Latest news with #Anti-DEI
New York Post
3 days ago
- Business
- New York Post
Anti-DEI activist Robby Starbuck settles lawsuit over Meta on AI chatbot defamation
Conservative firebrand Robby Starbuck and Meta have agreed to a settlement after he sued the company alleging its AI chatbot defamed him. As part of the settlement, Starbuck will serve as a consultant to Meta, working with its Product Policy team to bolster their existing efforts to combat political bias in its AI models and reduce the risk of 'hallucinations' – made-up information – generated by the chatbot. Advertisement 'Both parties have resolved this matter to our mutual satisfaction. Since engaging on these important issues with Robby, Meta has made tremendous strides to improve the accuracy of Meta AI and mitigate ideological and political bias. Building on that work, Meta and Robby Starbuck will work collaboratively in the coming months to continue to find ways to address issues of ideological and political bias and minimize the risk that the model returns hallucinations in response to user queries,' Meta and Starbuck said in a joint statement. 'I'm extraordinarily pleased with how Meta and I resolved this issue. Resolving this is going to result in big wins that I believe will set an example for ethical AI across the industry. I look forward to continuing our engagement as a voice for conservatives to ensure that we're always treated fairly by AI,' Starbuck told Fox News Digital. Starbuck filed suit in Delaware Superior Court against Meta in April after its chatbot allegedly falsely accused him of being a 'White nationalist' who was arrested on Jan. 6 and claimed he had been sued for defamation. The chatbot allegedly recommended that the right-wing influencer lose custody of his children, saying he was a danger to them. Advertisement 3 Anti-DEI activist Robby Starbuck and Meta have settled in court after he sued the company, William DeShazer for NY Post The anti-DEI activist was first made aware of the AI chatbot's smears against him in August 2024, when an X user posted several instances of Meta AI spreading misinformation about him online. The chatbot falsely claimed Starbuck was present at the Jan. 6 riot, was linked to the Q-Anon conspiracy, and was anti-vaccine. Starbuck proceeded to investigate for himself whether Meta AI was spreading lies about him and uncovered additional falsehoods from the chatbot. Advertisement He decided to file a lawsuit but not before he tried to resolve the issue with Meta. Woke bias has been a concern across multiple AI platforms produced by different companies. 3 Starbuck filed suit against Meta in April after its chatbot allegedly falsely accused him of being a 'White nationalist' who was arrested on Jan. 6. REUTERS Google Gemini faced backlash after its platform claimed that Memorial Day is a controversial holiday, and generated racially inaccurate images of historical figures. Advertisement ChatGPT, the chatbot pioneered by OpenAI, had previously been found to refuse requests to praise Donald Trump, but would accept requests to praise Kamala Harris or Joe Biden. OpenAI subsequently implemented programs designed to combat bias in its models. Meta claimed that addressing political bias in its AI models has been a longstanding goal for the company. 'It's well-known that all leading LLMs have had issues with bias—specifically, they historically have leaned left when it comes to debated political and social topics. This is due to the types of training data available on the internet, our goal is to remove bias from our AI models and to make sure that Llama can understand and articulate both sides of a contentious issue.' Meta wrote on their blog in April. The conservative activist told Fox News Digital he intends to use his new role with Meta to ensure that no American of any political stripe is subject to ideological bias. He's optimistic that his work with Meta will resonate across the AI industry as it continues to become an increasing presence in Americans' daily lives. 3 As part of the settlement, Starbuck will serve as a consultant, working with Meta's Product Policy team to bolster their existing efforts to combat political bias in its AI models. Ana Gioia/NY POST DESIGN 'I think a tech leader like Meta working with me is a critically important step to producing a product that's fair to everyone. I think what we do to improve AI training could become an industry standard and I also think we'll set an example for the entire industry when it comes to ensuring fairness. I'm laser focused on that and ensuring that the highest quality training materials are used,' Starbuck told Fox News Digital. Meta has attempted to address areas of perceived anti-conservative bias within its company since President Donald Trump returned to office. In January, the social media behemoth announced it was ending its Diversity, Equity and Inclusion policies. Advertisement The company also brought on former Republican political consultant Joel Kaplan, who worked as deputy chief of staff in the George W. Bush administration, to serve as its chief global affairs officer. Kaplan told Fox News Digital in January that eliminating DEI would ensure the company builds teams with 'the most talented people.'
