career to the next level? Join the thousands of professionals who have benefited from Protouch’s emotional intelligence training.

Here’s how to get started:

Visit our website and explore our human resources courses and soft skill training options.

Enroll in our emotional intelligence course.

Start your journey toward personal and professional growth.

Conclusion

In today’s world, emotional intelligence is more than just a soft skill — it’s a core competency that can transform your career and improve workplace dynamics. Whether you’re in human resources, customer service, or leadership, Protouch’s emotional intelligence training equips you with the tools to navigate challenges, lead with empathy, and foster collaboration.

Don’t let a lack of soft skills hold you back. With Protouch’s emotional intelligence course, you’ll unlock your full potential and become a more effective, inspiring professional.

[nataliehegert]

AUSTIN—We are crossing the Permian Basin in West Texas; oil jacks and natural gas flares whip by out the window. On the radio, NPR is trying to keep up with the latest news out of Washington: new details about Elon Musk’s takeover of federal offices and agencies and Benjamin Netanyahu’s visit to the White House.

Lindsey Maestri, executive director of Lubbock’s Louise Hopkins Underwood Center for the Arts, is driving, with two other arts administrators from LHUCA and the neighboring Charles Adams Studio Project in the carpool with me. We’re headed down to Austin to meet with our state representatives to advocate for arts funding in the Texas Capitol.

Texans for the Arts, a statewide advocacy organization, holds the Texas Arts Advocacy Day at the start of each biannual legislative session—a day where arts advocates converge to lobby their representatives in individual meetings set up by TFA. On off years, TFA organizes the Texas Arts Advocacy Summit, offering community listening sessions and strategy workshops.

It’s scrupulously nonpartisan, with a straightforward focus on retaining (and growing) state funding structures for the arts. While the government at the federal level is getting gutted around us, Texas arts advocates walk a tightrope, justifying government funding for the creative sectors as efficient and wise investments that boost local economies, health, and education outcomes.

We arrive at the Capitol first thing in the morning, February 5. It’s technically deep winter, but the day is unseasonably warm, and already heating up fast. It’s going to be in the mid 80s.

Arts advocates from all parts of the state—an entire bus came up from Houston—have gathered in the Capitol Auditorium for an all-morning session of advocacy training. It is the largest TAAD to date, with 225 attendees.

TFA president and Creative Waco CEO Fiona Bond delivers the opening message to the crowd, first tactfully acknowledging the wider political climate. “We live in interesting times,” she states, in an equanimous and soothing British accent. “And it may seem a little daunting in the middle of… what can best be described as political uncertainties, but at times chaos, to feel like we are doing the work of advocating for the arts, when there is so much that feels like it is shrill—at top speed and at highest volume.”

“The first reminder is support of the arts is not party-political,” Bond says, giving the crowd the first of her list of key points for effective advocacy. “You will probably find yourself talking to people who do not share your political views,” she acknowledges. “That’s fine, because… it is the very nature of the arts to connect people who are not alike.”

Support of the arts is not party-political. You will probably find yourself talking to people who do not share your political views. [But] it is the very nature of the arts to connect people who are not alike.

She continues, describing how art allows us to imagine a better future, to think beyond binary choices. That while a “shift in language” may be necessary—a nod, perhaps, to recently outlawed DEI initiatives—”there’s never a wrong time to do the right thing.” And, perhaps most importantly, that art is a smart investment, a powerful tool for economic growth.

“We are not begging for money,” she says. “We are educating our decision makers about smart investment.”

The return-on-investment talking point seems a promising one to convince even the least artsy of art’s value to society. According to the Texas Cultural Trust’s 2025 State of the Arts Report, the arts and culture industries in Texas generate $69.7 billion in gross domestic product, $7.3 billion in taxable sales, and $459.1 million in sales tax revenue. With the state reporting a GDP of $2.4 trillion for 2022, this accounts for about 3 percent of Texas’s overall GDP. (In comparison, oil and gas industries account for about 8 percent of the state’s GDP, at $161.9 billion in 2021. Agriculture, on the other hand, only accounts for 1.7 percent.)

According to the SOTAR, cultural districts in Texas, of which there are fifty-four across the state, show a two-to-one return on investment in sales tax revenue. In addition to these economic numbers, advocates are armed with more research and statistics on art’s positive effect on education and health outcomes.

TFA executive director Chris Kiley takes the stage, laying out the legislative priorities for the 89th legislative session with a panache that betrays his theater-kid roots. “This is my favorite day of the year,” he enthuses. Priorities include protecting the allowable uses of the Hotel Occupancy Tax for arts and culture, growing the budget of the Texas Commission on the Arts, and incentivizing the growth of the film industry in Texas.

