Eric Levitz

Let's look at what was taking place during the civil rights legislation when you had white drinking fountains and colored drinking fountains. And so we eliminated that. And so then we started with this thing that says that we want people to not be discriminated against based upon their protected class.

Let's look at what was taking place during the civil rights legislation when you had white drinking fountains and colored drinking fountains. And so we eliminated that. And so then we started with this thing that says that we want people to not be discriminated against based upon their protected class.

Let's look at what was taking place during the civil rights legislation when you had white drinking fountains and colored drinking fountains. And so we eliminated that. And so then we started with this thing that says that we want people to not be discriminated against based upon their protected class.

What happened is that when people saw that even when a company had some affirmative action responsibilities and obligations, they still weren't hiring women or they still weren't hiring people of color. And so they started naming things. And I think that's one of the weaknesses in DEI initiatives is that they are named. women, people of color, LGBTQ, neurodiversity.

What happened is that when people saw that even when a company had some affirmative action responsibilities and obligations, they still weren't hiring women or they still weren't hiring people of color. And so they started naming things. And I think that's one of the weaknesses in DEI initiatives is that they are named. women, people of color, LGBTQ, neurodiversity.

What happened is that when people saw that even when a company had some affirmative action responsibilities and obligations, they still weren't hiring women or they still weren't hiring people of color. And so they started naming things. And I think that's one of the weaknesses in DEI initiatives is that they are named. women, people of color, LGBTQ, neurodiversity.

So it's easy to go into an organization and say, hey, that's wrong, that's wrong, because it's got a name, it's got a label, and it's leaving other people out.

So it's easy to go into an organization and say, hey, that's wrong, that's wrong, because it's got a name, it's got a label, and it's leaving other people out.

So it's easy to go into an organization and say, hey, that's wrong, that's wrong, because it's got a name, it's got a label, and it's leaving other people out.

Not sure, but I know that the government has said that they are going to be keeping a keen eye out for that. So I think if you're just trying to do a rebrand, that's probably not the right thing to do. What I see them doing most is that they're maintaining their messages internally, they're changing what they do externally.

Not sure, but I know that the government has said that they are going to be keeping a keen eye out for that. So I think if you're just trying to do a rebrand, that's probably not the right thing to do. What I see them doing most is that they're maintaining their messages internally, they're changing what they do externally.

Not sure, but I know that the government has said that they are going to be keeping a keen eye out for that. So I think if you're just trying to do a rebrand, that's probably not the right thing to do. What I see them doing most is that they're maintaining their messages internally, they're changing what they do externally.

If a company is big enough, then it sometimes will stay the course, or if they have customers that are widely diverse, where it would harm them to move away. It would harm their brand. It would harm their reputation. Then companies would stay in the course with some of the DEI work.

If a company is big enough, then it sometimes will stay the course, or if they have customers that are widely diverse, where it would harm them to move away. It would harm their brand. It would harm their reputation. Then companies would stay in the course with some of the DEI work.

If a company is big enough, then it sometimes will stay the course, or if they have customers that are widely diverse, where it would harm them to move away. It would harm their brand. It would harm their reputation. Then companies would stay in the course with some of the DEI work.

So I just think people have to kind of do right now what they feel is in their best interest and the best interest of their customers and their brand.

So I just think people have to kind of do right now what they feel is in their best interest and the best interest of their customers and their brand.

So I just think people have to kind of do right now what they feel is in their best interest and the best interest of their customers and their brand.

I would say to you that training alone is insufficient to bring about change. Ultimately, you have to engage in structural change. I think one of the things that the Supreme Court's decision around affirmative action sort of brought to the surface was that oftentimes organizations are trying to have their cake and eat it too.

I would say to you that training alone is insufficient to bring about change. Ultimately, you have to engage in structural change. I think one of the things that the Supreme Court's decision around affirmative action sort of brought to the surface was that oftentimes organizations are trying to have their cake and eat it too.