Yahoo
01-07-2025
- Business
- Yahoo
Attempts to kill DEI have inadvertently made corporate diversity stronger
Andrew Behar is CEO of As You Sow, a nonprofit promoting environmental and social corporate responsibility. DEI is everywhere these days. Perhaps you attended Diversity, Equity, and Inclusion training at work or heard the loaded term 'DEI hire' on cable news. Advocates argue diversity initiatives dismantle systemic biases that keep the best workers from being hired and promoted. Critics say these programs are discriminatory and leave white workers behind. Executives and board directors have had to walk a fine line, but ultimately, they report to shareholders. As this year's proxy voting season approached, the business community wondered: Would investors vote to dismantle or defend DEI? The answer was unequivocal. Over 20 shareholder resolutions were filed this year asking iconic companies to end DEI programs, including at Visa, Deere, Boeing, Goldman Sachs, Levi's, American Express, Coca-Cola, Berkshire Hathaway, McDonalds, Amazon, Netflix, Walmart, Alphabet, American Airlines, Caterpillar, Best Buy, and Mastercard. Across these annual meetings, over $9.8 trillion in share value voted with management to continue DEI policies and programs. Proposals from one serial anti-DEI filer asked companies to 'terminate all DEI policies and programs that grant or deny employment or advancement opportunities based on race, sex, or other protected characteristics.' On the surface, few would argue that opportunity should not be based on race or sex, but the underlying intent of anti-DEI resolutions was to exploit racist and misogynistic tropes with little regard for the business. Apple CEO Tim Cook, known for measured statements, reminded shareholders that innovation thrives on diverse perspectives: 'Our strength has always come from hiring the very best people and then providing a culture of collaboration, one where people with diverse backgrounds and perspectives come together to innovate and create something magical.' The anti-DEI proposal presented at Apple was overwhelmingly defeated by 98% of shareholders. At Disney, executives stood firm against anti-DEI proposals that sought to withdraw the company from diversity benchmarks. The message from Disney leadership was clear: Diverse voices and stories are not a political statement—they are core to the magic that captivates global audiences. Disney's shareholders agreed, rejecting the proposal with nearly 99% opposition. Across Pfizer, Goldman Sachs, Costco, and other major corporations, the trend could not have been more obvious: Anti-DEI proposals 'landed with a notable thud' as shareholders stood firm with management with an average 98% votes against ending diversity programs. The votes were extraordinary considering a group of conservative attorneys general threatened shareholders that voting against anti-DEI resolutions could be illegal. The near-unanimous votes reflected deep shareholder trust in the boards and executives who defended DEI publicly and forcefully. When investors have near-unanimous alignment with management—including the assertion that diversity programs drive growth, innovation, and long-term value—executives and the board have the strongest possible mandate to cement DEI as a corporate imperative. Far from being swayed by political theater, shareholders sided decisively with the evidence. For example, the Diversity Dividend report from my organization, As You Sow, analyzed 1,641 U.S. companies over five years (2016–2022.) Results showed a statistically significant correlation between diverse management teams and superior financial outcomes, including enterprise value growth rate, free cash flow per share, return on invested capital, and 10-year total revenue compound annual growth rate. Results were so conclusive that investors would have been in breach of their fiduciary duty if they supported proposals to end DEI. For these financial reasons, high-profile business leaders have publicly supported diversity programs despite potential political backlash. Costco, for instance, effectively defended its DEI programs, resulting in stable growth and improved employee morale. Conversely, Target, which relented to DEI criticism from social media activists, experienced drops in employee satisfaction and weaker sales. As a general rule, companies that followed legal advice not to capitulate to DEI attacks saw higher reputation scores in 2025. In my recent Fortune op-ed, I argued that beneath the heated rhetoric, both proponents and critics actually agree on a fundamental point: Meritocracy should rule. No serious advocate for diversity programs argues against hiring the best candidate for the job. Rather, the debate hinges on whether the playing field is truly level. DEI initiatives aim to remove unseen barriers and unconscious bias, ensuring meritocracy functions as intended. Thanks to well-funded anti-DEI crusaders, a once-obscure acronym for corporate diversity programs is now part of the cultural lexicon. In targeting companies with lawsuits, executive orders, legislation, and shareholder resolutions, the politically motivated campaign hell-bent on stopping the erosion of white dominance forced C-suites and boardrooms across America to articulate—sometimes for the first time—why diversity is essential to financial performance. The 2025 proxy season affirmed diversity as an essential business principle grounded in business data, immune to fleeting political pressures. The dramatic confrontations that played out at over 20 companies solidified DEI's place in the corporate world. For investors, executives, and employees alike, the message was loud and unmistakable: Corporate diversity programs aren't going away—they are stronger than ever. The opinions expressed in commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune. This story was originally featured on
USA Today
18-06-2025
- Business
- USA Today
They were out and their companies were proud. Then came the DEI backlash.