The budget bills, HB1 and SB1, contain no cuts to the baseline of biennium state arts funding—a victory at the outset. Advocates, then, would ask their representatives to support exceptional items to the budget to increase funding for the TCA’s arts organization grants and cultural district grants, where demand far exceeds the available funds. Last year, the TCA only had $4.6 million to disburse, a vast shortfall compared to the $85 million in grant requests it received.

Never bring your data into a meeting without a story, and don’t tell your story without backing it up with some data. Together, that’s the magic sauce.

Before sending us out to meet our reps, Kiley reminds us to “know your audience,” encouraging us to share the information most relevant to the representative’s interests while avoiding any “touchy” subjects.

Most poignantly, Kiley emphasizes that the key to messaging is in the combination of numbers and narrative. “Never bring your data into a meeting without a story, and don’t tell your story without backing it up with some data,” Kiley says, quoting national advocate for the arts Randy Cohen. “Together, that’s the magic sauce.”

Outside the Capitol, hundreds of protesters have gathered. It’s part of an organized, national protest taking place in all fifty state capitals against mass deportation and other issues ignited by the new Trump administration. Several signs read “DEPORT ELON.”

Inside the Capitol, there seems to be no effect: it’s business as usual. On the Senate floor, there’s a debate about the controversial “school choice” issue. Staffers, lobbyists, and school groups flow through the hallways and rotunda.

Our first meeting is with Republican Dustin Burrows, who was just elected speaker of the house—he was still in the process of moving into his new, corner office. Kiley and Bond join us, as well as Shannon Ghangurde, the legislative consultant and lobbyist for TFA. Advocates from LHUCA, CASP, Ballet Lubbock, the arts administration program at Texas Tech University, and others are present.

In the hallway outside the office, we are greeted by Elisabeth Burrows, the speaker’s wife, who flings open her arms and delivers an effusive welcome: “It’s my people!”

The stakes are high for this meeting, but we have an in. Elisabeth Burrows, the wife of the speaker of the house, is an active supporter of the arts.

The stakes are high for this meeting, but we have an in. Elisabeth is an active supporter of the arts in Lubbock, a former LHUCA volunteer, and a long-time board member of CASP.

Inside the office, Burrows already has some art on the walls—prints of native plants and an armadillo (very Texas)—and stretched on the floor is a zebra-skin rug (not-so-Texas). The cries of the protesters outside contribute a faintly audible background noise.

Burrows, sitting at his desk, tells us right off the bat, “My wife has already admitted I have absolutely no connection to the arts. [But] she has every connection in the entire world, so I’m not allowed to say no.” The room erupts in what can only be described as gleeful laughter.

Ghangurde delivers the ask regardless, outlining the exceptions in the budget that we hope will be passed. Burrows listens, nodding. In turn, the advocates share some of the numbers that arts and culture turn out for Lubbock—between CASP, LHUCA, and Ballet Lubbock, they are bringing in over 200,000 visitors to downtown for cultural activities, they estimate. The frictionless meeting lasts about ten minutes, and Burrows tells us, “I appreciate what y’all do, and I appreciate what the arts have done for Lubbock.”

Our next meeting has less fanfare. Republican senator Charles Perry is busy on the senate floor, so we meet with a staffer instead. We are led through a series of long hallways resembling the set of Apple TV’s Severance, into the bowels of the building, to the office of the Committee of Water, Agriculture, and Rural Affairs, which Perry chairs. Maps of Texas’s aquifers and watersheds line the walls, and two taxidermied trophies—shot by Perry, the staffer informs us—nearly graze the drop ceiling with their horns.

We gather around a wooden conference table in the middle of the cramped room as regular business goes on around us, conducted by men that appear to be more comfortable in boots than suits.

We gather around a wooden conference table as regular business goes on around us, conducted by men that appear to be more comfortable in boots than suits.

We deliver our spiel, our stats, and a folder of information to the staffer. She remembers happening upon a First Friday Art Trail at LHUCA when she was a student at TTU—a connection. Hoping to pique her interest, I tell her about an art installation at the intersection of water, agriculture, and rural affairs: The Tap (2022), by the rural arts collective M12 Studio, a well that taps directly into the Ogallala aquifer, located on a farm just outside of Lubbock. I suggest that Perry make a visit, but the staffer dutifully says she can’t make any promises during session.

