The U.S. Equal Employment Opportunity Commission mandates that companies employing 100 or more workers annually report demographic information about their workforce.
Bloomberg acquired data for 2020 and 2021 from 88 S&P 100 companies and analyzed the overall job growth at these firms. In total, these companies expanded their U.S. workforces by 323,094 individuals in 2021, marking the first year following the BLM protests. This data represents the most recent available.
Among these job additions, 20,524 were white employees, while the remaining 302,570 positions, constituting 94 percent of the overall increase, were filled by people of color. The data suggests a proactive approach to diversity, which may raise questions about discrimination practices. (Related: GONE WOKE: Chick-fil-A embraces woke agenda, names VP for diversity, equity and inclusion.)
As noted by Chris Menahan of Information Liberation, there are reports that the chief executive officer of telecommunications giant British Telecom is terminating white employees en masse to replace them with non-white individuals, achieve "diversity goals" and potentially earn a £220,000 ($266,000) bonus.
When Elon Musk acquired Twitter in 2022, the executives of the social media giant purportedly recommended the dismissal of white employees to prevent legal issues and promote "diversity."
Musk, however, disregarded their advice. As a result, the Department of Justice (DOJ) recently filed a lawsuit against Musk for prioritizing the hiring of Americans over refugees and asylum seekers.
Following the BLM protests, Walmart initiated training programs stating that "white is not right;" Coca-Cola trained its employees to "strive for less whiteness;" and AT&T conducted sessions telling white employees, "You are part of the problem."
Bloomberg's report indicates that companies are hesitant to discuss the "progress" they have made through race-based hiring practices, possibly due to concerns about discrimination lawsuits.
Many CEOs are now contemplating whether the Supreme Court's June ruling on race-based admissions might apply to their hiring objectives.
"We've noticed that DEI (Diversity, Equity and Inclusion) is gradually losing importance three years later. Now, amidst business challenges, the question arises: 'Where should we cut resources and investments?' DEI and HR teams are impacted," said LaJoie-Lubin, a consultant who previously worked for a company but now works independently.
Esther Silver-Parker, an independent consultant who previously helped Walmart establish its DEI program, noted that companies are less eager to discuss topics related to diversity, equity and inclusion on earnings calls and at conferences.
Data compiled by Bloomberg reveals a 54 percent decline in mentions of these topics among Russell 3,000 Index companies during the third quarter. None of the companies that made significant diversity gains were willing to provide extensive details on the matter.
Silver-Parker explained: "The approach now is to do what is necessary without drawing attention to it. 'Let's keep a low profile. Let's avoid attracting attention. But we acknowledge our moral and market obligations.'"
Individuals who have been denied job opportunities or dismissed from these companies based on their race may have a moral and market responsibility to pursue legal action against these companies.
In recent years, numerous white individuals have secured substantial settlements by suing their employers for anti-white discrimination.
Just a few months ago, a jury ordered Starbucks to pay over $25 million in damages to a former regional manager who was terminated due to being white – a move perceived as a gesture to appease the BLM movement.
Bloomberg's comprehensive research could serve as valuable evidence in such legal proceedings.
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