They were out and their companies were proud. Then came the DEI backlash. Anti-DEI fervor sweeping Washington and Republican-led statehouses could drive openly gay, trans and nonbinary executives back into hiding. "It's dangerous to be who you are now.' Show Caption Hide Caption WorldPride marched through DC for Pride month, in defiance of Trump WorldPride, The global festival promoting LGBTQ+ visibility, held it's anniversary parade in D.C. Five years ago, a technology executive landed a seat on the board of directors of a big corporation. As a person of color who identifies as nonbinary, they were thrilled their new company not only embraced their professional credentials, it touted their gender identity as well. 'My company was proud to identify me as nonbinary,' they told USA TODAY. 'A lot of employees would send me messages telling how important that was to them. Whether they were male, female, trans, anything, people felt really proud there was a space for me to be myself and to be at this level of the organization.' But with attacks on diversity, equity and inclusion spiking as a polarized nation hurtled toward the 2024 election, corporations retreated from public expressions of support for gay, transgender and nonbinary rights and their company did not seem as proud as it once was. Even before President Donald Trump ordered federal agencies to recognize only two sexes – male and female – the corporate director read the mood in the boardroom and made the difficult decision to no longer self-identify. 'I have been incredibly out my entire life. I never felt like there was going to be a consequence that I couldn't handle. But I do feel particularly vulnerable now,' they told USA TODAY on the condition of anonymity for fear of putting their livelihood at risk. 'I genuinely feel being nonbinary, it's dangerous to be who you are now,' they said. 'And it's a terrible feeling.' After years of civil rights advances and hard-fought wins in the workplace, being openly gay, trans or nonbinary in corporate America just got tougher – especially at the top. For decades, plum gigs at the top of corporations were mostly reserved for men with the right pedigrees and connections. But in recent years, the doors of the C-suite have begun to crack open for executives from diverse backgrounds, including those who are openly LGBTQ+. As political winds shift in Washington and in Republican-led statehouses across the country, controversies over Bud Light beer and Target stores and threats of boycotts from anti-DEI activists have rattled corporate America. Now some LGBTQ+ corporate leaders fear the DEI backlash will drive more professionals into the corner closet. 'With the weaponization of DEI, I worry, because I think a lot of people are going to go to the camp of 'I'm not going to tell anybody,'' said Myrna Soto, a veteran executive who is a Latina and gay and serves on several public boards. 'That's going to set us back.' DEI attacks threaten LGBTQ+ representation Nearly 1 in 10 adults in the United States and almost one-quarter of adults in Generation Z – ages 18 to 27 – identify as LGBTQ+, according to the most recent data from Gallup. What's more, LGBTQ+ people have an estimated $1.4 trillion in annual spending power. Yet the demographics of corporate leadership have not kept up with a changing nation, particularly outside the fashion, media and entertainment industries. Few who are open about their sexual orientation or gender identity – and even fewer gay, nonbinary and trans people of color – serve in the executive suite and on boards of directors. Less than a dozen LGBTQ+ executives hold the top jobs in the nation's 1,000 largest companies, according to DiversIQ, which tracks corporate diversity data. Just two are transgender, the latest data shows. Their ranks are sparse at the board level as well. LGBTQ+ executives occupy about 1% of S&P 500 board seats. That figure has barely budged in five years. The reasons are many. Even as companies rushed to diversify their leadership in the aftermath of George Floyd's 2020 murder, increasing LGBTQ+ representation was never the priority it should have been, said Fabrice Houdart, founder of the Association of LGBTQ+ Corporate Directors. The invisible yet nearly impenetrable barrier that for decades limited access to executive suites and boardrooms for women and people of color has presented similar roadblocks for LGBTQ+ professionals. Persistently high rates of discrimination and harassment have contributed to people hiding their sexual orientation or gender or simply avoiding jobs that come with that level of scrutiny. One in 3 LGBTQ+ professionals in the U.S. are not out to anyone at work, according to the Coqual think tank which advocates for diversity, equity, inclusion and belonging in the workplace. Less than half – 43% – of these professionals worldwide say they feel safe being out at