Maestri skillfully wraps the story with the data. Lubbock’s downtown cultural district, celebrating its ten-year anniversary, has benefited from both cultural district grants and arts organization grants for infrastructure and operational support, as well as HOT tax funds to underwrite cultural programs—effectively revitalizing the area into a booming cultural attraction. “It was a ghost town before,” says Maestri, but since the investment into the cultural district, “it’s really put Lubbock on the map as a cool, fun, cultural arts destination.”

“We would love to see that [funding] stay,” she concludes.

The staffer has to hop on a call. We say our cordial goodbyes, and then wait for an escort to lead us out of the maze of corridors.

For Maestri, support for arts funding feels as precarious as ever. Appealing to state representatives on behalf of LHUCA and Lubbock’s cultural district, she hopes to garner more support and goodwill for their mission, following a recent run-in with the municipal government, which, in an unprecedented move, withheld a HOT tax–funded grant for LHUCA’s popular First Friday program over questions of LGBTQ+ content. But overall, the blossoming of Lubbock’s cultural district and its transformation of the downtown is held up as a real success story, “one of the best in the state,” Kiley calls it.

The day finishes off at a reception for the advocates in the lobby of the Omni Hotel in downtown Austin. In general, they report their meetings went well.

“I left feeling really inspired,” Eepi Chaad, program manager for Mid-America Arts Alliance and a Houston-based artist, tells me. She spoke to her representative about how artist grants became important to her personally, as she shifted from making commercial work to a community-based art practice.

The Senate Finance Committee is already hearing testimony for and debating the state budget, along with the exceptional items on TCA’s wishlist. The same process will happen with the House’s version, and then the two respective budgets will enter into what is known as conference committee, where the conferees (equal numbers of members from the House Appropriations and Senate Finance groups) will decide what’s in the final budget bill sent to both chambers for adoption. In Texas, legislators are required to balance the budget; to get more funds dedicated to the arts, they must be covered by new revenue, or appropriated from another part of the budget. “Since we anticipate robust state resources,” Kiley explains, “now is the time to invest in places like arts, which are a significant contributor to those resources for the state continuing to grow.”

In Texas, legislators are required to balance the budget; to get more funds dedicated to the arts, they must be covered by new revenue, or appropriated from another part of the budget.

“Right now we’re in the early part of the process,” says Kiley. “The reason we do this advocacy day now is because it’s early enough in the process where we can forge those relationships and have a lasting impact over the course of the next few months.”

Advocacy continues through the conference committee period, and again when the budget goes up for a vote, likely in late May to early June. And there could potentially be advocacy aimed at the executive branch, during Governor Greg Abbott’s veto period.

In other words, advocacy is a long haul, but, as Bond stresses, “None of us does this work alone.”

“Being here [at Arts Advocacy Day] is a chance to get just a sense of what it means to do this work more powerfully when we join together,” she says.

In such interesting, challenging, and chaotic times, finding that community and speaking as one, with focus and directness, backed up by the data, might just get the arts in Texas through.

Story posted 2/20/2025

[religion-is-a-mental-illness]

By: Aaron Sibarium

Published: Jun 12, 2024

Congressional Republicans introduced a bill on Wednesday that would eliminate all diversity, equity, and inclusion positions in the federal government and bar federal contractors from requiring DEI statements and training sessions.

The Dismantle DEI Act, introduced by Sen. J.D. Vance (R., Ohio) and Rep. Michael Cloud (R., Texas), would also bar federal grants from going to diversity initiatives, cutting off a key source of support for DEI programs in science and medicine. Other provisions would prevent accreditation agencies from requiring DEI in schools and bar national securities associations, like NASDAQ and the New York Stock Exchange, from instituting diversity requirements for corporate boards.

"The DEI agenda is a destructive ideology that breeds hatred and racial division," Vance told the Washington Free Beacon. "It has no place in our federal government or anywhere else in our society."

The bill is the most comprehensive legislative effort yet to excise DEI initiatives from the federal government and regulated entities. It offers a preview of how a Republican-controlled government, led by former president Donald Trump, could crack down on the controversial diversity programs that have exploded since 2020, fueled in part by President Joe Biden’s executive orders mandating a "whole-of-government" approach to  "racial equity."

From NASA and the National Science Foundation to the Internal Revenue Service and the U.S Army, all federal agencies require some form of diversity training. Mandatory workshops have drilled tax collectors on "cultural inclusion," military commanders on male pregnancy, and nuclear engineers on the "roots of white male culture," which—according to a training for Sandia National Laboratories, the Energy Department offshoot that designs America’s nuclear arsenal—include a "can-do attitude" and "hard work."

