NLPC Chairman Peter Flaherty has an op-ed on Real Clear Markets critical of Nasdaq’s proposed “diversity” rule for boards of companies listed on the exchange. From the piece:
If there is merit in diversifying the composition of America’s corporate boards, it’s highly doubtful that Nasdaq’s imperious, paint-by-numbers approach is the best way to achieve it. That’s because, for all of their frantic virtue-signaling on the subject, when Nasdaq speaks of “diversity” what they obviously envision is a group of people with essentially cosmetic differences in race, gender and sexual orientation who will, nonetheless, all think and act in the same way.
Click here to read the entire piece on Real Clear Markets.
Earlier, NLPC Counsel Paul Kamenar argued in a public comment filed in January with the SEC that the diversity rule will impose arbitrary racial and gender quotas without showing a compelling governmental interest, and … Read More ➡
Today, the Securities and Exchange Commission (SEC) announced that it was postponing final approval of Nasdaq’s controversial Board “Diversity” rule for at least three more weeks, which coincides with the Senate Banking Committee’s approval yesterday of Biden’s SEC Chairman pick, Gary Gensler, who was described by the Washington Post as a “progressive darling.”
Senator Patrick Toomey questioned whether Gensler “will also push the legal bounds of the SEC’s authority, in particular in an attempt to advance a liberal social agenda.” His nomination will go to the full Senate soon for final approval.
The National Legal and Policy Center (NLPC) condemned the SEC and Nasdaq for proposing the rule last December that would require all Nasdaq listed companies to have at least two self-identified “Diverse” persons, including self-identified women, Black, Latinix (a woke term for “Latino” that most Latinos don’t use), … Read More ➡
Here are remarks of NLPC Chairman Peter Flaherty at the Facebook annual meeting today in Menlo Park, California in support of NLPC shareholder proposal on workplace diversity:
In response to this proposal promoting ideological diversity, the Company claims that “diversity of ideas is core to our business,” but then goes on cite initiatives that make the company less diverse, not more.
Like the fact that the company publishes data on the ethnicity and gender of the its workforce. Is it not racist and sexist to attribute certain thoughts and ideas to individuals based on their gender or race? Do all African-Americans think alike? How about all women?
Facebook huffs that “we do not collect data on the political ideology of our employees,” as if this would be somehow intrusive.
I’d suggest that it is a lot less intrusive than quizzing employees on the genetic makeup of … Read More ➡
In another indication that the company is biased against conservatives and libertarians, Facebook opposes a shareholder proposal that promotes ideological and political diversity in its workforce. Sponsored by the National Legal and Policy Center (NLPC), the resolution will be considered at the Facebook annual meeting on Thursday, May 30 in Menlo Park, California.
Facebook’s opposing statement doesn’t directly address the issue raised by the resolution and instead describes programs that make the workforce even more Left-wing and are based on group identity. According to NLPC Chairman Peter Flaherty, who will present the resolution, “Once again, Zuckerberg is giving the back of his hand to legitimate concerns about the bias problem at Facebook.”
NLPC’s resolution and supporting statement is below. Facebook’s statement of opposition appears on page 69 of the proxy, which can be viewed here.
The term “corporate diversity” these days refers far less to a diversity of opinion than to a diversity of demography in which people submit to rigid codes of speech and behavior if they want to stay employed.
Of the many companies enforcing this regime, Starbucks has been especially zealous. On April 18, 2018, Starbucks Executive Chairman Howard Schultz announced that sometime in May he would close about 8,000 of its coffee shops for an afternoon to train employees on how to recognize and avoid “unconscious bias.” His statement was in response to the highly-publicized arrest of two black males at a Philadelphia store.
For the last few decades, and with increasing speed, major corporations in this country are incorporating racial, ethnic and gender radicalism into their business practices. Whether out of fear or conviction, officials now reflexively succumb to Leftist campaigns that target them for injustices against minority groups.
U.S. Bank isn’t just about banking. And Greg Cunningham wants everyone to know that. Cunningham, vice president of diversity and inclusion at the Minneapolis-based institution, is busy traversing the nation, coaxing bank employees to confront their inner racism, sexism and other attitudes that get in the way of a harmonious workplace. “Transforming a culture of 67,000 people is never easy,” he says. “You have to make sure that everyone knows that there is something in this for them.”
Reprogramming of this sort is a trend. Corporations are creating on-premises ‘safe spaces’ for employees presumably at risk of harassment by managers and peers. Advocates tout the practice as fostering teamwork and ultimately profits. Don’t believe them. Under the guise of addressing a workplace morale crisis, such ‘spaces’ actually create rather than resolve employee divisiveness. It’s a variation on that national behavior modification program known as “diversity,” which has nothing to … Read More ➡