work. New policy: Don't ask, don't tell In recent years, change seemed afoot. Companies began to encourage self-reporting and started tracking LGBTQ+ representation – in part because of new rules prodding corporations to disclose the demographics of their leadership. The Nasdaq required thousands of public companies to report each year on the diversity of their boards. By 2024, the majority of companies trading on the stock exchange disclosed data on LGBTQ+ board members, said Josh Ramer, co-founder of DiversIQ. But those rules were abandoned in December amid the DEI backlash, leading to 'large and immediate changes,' Ramer said. According to the most recent DiversIQ data, the share of S&P 1,500 companies disclosing LGBTQ+ directors fell from about 31% in 2024 to nearly 9% in 2025. 'The repeal of Nasdaq was hard. It was the only benchmark we had,' Houdart said. 'It will now be very difficult to see if we are making progress.' He and others fear a sharp reversal from corporate America's embrace of LGBTQ+ rights, the result of decades of protests and boycotts from activists that transformed once indifferent, even hostile, companies into powerful allies that used their influence to promote LGBTQ+ causes. For years now, they have offered more inclusive benefits and policies to appeal to employees and customers and to demonstrate to shareholders their understanding of a lucrative market. Then came the attacks. Under pressure from anti-DEI activist Robby Starbuck, Ford, Lowe's and other major brands distanced themselves from the Human Rights Campaign, the nation's largest LGBTQ advocacy group, and withdrew from its benchmark index that measures how friendly a company's policies are to LGBTQ+ people. In the current political climate, Houdart predicts companies will become more cautious about appointing LGBTQ+ executives and, when they do, they won't be as vocal about it. Scanning press releases announcing executive appointments from the last year, Houdart said he did not spot a single one that hinted at an executive's sexual orientation or gender identity. 'What that means is that extremely powerful companies are making decisions for the future of humankind without adding any LGBTQ+ voices and, in a way, that's a guarantee to have a future that is perpetuating exclusion,' he said. Gay leaders make case for diversity That prospect troubles seasoned executives who invest time and energy mentoring the next generation to build diverse leadership teams. Torrence Boone, who is Black and came out when he was 18, said he has always seen his identity as an advantage in his own career and for the companies he has served. 'I've become, in some ways, a picture of what's possible when there is that investment and commitment,' he said. Raised by a single mother in a poor neighborhood in Baltimore, Boone received a scholarship to a prestigious New England boarding school with the help of a school counselor. After receiving an economics degree from Stanford, he attended Harvard for an MBA. Some of his gay classmates hid their sexuality after business school, afraid their careers would be compromised if anyone found out. Not Boone. 'It was scary, but I realized it was a great filter. Either people thought it was cool and courageous or they didn't support me,' he said. 'I just wasn't going to play that game. I got enough positive reinforcement along the way that it made me feel like I didn't have to.' Boone, 56, scaled the corporate world with a hyperfocus on results and impact, seeking out challenging assignments and organizations that prized diversity and meritocracy. 'In my experience, excellence is the strongest ballast against bias,' he said. Today, he is a top Google executive and sits on the Macy's board. 'If anything, this current context has lit a fire and everyone is rallying to make sure that we don't lose those gains and that we continue the momentum,' Boone said. 'No one can predict the future but I feel confident that the talent is not going away and the best companies will continue to recruit and develop that talent.' That's what Rob Smith believes, too. Smith, 59, came out at the start of his career in the retail industry at 23, trading preppy suits for pierced ears and more colorful outfits. But he still made sure to speak in a deeper voice, hit the links and read the sports pages, all just to fit in. Despite growing political pressure, corporations won't turn back the clock on diversity because it would harm their businesses, said Smith, a veteran of Macy's, Victoria's Secret and Levi's who sits on the board of Steve Madden and runs The Phluid Project, a gender-free fashion brand. 'I don't think we will be going forward with the same momentum we have the last five years but I don't think we will be going backwards,' he said. 'I'm beginning to see the community uniting and building a coalition of resistance. We've done it before."