The Sandia training, conducted in 2019 by a group called "White Men As Full Diversity Partners," instructed nuclear weapons engineers to write "a short message" to "white women" and "people of color" about what they’d learned, according to screenshots of the training obtained by the Manhattan Institute’s Christopher Rufo.

The bill would ban these trainings and close the government DEI offices that conduct them. It would also prevent personnel laid off by those closures from being transferred or reassigned—a move meant to stop diversity initiatives from continuing under another name.

The prohibitions, which cover outside DEI consultants as well as government officials, would be enforced via a private right of action and could save the government billions of dollars. In 2023, the Biden administration spent over $16 million on diversity training for government employees alone. It requested an additional $83 million that year for DEI programs at the State Department and $9.2 million for the Office of Personnel Management’s Office of Diversity, Equity, Inclusion and Accessibility—one of the many bureaucracies the bill would eliminate.

A large chunk of savings would come from axing DEI grants made through the National Institutes of Health (NIH), which has a near monopoly on science funding in the United States. The agency hosts an entire webpage for "diversity related" grant opportunities—including several that prioritize applicants from "diverse backgrounds"—and has set aside billions of dollars for "minority institutions" and researchers with a "commitment to promoting diversity." All of those programs would be on the chopping block should Vance and Cloud’s bill pass.

Cosponsored by Marsha Blackburn (R., Tenn.), Rick Scott (R., Fla.), Kevin Cramer (R., N.D.), Bill Cassidy (R., La.), and Eric Schmitt (R., Mo.) in the Senate, the Dismantle DEI Act has drawn support from prominent conservative advocacy groups, including Heritage Action and the Claremont Institute. At a time of ideological fracture on the right—debates about foreign aid and the proper role of government bitterly divided Trump’s primary challengers, for example, both in 2016 and 2024—Wednesday’s bill aims to provide a rallying cry most Republicans can get behind: DEI needs to die.

"It’s absurd to fund these divisive policies, especially using Americans' tax dollars," Cloud told the Free Beacon. "And it’s time for Congress to put an end to them once and for all."

The bill has the potential to free millions of Americans—both in government and the private sector—from the sort of divisive diversity trainings that have become an anti-woke bête noire. Its most consequential provisions might be those governing federal contractors, which employ up to a fifth of the American workforce and include companies like Pfizer, Microsoft, Lockheed Martin, and Verizon.

Each firm runs a suite of DEI programs, from race-based fellowships and "resource groups" to mandatory workshops, that have drawn public outcry and in some cases sparked legal challenges. By targeting these contractors, the bill could purge DEI from large swaths of the U.S. economy without directly outlawing the practice in private institutions.

Targeting accreditors, meanwhile, could remove a key driver of DEI programs in professional schools. The American Bar Association and the Liaison Committee on Medical Education, which accredit all law and medical schools in the United States and derive much of their power from the U.S. Department of Education, have both made DEI material—including course content on "anti-racism"—a requirement for accreditation, over the objections of some of their members.

Those mandates have spurred a handful of law schools to require entire classes on critical race theory. The transformation has been even more acute at medical schools, which, per accreditation guidelines released in 2022, should teach students to identify "systems of power, privilege, and oppression."

Yale Medical School now requires residents to take a mandatory course on "advocacy" and "health justice," for example. And at the University of California, Los Angeles, David Geffen School of Medicine, students must complete a "health equity" course that promotes police abolition, describes weight loss as a "hopeless endeavor," and states that "biomedical knowledge" is "just one way" of understanding "health and the world."

While the bill wouldn’t outlaw these lessons directly, it would prevent accreditors recognized by the Education Department from mandating them. Such agencies, whose seal of approval is a prerequisite for federal funds, would need to certify that their accreditation standards do not "require, encourage, or coerce any institution of higher education to engage in prohibited" DEI practices, according to the text of the bill. They would also need to certify that they do not "assess the commitment of an institution of higher education to any ideology, belief, or viewpoint" as part of the accreditation process.

Other, more technical provisions would eliminate diversity quotas at federal agencies and end a racially targeted grant program in the Department of Health and Human Services.

Unlike past GOP efforts to limit DEI, which have focused on the content of diversity trainings and the use of explicit racial preferences, the bill introduced Wednesday would also ax requirements related to data collection. It repeals a law that forces the armed services to keep tabs on the racial breakdown of officers, for example, as well as a law that requires intelligence officials to collect data on the "diversity and inclusion efforts" of their agencies.

Though officials could still collect the data if they so choose, the bill would mark a small step toward colorblindness in a country where racial record-keeping—required by many federal agencies—has long been the norm.

"DEI destroys competence while making Americans into enemies," said Arthur Milikh, the director of the Claremont Institute Center for the American Way of Life, one of the conservative groups supporting the bill. "This ideology must be fought, and its offices removed."

