Abdullah Fayyad

And no matter what the law is, we have not seen this get corrected.

And no matter what the law is, we have not seen this get corrected.

And no matter what the law is, we have not seen this get corrected.

In, you know, the 2000s, the 2010s, with the rise of movements like Black Lives Matter, the Me Too movement, you know, we saw a lot of companies take a more active PR stance. So they all, you know, wanted to say the right things.

In, you know, the 2000s, the 2010s, with the rise of movements like Black Lives Matter, the Me Too movement, you know, we saw a lot of companies take a more active PR stance. So they all, you know, wanted to say the right things.

In, you know, the 2000s, the 2010s, with the rise of movements like Black Lives Matter, the Me Too movement, you know, we saw a lot of companies take a more active PR stance. So they all, you know, wanted to say the right things.

Where maybe this had reached a peak right after the George Floyd protests when a lot of companies were doing a lot of work to, you know, quickly diversify or to double down on the programming that they had. And to do these listening tours with employees and all of these kinds of initiatives. And we saw companies all across the board do this from fashion brands to fast food companies.

Where maybe this had reached a peak right after the George Floyd protests when a lot of companies were doing a lot of work to, you know, quickly diversify or to double down on the programming that they had. And to do these listening tours with employees and all of these kinds of initiatives. And we saw companies all across the board do this from fashion brands to fast food companies.

Where maybe this had reached a peak right after the George Floyd protests when a lot of companies were doing a lot of work to, you know, quickly diversify or to double down on the programming that they had. And to do these listening tours with employees and all of these kinds of initiatives. And we saw companies all across the board do this from fashion brands to fast food companies.

And since then, you know, there has been a careful, slow and deliberate attack on DEI from the right that has gained traction.

And since then, you know, there has been a careful, slow and deliberate attack on DEI from the right that has gained traction.

And since then, you know, there has been a careful, slow and deliberate attack on DEI from the right that has gained traction.

That was a huge deal, and now we're seeing schools become less diverse in enrollment as a result. Obviously, DEI and affirmative action are not the same thing, but they are rooted in the same history and they have the same ideals, essentially, the same goals.

That was a huge deal, and now we're seeing schools become less diverse in enrollment as a result. Obviously, DEI and affirmative action are not the same thing, but they are rooted in the same history and they have the same ideals, essentially, the same goals.

That was a huge deal, and now we're seeing schools become less diverse in enrollment as a result. Obviously, DEI and affirmative action are not the same thing, but they are rooted in the same history and they have the same ideals, essentially, the same goals.

I think that's a great question that is on a lot of people's minds right now. We've seen companies like Meta, companies like McDonald's, Amazon, Target, a lot of companies essentially pull back on their DEI programming and roll it back. And people should be worried.

I think that's a great question that is on a lot of people's minds right now. We've seen companies like Meta, companies like McDonald's, Amazon, Target, a lot of companies essentially pull back on their DEI programming and roll it back. And people should be worried.

I think that's a great question that is on a lot of people's minds right now. We've seen companies like Meta, companies like McDonald's, Amazon, Target, a lot of companies essentially pull back on their DEI programming and roll it back. And people should be worried.

Obviously, what that means for a lot of people of minority backgrounds and employees is that they might not have the kind of support system that they have come to rely on in a lot of workplaces. And that's why it's on everybody at these companies, every member of the workforce, to hold their companies and their own bosses accountable.

Obviously, what that means for a lot of people of minority backgrounds and employees is that they might not have the kind of support system that they have come to rely on in a lot of workplaces. And that's why it's on everybody at these companies, every member of the workforce, to hold their companies and their own bosses accountable.