Indianapolis Star
17-06-2025
- Politics
- Indianapolis Star
Indy's Juneteenth events feel urgent as conservatives censor Black history
Juneteenth matters more than ever. June 19, 1865, marks when Union troops arrived in Galveston, Texas, to announce slavery's end. Though federally recognized only in 2021, Juneteenth has long been a celebration of freedom in the Black community. This year, the celebration feels more urgent. There has been an onslaught against accurate depictions of history — especially Black history. Anti-DEI rhetoric has permeated almost every aspect of American life, extending to history. President Trump in March signed an executive order targeting programs, museums and initiatives that have allegedly replaced 'objective facts' with information that supports 'distorted' historical narratives. He specifically called out museum exhibits and programs focused on racism. Trump and the broader conservative movement have been pushing back against what they perceive as efforts to replace historical facts with false ideologies for the purpose of sullying America's reputation and shaming citizens. But, by eliminating discussion of slavery and racism, conservatives censor history. Juneteenth events return those conversations to the forefront in a commemoration of Black freedom. 'I think this year ... it's been a lot different,' said Chandler Phillips of Future Black Leaders, a Fishers High School club that has organized Juneteenth events since 2022. For Phillips and her fellow student organizers, Juneteenth is a celebration of strength and community. Phillips is an incoming senior and runs the social media pages for the organization. "Fishers is a predominantly white community," Jayden Rucker, exiting president of Future Black Leaders said. "So, to have so many people show up as allies and support us as Black students, I think, has been a really heartfelt way for us to get engaged in the community.' Future Black Leaders will be hosting the Fishers Juneteenth Jubilee on June 19 at Conner Prairie. Both the event and the museum will have free entry. There is power in acknowledging history — even the parts that are gruesome and difficult to stomach. That is what Circle City Storytellers want people to remember this Juneteenth. Founded in 2021, Circle City Storytellers creates space for Black entrepreneurs, leaders and storytellers. The organization is home to the Black Liberation Lecture Series, an initiative whose goal is to inspire and introduce people to the realities of what Black liberation entails. 'Learning history isn't about attacking anyone,' Jamaal Shabazz of Circle City Storytellers said. 'It's about gaining insight and improving our future efforts to not just progress Black people, but to progress humanity as a whole.' Making an effort to learn more about Black history is an important step toward racial equity and progress. Circle City Storytellers founder Anthony Murdock II wants to show Indianapolis that there is power in Black history and liberation. Because what is American history without Black history? More from Sadia Khatri: Abortion ban, fetal anomaly and a ticking clock: 'an impossible decision' | Opinion 'When you celebrate Black freedom, you are actually celebrating collective liberation,' Murdock said. 'That's another reason why celebrating Juneteenth is so important: When Black folks win, it is both historically accurate, but also culturally significant that everybody wins, too.' Circle City Storytellers is hosting a Juneteenth edition of its lecture series at 6 p.m. June 19 at 3039 N. Post Road. Murdock and Shabazz will both be speaking. The event is focused on community and family. 'We understand how powerful the family system is when you're talking about fighting against anti-Blackness,' Murdock said. For Murdock and Shabazz, centering family is a deliberate choice — and it's one that they think fosters solidarity and challenges the status quo. Their programming is focused on creating a space for the Black community on Juneteenth and beyond. The historical narratives of marginalized communities will likely continue to face attacks from conservatives. As Juneteenth approaches, make a conscious effort to engage with Black history. From a community-based lecture series to programming led by student organizers, Central Indiana is taking a stance: Black history matters. The time to talk about Juneteenth and Black history is now.