==

I don't care who raised it. If the Dems raised it, I'd support it. DEI is absolute poison.

[learningdevelopment12]

Empowering Change Through Leadership DEI Training: Strategies for Inclusive Excellence

In today’s dynamic and diverse workplace, the call for inclusion has never been more urgent. Organizations across industries are realizing that true progress is achieved when every voice is heard and every talent is leveraged. Leadership DEI training has emerged as a transformative strategy for companies that want to cultivate an environment where diversity, equity, and inclusion (DEI) are not just buzzwords but integrated values. In this article, we explore actionable strategies for inclusive excellence, offering valuable insights and practical tips to empower change through leadership DEI training—with a special nod to innovative platforms like Infopro Learning.

Understanding the Foundation of DEI Training

Before diving into actionable strategies, it’s essential to understand what DEI training is and why it’s critical for modern organizations. DEI training is designed to equip leaders and employees with the knowledge, skills, and attitudes needed to embrace diversity, foster equity, and promote inclusion. This isn’t a one-off workshop or a checkbox on a corporate agenda; it’s a continuous journey that reshapes organizational culture.

The Business Case for Inclusive Leadership

Organizations that prioritize diversity and inclusion see benefits that extend beyond a harmonious workplace environment. Research shows that diverse teams are more innovative, solve problems faster, and contribute to higher financial performance. For leaders, DEI training is a tool for unlocking these benefits by ensuring that decisions are made with a comprehensive understanding of various perspectives.

Key benefits include:

Enhanced Innovation: A diverse team brings a mix of experiences and viewpoints, leading to creative problem-solving.

Improved Employee Engagement: When employees feel valued and understood, their commitment and productivity increase.

Stronger Brand Reputation: Companies that champion DEI are more attractive to talent, partners, and customers.

The Pillars of Effective Leadership DEI Training

Successful DEI training goes beyond theory—it is rooted in practical, actionable strategies. Here are the key pillars that every leadership DEI training program should address:

1. Self-Awareness and Bias Recognition

The first step in fostering an inclusive environment is self-awareness. Leaders must recognize their own biases and understand how these can impact decision-making. Tools like implicit bias tests and reflective exercises help individuals uncover hidden prejudices. A leadership DEI training program should encourage ongoing self-assessment and provide strategies for mitigating unconscious bias.

Actionable Tip:

Implement Regular Reflection Sessions: Encourage leaders to participate in monthly reflection meetings where they discuss challenges, biases encountered, and steps taken to overcome them. This not only fosters accountability but also creates a supportive network for shared learning.

2. Communication and Active Listening

Effective communication is at the heart of inclusive leadership. Leaders need to develop skills in active listening to understand and appreciate different perspectives. This involves not only hearing words but also understanding the context, emotions, and underlying needs of team members.

Actionable Tip:

Role-Playing Scenarios: Incorporate interactive role-playing exercises into training sessions. These scenarios can simulate difficult conversations and help leaders practice active listening and empathetic responses in a safe environment.

3. Creating a Culture of Accountability

A culture of accountability ensures that DEI principles are not sidelined but are integral to everyday operations. Leaders should be held responsible for their actions and progress toward creating an inclusive environment. Transparent performance metrics and regular feedback loops can drive this accountability.

Actionable Tip:

Set Clear DEI Goals: Develop specific, measurable goals related to diversity and inclusion. Regularly review these goals during team meetings and performance evaluations to ensure progress and accountability.

4. Inclusive Decision-Making

Inclusive decision-making involves creating spaces where diverse viewpoints are not only welcomed but actively sought out. Leaders must cultivate an environment where team members feel safe to share their insights, knowing that their contributions will be valued and considered.

Actionable Tip:

Diverse Decision-Making Panels: Form committees or panels with diverse representation when tackling important decisions. This ensures that multiple perspectives are considered, reducing the risk of groupthink and fostering innovative solutions.

Infopro Learning: A Catalyst for Inclusive Leadership

One standout example of an innovative platform supporting leadership DEI training is Infopro Learning. Known for its commitment to advancing organizational learning and development, Infopro Learning integrates DEI principles into its training modules, helping companies to build a robust inclusive culture.

How Infopro Learning Drives Change

Infopro Learning leverages cutting-edge technology and research-backed methodologies to deliver engaging and effective DEI training. Here’s how the platform makes a difference:

Customized Learning Paths: Recognizing that each organization has unique needs, Infopro Learning offers tailored training modules. These courses are designed to address the specific challenges and opportunities within different industries.

