https://www.bankingdive.com/news/us-bank-dei-diversity-equity-inclusion-kedia-gender-race-fair-pay/740892/#:~:text=Mentions%20of%20the%20lender's%20diverse,its%20most%20recent%20annual%20filing.&text=Like%20numerous%20banks%20in%20the,latest%20annual%20filing%2C%20published%20Friday.
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US Bank showing there true colors. They were all about DEI. Fake company with the worst pay in the industry
You are entitled to your feelings. However, the world runs on FACTS.
No! DEI loses money, no factual studies show any growth in revenue
No! DEI is reacist- stop the bs with white supremacy
No! WFH existed before and is an evolution since Covid times
No! Diversity does not mean more innovation! Also no factual data
DEI is victim mentality as others have said. Stop bullying 99% of humans for the 1% who doesn’t want to put in the work.
If you think USA is bad, move!!!
A press release isn't the same as companies actually doing what's in those press releases. The actual action of "rolling back DEI", and changing hiring and employment practices, firstly, is not something any company can immediately take. It requires authoring new processes and guidelines, vetting those processes legally (which can't yet be done, because most legal precedent points in the opposite direction), retraining the workforce involved in those processes, and ensuring compliance with new policies. I've talked to HR policy makers at Amazon at least, and the creation of those new policies is not a priority at the moment. They're not even starting that lengthy process I described. Nobody wants to be the first to test established case law, so the HR policy changes are on the slow roll, like I said.
Biggest DEI critics are those with common sense who know there were already anti discrimination laws in place.
Biggest DEI critics see companies lose money and people being bullied into cult mentality
Biggest DEI critics know the idea originated with the global elite to establish a destructive victim mentality ideology
Biggest DEI critics believe in merit
"There comes a time when one must take a position that is neither safe nor politic nor popular, but he must take it because his conscience tells him it is right." Doing away with DEI is the right thing to do.
DEI is communism hiding under a skirt. It divides people and the elite just laugh at us.
I find there people who are most for DEI to subscribe to victim mentality.
Only few people have generational wealth and even those can fail.
In the USA as an immigrant everyone has the same opportunities. Stop using the victim card!
Stop being racists against white people. Write the same sentences you write about white people in a different race and you will see how racist you have become.
Go live abroad if you think this country isn’t fair.
P.S. you are showing your qualities by resorting to profanity.
Wake up and smell the coffee. I’m not talking about the sins on the past. I’m talking about the sins of today. Just to inform you I am a highly qualified “DEI” candidate that I am sure was selected for my qualifications, education and experience. I just see too many potions at this bank that are being told must be filled with DEI candidates. Let me give you some examples that should spin your head:
Example 1
Candidate A. A highly educated DEI candidate with great proven experience.
Or
Candidate B. A DEI candidate with limited educational background and limited related experience.
If you are smart you would select A
Example 2
Candidate C. Highly educated and great experience non DEI
Or
Candidate D lacking educational background with limited experience non DEI candidate.
If you are smart you would select C
Example 3
Candidate E: highly educated with great experience DEI candidate.
Or
Candidate F marginal education and experience non DEI candidate.
If you are smart you would select E
Example 4
Candidate G highly educated with proven experience non DEI
Or
Candidate H marginally qualified by education and experience DEI candidate.
If you are smart you would select G, but based upon my personal experience under this banks DEI program they would have you select H. Why would this be any different from the other examples above?
The fact is: I assumed the “DEI” candidate was Doctor A. You made the “DEI” doctor less than fantastic. That’s why we have “DEI” a--hole.
While you’re concerned with fairness, equity and FACTS let me share:
Women earn 16% less than men on average. Women earn just 84 cents for every dollar a man makes. Women of color are among the lowest-paid workers in rural areas, with rural Black and Hispanic women making just 56 cents for every dollar that rural white, non-Hispanic men make. Latinas are compensated just 55% of what non-Hispanic white men are paid in 2024. Black women are paid 64% of what non-Hispanic white men are paid.Native American women are typically paid only 59 cents for every dollar paid to white, non-Hispanic men.
A 20-year-old woman just starting full-time, year-round work stands to lose $407,760 over a 40-year career compared to her male counterpart.
I never wish this upon your wife, daughter, mother, auntie, cousin, bestie or roommate.
Can’t handle the facts, can you? If doctor B was a DEI candidate, I guess you would select him/her. Live with the facts. I’m not talking about lowering any bar. I’m talking about fairness and equity. Select the best.
Oh, you mean the old system where “qualifications” just happened to favor the same group over and over again? Cute. DEI isn’t about lowering the bar—it’s about removing the invisible hurdles that kept talent out in the first place. Go read a history book, and be better.
If you were having heart surgery and you had to select your doctor, would you select:
- A doctor with the most experienced with a great track record of success and education.
Or
- A doctor that didn’t have much experience or track record of success and a marginal education?
Competitive = Treat people equally and based upon qualifications and experience
DEI = reverse discrimination/marginalization of employee quality
The loudest DEI critics?
White, childless, straight, healthy men who aren’t veterans. They’ve always been the default, so fairness feels like losing status. They don’t see barriers because they never had to climb over them. They don’t need parental leave, medical updates, or work accommodations, so they assume no one else does either. They’ve never had to code-switch or hide parts of themselves at work.They think sharing power = losing power. Spoiler: It doesn’t.