Indianapolis Star
17-06-2025
- Politics
- Indianapolis Star
Indy's Juneteenth events feel urgent as conservatives censor Black history
Juneteenth matters more than ever. June 19, 1865, marks when Union troops arrived in Galveston, Texas, to announce slavery's end. Though federally recognized only in 2021, Juneteenth has long been a celebration of freedom in the Black community. This year, the celebration feels more urgent. There has been an onslaught against accurate depictions of history — especially Black history. Anti-DEI rhetoric has permeated almost every aspect of American life, extending to history. President Trump in March signed an executive order targeting programs, museums and initiatives that have allegedly replaced 'objective facts' with information that supports 'distorted' historical narratives. He specifically called out museum exhibits and programs focused on racism. Trump and the broader conservative movement have been pushing back against what they perceive as efforts to replace historical facts with false ideologies for the purpose of sullying America's reputation and shaming citizens. But, by eliminating discussion of slavery and racism, conservatives censor history. Juneteenth events return those conversations to the forefront in a commemoration of Black freedom. 'I think this year ... it's been a lot different,' said Chandler Phillips of Future Black Leaders, a Fishers High School club that has organized Juneteenth events since 2022. For Phillips and her fellow student organizers, Juneteenth is a celebration of strength and community. Phillips is an incoming senior and runs the social media pages for the organization. "Fishers is a predominantly white community," Jayden Rucker, exiting president of Future Black Leaders said. "So, to have so many people show up as allies and support us as Black students, I think, has been a really heartfelt way for us to get engaged in the community.' Future Black Leaders will be hosting the Fishers Juneteenth Jubilee on June 19 at Conner Prairie. Both the event and the museum will have free entry. There is power in acknowledging history — even the parts that are gruesome and difficult to stomach. That is what Circle City Storytellers want people to remember this Juneteenth. Founded in 2021, Circle City Storytellers creates space for Black entrepreneurs, leaders and storytellers. The organization is home to the Black Liberation Lecture Series, an initiative whose goal is to inspire and introduce people to the realities of what Black liberation entails. 'Learning history isn't about attacking anyone,' Jamaal Shabazz of Circle City Storytellers said. 'It's about gaining insight and improving our future efforts to not just progress Black people, but to progress humanity as a whole.' Making an effort to learn more about Black history is an important step toward racial equity and progress. Circle City Storytellers founder Anthony Murdock II wants to show Indianapolis that there is power in Black history and liberation. Because what is American history without Black history? More from Sadia Khatri: Abortion ban, fetal anomaly and a ticking clock: 'an impossible decision' | Opinion 'When you celebrate Black freedom, you are actually celebrating collective liberation,' Murdock said. 'That's another reason why celebrating Juneteenth is so important: When Black folks win, it is both historically accurate, but also culturally significant that everybody wins, too.' Circle City Storytellers is hosting a Juneteenth edition of its lecture series at 6 p.m. June 19 at 3039 N. Post Road. Murdock and Shabazz will both be speaking. The event is focused on community and family. 'We understand how powerful the family system is when you're talking about fighting against anti-Blackness,' Murdock said. For Murdock and Shabazz, centering family is a deliberate choice — and it's one that they think fosters solidarity and challenges the status quo. Their programming is focused on creating a space for the Black community on Juneteenth and beyond. The historical narratives of marginalized communities will likely continue to face attacks from conservatives. As Juneteenth approaches, make a conscious effort to engage with Black history. From a community-based lecture series to programming led by student organizers, Central Indiana is taking a stance: Black history matters. The time to talk about Juneteenth and Black history is now.