Interactive and Engaging Content: Gone are the days of passive lectures. The platform’s interactive content—including simulations, quizzes, and group discussions—ensures that participants are actively engaged in the learning process.

Actionable Insights: Infopro Learning not only educates leaders on the importance of DEI but also provides actionable strategies. These include practical tools for addressing unconscious bias, techniques for fostering inclusive communication, and frameworks for measuring DEI progress.

By integrating leadership DEI training with technology-driven platforms like Infopro Learning, organizations can streamline their efforts toward building an inclusive environment that promotes excellence at every level.

Strategies for Inclusive Excellence

Empowering change through leadership DEI training requires a deliberate, strategic approach. Here are several strategies that can help transform your organization’s culture:

Strategy 1: Embed DEI into the Leadership Blueprint

For DEI initiatives to be successful, they must be embedded in the organization’s strategic framework. This involves integrating DEI objectives into business plans, leadership development programs, and performance metrics.

Actionable Tip:

Leadership DEI Training Integration: Ensure that DEI training is a core component of your leadership development programs. Use platforms like Infopro Learning to design courses that align with your organizational goals and values.

Strategy 2: Develop a DEI Champions Network

Empower passionate individuals within your organization to become DEI champions. These champions can lead grassroots initiatives, mentor peers, and serve as ambassadors for change. By building a network of DEI advocates, you create a ripple effect that extends throughout the organization.

Actionable Tip:

Regular DEI Roundtables: Organize monthly or quarterly roundtables where DEI champions can share best practices, challenges, and successes. This peer-to-peer learning environment not only reinforces DEI principles but also builds a strong community of change agents.

Strategy 3: Measure, Analyze, and Adapt

Continuous improvement is a cornerstone of any successful initiative. Establish metrics to measure the impact of DEI training and leadership initiatives. Surveys, feedback forms, and performance data can provide insights into what’s working and where improvements are needed.

Actionable Tip:

Implement DEI Dashboards: Create dashboards that track key DEI indicators such as employee engagement, representation metrics, and leadership diversity. Regularly review this data to identify trends and adjust strategies as needed.

Strategy 4: Foster an Inclusive Organizational Culture

While training is critical, it must be supported by a broader cultural shift. Leaders should champion policies and practices that foster an inclusive environment. This includes transparent communication, equitable access to opportunities, and a commitment to continuous learning.

Actionable Tip:

Inclusive Policy Review: Periodically review organizational policies and practices to ensure they promote equity and inclusion. Engage employees at all levels in these reviews to capture diverse perspectives and identify potential areas for improvement.

Strategy 5: Leverage Technology for Enhanced Learning

In the digital age, technology is a powerful enabler of change. Utilize learning management systems, virtual reality simulations, and interactive platforms to deliver engaging DEI content. Platforms like Infopro Learning are at the forefront of this revolution, offering innovative solutions that make training both accessible and impactful.

Actionable Tip:

Adopt Microlearning Modules: Break down DEI training into bite-sized, focused modules that can be easily integrated into busy schedules. This approach not only improves retention but also ensures that learning is continuous and flexible.

Real-World Impact and Success Stories

The strategies outlined above are not just theoretical—they have been successfully implemented by organizations around the globe. Companies that have embraced leadership DEI training report significant improvements in team collaboration, employee satisfaction, and overall innovation.

For instance, a multinational corporation recently partnered with Infopro Learning to overhaul its leadership development program. By integrating customized DEI training into their curriculum, the company saw a measurable improvement in diversity metrics and a more inclusive workplace culture. Leaders who participated in the training reported a heightened awareness of their own biases and a stronger commitment to fostering an environment where every voice was valued.

This success story illustrates the profound impact that leadership DEI training can have when it is executed with commitment, clarity, and the right technological support. Organizations that invest in these initiatives not only enhance their internal operations but also build a reputation as progressive, forward-thinking employers.

Conclusion: Charting the Path to Inclusive Excellence

Empowering change through leadership DEI training is more than an investment in human capital—it is a commitment to shaping a better, more inclusive future. By integrating DEI into every aspect of leadership development, organizations can unlock untapped potential, drive innovation, and create a workplace where every individual has the opportunity to thrive.

As you embark on this journey, consider leveraging platforms like Infopro Learning that offer comprehensive, customizable training solutions. Their approach to leadership DEI training provides actionable insights and engaging content that can be tailored to meet the unique needs of your organization.

The road to inclusive excellence is a continuous journey of learning, reflection, and adaptation. With the right strategies in place, you can empower your leaders to become catalysts for change—transforming not only your organization but also setting a benchmark for inclusive excellence in the wider industry.

