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Context:

Big Tech companies, including Amazon, Meta, and Google, scale back DEI initiatives, facing criticism over fairness; meanwhile, others like Apple, Microsoft, and Pinterest reaffirm commitment.

News in Detail

Several major tech firms have scaled back or abandoned Diversity, Equity, and Inclusion (DEI) initiatives following President Donald Trump’s 2025 executive order, titled “Ending Radical And Wasteful Government DEI Programs And Preferencing”. The order labeled DEI programs as “illegal and immoral discrimination,” pressuring companies to comply.

Key Rollbacks by Tech Giants:

Meta: Scrapped employee DEI programs, diversity goals for suppliers, and representation targets for women/ethnic minorities. Ended fact-checking programs and loosened restrictions on sensitive topics like gender/immigration. Internal memo stated: “We will focus on fair practices for all, regardless of background”.

Google: Dropped diversity hiring goals and removed DEI commitments from its annual report. Eliminated calendar references to Pride Month and Black History Month, shifting responsibility to users.

Amazon: Halted diversity and inclusion programs but retained employee resource groups (e.g., “Amazon People with Disabilities,” “Black Employee Network”).

NASA: Removed DEI-related terms from its website.

Other companies like Disney, Comcast, Intel, PayPal, and Regeneron have also revised DEI policies.

What Is DEI?

Diversity, Equity, and Inclusion (DEI) encompasses:

• Diversity: Representation of underrepresented groups (e.g., racial/ethnic minorities, LGBTQ+ individuals).
• Equity: Fair access to opportunities and unbiased treatment.
• Inclusion: Creating a sense of belonging where all employees feel valued.

DEI Measures in Practice:

Access to Opportunities: Visa sponsorship for foreign workers/refugees (e.g., Google’s global hiring). Funding training for diverse candidates.

Inclusive Infrastructure including wheelchair-friendly facilities, diet-restricted cafeteria menus, and hybrid/remote work options for caretakers or disabled employees.

Celebrating Diversity: Recognizing holidays like Pride Month or Black History Month.

Work-Life Balance: Hybrid work models and remote options for parents or those with medical needs.

Privacy Protections: Policies against inappropriate questions about religion, sexual orientation, or marital status.

Impacts of DEI:

• Innovation: Diverse teams drive creativity (e.g., a Harvard Business Review study found a 13% boost in adaptability with higher DEI ratings).
• Employee Retention: Inclusive workplaces reduce turnover.
• Profitability: Companies with diverse leadership are 33% more likely to lead industries in profitability.
• Customer Satisfaction: DEI improves responsiveness to customer needs.

Criticisms of DEI Initiatives:

• Meritocracy v/s Diversity: Critics argue quotas may prioritize underrepresented groups over skills.
• Tokenism: Hiring a few minorities to appear diverse without systemic change.
• Ineffective Training: Programs seen as superficial “check-the-box” exercises.
• Reinforcing Stereotypes: Meritorious employees from minority groups may face bias if others assume they were hired due to identity.
• Poor Implementation: Lack of leadership commitment or cultural integration.

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CASTE-BASED DISCRIMINATION 

Source:

THE HINDU

https://t.me/+hJqMV1O0se03Njk9