Eric Levitz

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.

They don't want to admit to structural inequities, but they then want to implement DEI initiatives. I don't think you can have it both ways. And then when you do that, it should be based upon our work, fairness, equity around the work, not simply identity politics.

They don't want to admit to structural inequities, but they then want to implement DEI initiatives. I don't think you can have it both ways. And then when you do that, it should be based upon our work, fairness, equity around the work, not simply identity politics.

They don't want to admit to structural inequities, but they then want to implement DEI initiatives. I don't think you can have it both ways. And then when you do that, it should be based upon our work, fairness, equity around the work, not simply identity politics.

So we're working with a client right now, Louisville Water. They're an outstanding company in Louisville, Kentucky. So we work organizations through a four-phase process. So we start off sort of light by educating the executives around what inclusion is. Then we educate the workforce so that we can create this top-down, bottom-up kind of strategy.

So we're working with a client right now, Louisville Water. They're an outstanding company in Louisville, Kentucky. So we work organizations through a four-phase process. So we start off sort of light by educating the executives around what inclusion is. Then we educate the workforce so that we can create this top-down, bottom-up kind of strategy.

So we're working with a client right now, Louisville Water. They're an outstanding company in Louisville, Kentucky. So we work organizations through a four-phase process. So we start off sort of light by educating the executives around what inclusion is. Then we educate the workforce so that we can create this top-down, bottom-up kind of strategy.

So there are a number of organizations like NASDAQ and the NFL, McKinsey, that are doubling down their commitments around DEI. What it looks like when they get it right is that they really are studying this and making this a business imperative.

So there are a number of organizations like NASDAQ and the NFL, McKinsey, that are doubling down their commitments around DEI. What it looks like when they get it right is that they really are studying this and making this a business imperative.

So there are a number of organizations like NASDAQ and the NFL, McKinsey, that are doubling down their commitments around DEI. What it looks like when they get it right is that they really are studying this and making this a business imperative.

Well, I would start with this statement, a bold statement. And I would say that meritocracy in many ways has been a myth. In other words, we were hiring and promoting the right people all along, and then diversity came along and sort of made us dump down our standards.

Well, I would start with this statement, a bold statement. And I would say that meritocracy in many ways has been a myth. In other words, we were hiring and promoting the right people all along, and then diversity came along and sort of made us dump down our standards.

Well, I would start with this statement, a bold statement. And I would say that meritocracy in many ways has been a myth. In other words, we were hiring and promoting the right people all along, and then diversity came along and sort of made us dump down our standards.

So when I do focus groups in organizations that I work with, oftentimes when I meet with women, when they describe inequity that they experience, oftentimes it's sexism. When I talk to people of color about the inequity that they face, they often use the language of racism. When I talk to white males about the inequity they face, it's favoritism. In other words, we're all white.

So when I do focus groups in organizations that I work with, oftentimes when I meet with women, when they describe inequity that they experience, oftentimes it's sexism. When I talk to people of color about the inequity that they face, they often use the language of racism. When I talk to white males about the inequity they face, it's favoritism. In other words, we're all white.

So when I do focus groups in organizations that I work with, oftentimes when I meet with women, when they describe inequity that they experience, oftentimes it's sexism. When I talk to people of color about the inequity that they face, they often use the language of racism. When I talk to white males about the inequity they face, it's favoritism. In other words, we're all white.

If we're all white guys, I ask, how many of you have seen people get promoted who were not the most qualified to do the job? Raise your hand. All hands go up. because favoritism has been at play. In other words, too often people are making decisions about who they hire and who they promote based upon subjective judgment. And that's the real culprit in the workplace.

If we're all white guys, I ask, how many of you have seen people get promoted who were not the most qualified to do the job? Raise your hand. All hands go up. because favoritism has been at play. In other words, too often people are making decisions about who they hire and who they promote based upon subjective judgment. And that's the real culprit in the workplace.

If we're all white guys, I ask, how many of you have seen people get promoted who were not the most qualified to do the job? Raise your hand. All hands go up. because favoritism has been at play. In other words, too often people are making decisions about who they hire and who they promote based upon subjective judgment. And that's the real culprit in the workplace.

Yeah, well, the American right responded as it responds to most things that Donald Trump does very positively. In fact, I think it wasn't just the fact that Trump personally did this, but that substantively on the MAGA right, on the nationalist American right, there's a real appetite to see the United States stand up to Ukraine and Zelensky and project the kind of line that Trump did. So