Invest in leadership DEI training today, and take the first step toward a future where diversity is celebrated, equity is practiced, and inclusion is the norm. In doing so, you’ll not only enhance your organization’s performance but also contribute to a broader movement towards a more just and equitable world.

By embracing actionable strategies and innovative solutions, your organization can become a beacon of inclusive excellence—a place where every leader is equipped to drive positive change, and every employee is empowered to contribute their unique talents. Let this be your call to action: commit to leadership DEI training, leverage insights from platforms like Infopro Learning, and lead your organization on the transformative journey towards a truly inclusive future.

[polliantics]

Let's talk about DEI a little bit...

Diversity, Equity, and Inclusion (DEI) laws in the United States are designed to promote fair treatment and equal opportunities for all individuals, regardless of race, color, religion, sex, national origin, disability, or age. These laws aim to address systemic inequalities and foster inclusive environments in various sectors, including employment and education.

Key Federal DEI Laws:

Title VII of the Civil Rights Act of 1964: Prohibits employment discrimination based on race, color, religion, sex, or national origin.

Rehabilitation Act of 1973, Section 504: Prohibits discrimination against qualified individuals with disabilities under any program or activity receiving federal financial assistance.

Age Discrimination in Employment Act of 1967 (ADEA): Protects individuals aged 40 and older from employment discrimination based on age.

These foundational laws have been instrumental in shaping DEI policies across the nation.

Diversity, Equity, and Inclusion (DEI) policies are designed to create equitable workplaces by addressing systemic biases and ensuring all individuals have fair access to opportunities. While some critics argue that DEI initiatives may conflict with merit-based systems, numerous examples demonstrate how DEI can enhance meritocracy by broadening the talent pool and fostering inclusive environments.

Examples of DEI Policies and Their Impact:

Inclusive Recruitment and Hiring Practices:

Blind Recruitment Processes: Some organizations remove personal identifiers from applications (e.g., names, genders) to prevent unconscious bias, ensuring candidates are evaluated solely on their qualifications and experience.

Diverse Interview Panels: Incorporating interviewers from varied backgrounds can reduce individual biases, leading to more equitable hiring decisions.

Mentorship and Sponsorship Programs:

Targeted Support for Underrepresented Groups: Companies implement mentorship programs pairing employees from marginalized groups with senior leaders to provide guidance, networking opportunities, and career advancement support. These initiatives help level the playing field by addressing historical disparities in access to professional development.

Employee Resource Groups (ERGs):

Fostering Inclusive Communities: ERGs are voluntary, employee-led groups that create supportive spaces for individuals sharing common identities or experiences. They promote inclusivity, enhance employee engagement, and provide valuable insights to inform company policies and practices.

DEI Training and Education:

Unconscious Bias Workshops: Training programs help employees recognize and mitigate their biases, leading to more objective decision-making in hiring, promotions, and daily interactions.

Cultural Competency Training: Educating staff about diverse cultures and perspectives fosters a more inclusive environment, enhancing collaboration and innovation.

Impact on Organizational Performance:

Research indicates that DEI initiatives can positively influence company performance:

Enhanced Innovation: Inclusive teams benefit from diverse perspectives, leading to increased creativity and problem-solving capabilities.

Improved Financial Performance: Companies with robust DEI programs often see better financial outcomes, as diversity can drive market growth and profitability.

Higher Employee Engagement: Inclusive workplaces tend to have more engaged and satisfied employees, reducing turnover and attracting top talent.

While DEI policies aim to promote fairness and inclusivity, their implementation must be carefully managed to ensure they complement merit-based systems. Balancing diversity goals with a commitment to selecting the most qualified candidates is essential for maintaining organizational integrity and performance.

It's important to note that the effectiveness of DEI initiatives can vary based on how they're designed and executed. Ongoing assessment and adaptation are crucial to ensure these programs meet their intended objectives without unintended consequences.

Recent Developments Under the Trump Administration:

In January 2025, President Donald Trump issued several executive orders significantly impacting federal DEI initiatives:

Executive Order on "Ending Radical and Wasteful Government DEI Programs and Preferencing" (January 20, 2025): This order mandates the elimination of all DEI programs within the federal government, including positions like Chief Diversity Officers and related grants and contracts. The White House

Executive Order on "Ending Illegal Discrimination and Restoring Merit-Based Opportunity" (January 21, 2025): This order directs federal agencies to cease DEI practices that promote diversity and affirmative action, emphasizing a return to merit-based employment and contracting. The White House

These actions have led to significant changes, such as:

Department of Education's Directive: The U.S. Department of Education has taken action to eliminate DEI initiatives, including removing references to them in public-facing communications and within its workforce. U.S. Department of Education

Funding Revocations: Institutions like Sacred Heart University have experienced the revocation of grants intended for teacher training programs focused on underrepresented groups, directly resulting from the new federal stance on DEI. CT Insider

These executive orders and policy shifts have sparked legal challenges and debates nationwide. Advocacy groups argue that eliminating DEI programs undermines progress toward equal opportunity and inclusivity. Some minority supporters of President Trump, however, view the dismantling of DEI programs as a move toward merit-based systems.

The Wall Street Journal

For those interested in reviewing the executive orders in detail, the full texts are available on the official White House website:

Ending Radical and Wasteful Government DEI Programs and Preferencing

Ending Illegal Discrimination and Restoring Merit-Based Opportunity

The argument that DEI (Diversity, Equity, and Inclusion) prevents merit-based opportunity comes from the belief that DEI programs prioritize identity-based factors (such as race, gender, or ethnicity) over individual qualifications, skills, and achievements. Critics argue that this can lead to:

Hiring and Promotions Based on Identity Rather Than Qualifications – Some DEI initiatives include hiring practices that emphasize increasing demographic representation, which opponents claim can result in less qualified candidates being selected over more qualified ones to meet diversity goals.

Affirmative Action and Preferential Treatment – Some DEI policies implement affirmative action strategies, which can include setting hiring targets or offering special training programs for underrepresented groups. Critics argue this gives an advantage based on demographics rather than merit, potentially disadvantaging other candidates.

Workplace Training and Quotas – Some corporations and institutions have adopted diversity quotas or mandatory training sessions that critics argue can create a culture where race, gender, or other identities play a larger role in decision-making than performance or competence.

DEI-Focused Funding and Grants – Government and private organizations sometimes allocate resources to programs designed to uplift certain demographic groups, which opponents say can exclude or disadvantage others who may be equally or more qualified but do not fit the targeted identity criteria.

DEI Supporters’ Perspective

On the other hand, proponents argue that DEI doesn’t replace merit but enhances it by:

Addressing Systemic Barriers – Many DEI initiatives aim to level the playing field by removing obstacles that disproportionately affect marginalized groups (e.g., unconscious bias in hiring, unequal access to education, or mentorship opportunities).

Expanding the Talent Pool – DEI programs often work to ensure that a broader range of individuals have access to opportunities, which can increase overall competition and innovation.

Recognizing Different Forms of Merit – Traditional definitions of "merit" often prioritize standardized test scores, degrees from prestigious institutions, or prior job experience—factors that may not always be the best indicators of success. DEI efforts sometimes advocate for more holistic evaluations.

So, do DEI laws cause people to be hired just because of their race?

The claim that DEI means people are being hired "just because of their race" is an oversimplification and often misrepresents what DEI policies actually do. While some right-wing critics argue that DEI leads to race-based hiring, most DEI policies do not legally allow hiring someone solely based on race, as that would violate Equal Employment Opportunity (EEO) laws.

What DEI Policies Actually Do in Hiring

Most DEI hiring policies focus on broadening the applicant pool and reducing unconscious bias, rather than selecting candidates purely based on race. Here’s how they typically work:

Expanding Outreach:

Companies actively recruit candidates from underrepresented groups by posting jobs in minority-focused career boards, partnering with Historically Black Colleges and Universities (HBCUs), or targeting diverse networking groups.

This increases diversity in the applicant pool, but hiring decisions are still based on qualifications.

Diverse Interview Panels:

Some companies require interview panels to include individuals from different backgrounds to prevent bias in hiring decisions.

Tie-Breaker Policies (Rare Cases):

In cases where two candidates are equally qualified, some companies may consider diversity as a secondary factor, but this is not the same as hiring someone just for their race.

Workforce Representation Goals vs. Quotas:

Quotas (Illegal in the U.S.): Requiring a certain percentage of hires to be from a specific race or gender is not allowed under EEO laws.

Goals (Legal & Common in DEI): Setting a goal to increase diversity is legal, but it must be achieved through inclusive hiring practices, not racial preferences.

So, Are People Being Hired "Just Because of Their Race"?

Legally, no. Companies cannot legally hire someone solely based on race. However, some conservative critics believe that the push for diversity can create situations where race becomes a factor in hiring decisions, even if it's not the only factor.

That said, DEI is designed to level the playing field, not override merit. The goal is to remove barriers that historically disadvantaged groups have faced, such as biased hiring practices, networking limitations, or lack of access to high-level opportunities.