And let’s not forget—some white women, especially those with conservative husbands, also push back on DEI. Research shows many align with their men over other women, even when it doesn’t serve them. (If you are a woman working or have a credit card, you can thank DEI for including you. Your default is to be at home cooking, cleaning and caring for the children like it’s the ‘50’s.)
If a system only works for one group, it was never fair to begin with. DEI isn’t taking anything away—it’s just making the game actually competitive and fair.
I have reviewed many studies on DEI pertaining to “growing business”. I have found no reputable studies that can definitively proof DEI improves business. All studies are full of intuitive examples with no factual basis.
Anybody ever heard of Unconcious Bias? That's why DEI is actually needed in a real manner, not for corporate marketing.
DEI hires never fail to disappoint
DEI isn’t some “nice to have” – it’s a business power move. It makes companies richer, attracts more customers, and lets families actually thrive. Without it, we’re just propping up the same tired system that kept power in the hands of a few (aka white supremacy). Let’s break it down:
• White women, you’re welcome! DEI got you into leadership, because for centuries it was a boys’ club. More women at the top? More profits, better decisions, and companies that actually innovate.
• Breastfeeding moms can WORK and FEED their babies. Lactation rooms and flexible schedules? That’s DEI. Before? Women had to pump in bathroom stalls. Disgusting.
• Doctors stopped treating women like tiny men. Medical research used to be all about men—so women’s heart attacks, ADHD, and pain got ignored. DEI forced the industry to catch up, and now everyone gets better care.
• Disability rights help EVERYONE. Curb cuts, captions, and remote work? They’re not just for disabled folks—ever broken an ankle or needed subtitles? That’s DEI saving the day.
• Veterans get hired, not forgotten. PTSD support, job training, and workplace accommodations make sure the people who served aren’t left behind. That’s DEI, baby.
• Older workers keep their paychecks. Ageism is real, and without DEI, companies toss experienced workers aside. Newsflash: Businesses NEED that experience to thrive.
• LGBTQ+ folks don’t have to live a double life at work. Because when people can be their whole selves, they’re better employees. Hiding takes up too much energy.
• Men get to be actual dads. DEI made paternity leave a thing. That means more two-income households, more bonding time, and fewer burnt-out moms doing everything.
• Ignoring bias costs companies BILLIONS. Excluding people means leaving money on the table. Diverse teams make 35% more money—so yeah, DEI is a straight-up business strategy.
• Customers come in all shapes, colors, and backgrounds. Companies that reflect the real world attract more customers. Want more revenue? Stop marketing to just one type of person.
• Innovation happens when EVERYONE is in the room. The best ideas come from different perspectives. If everyone looks the same, you’re just recycling the same old meh ideas.
• Your future boss might be a woman. And that’s a great thing—because companies with women in leadership make more money.
• Remote work exists because of DEI. Remember when working from home was a privilege? Now it’s normal along with hybrid work. DEI fought for that, and now businesses have happier, more productive employees.
• Without DEI, we’re just reinforcing white supremacy. Keeping power and resources in the hands of a select few? That’s not a meritocracy—that’s just the old system playing defense.
Bottom line: DEI isn’t charity. It’s a business growth strategy that makes companies more profitable, attracts more customers, and lets everyone win. Anyone fighting against it? They’re fighting for a broken system. And we’re not doing that.
DEI is so toxic and deeply anti-social. I'm surprised to see so many people here still haven't had their eyes opened.
It will be nice to stop painting with the DEI brush. Going to a color blind s-xless based hiring and promotion process. Rewarding productivity and exceptionalism again.
There isn't a wait and see with ending DEI. Every company is ending it.... Starting with the largest ones..... Amazon and Walmart.
With it ending that doesn't mean anyone is going to treat their coworkers badly. That is a misguided statement.
"Getting rid of DEI" does not limit the bank's risk of civil suits brought by employees. What we'll see in the coming years from companies who wholeheartedly adopt these "Anti-DEI" policies is a huge number of unlawful termination and employment discrimination suits. This is why so many companies are adopting a wait and see approach, because a misstep here means an enormous potential for liability. So many clowns, like the ones posting, are already rushing to interpret "the end of DEI" as freedom to treat their coworkers in a hostile manner, and what they don't seem to understand is behaving in a discriminatory way still opens them up to personal liability, even if the company isn't enforcing rules to prevent this behavior.
If you get rid of DEI then the bank is more attractive to a buyer
Nobody who is interested in purchasing a bank wants to deal with the waste of money DEI programs create.
Further, “flexible work” is no longer highlighted as an employee benefit in U.S. Bank’s filing from Friday. The bank, last March, mandated that employees work from the office three days a week. Thus far, there hasn’t been a public indication that that is changing. But its absence from the latest paperwork arguably leaves open that possibility.
And most of you old white farts (I am one myself) STILL don't get it. DEI is about merit. Always has. But hey, can't tell an old trump supporting white fa-t like you all that you are wrong.
Who here is a manager that had DEI tell them they had to hire or select a non-white female candidate, or NOT fire/layoff a non-white female candidate? None of you did. And if you say you did, you are flat out lying.
No I am not in HR or DEI (Greg's area). I am in technology.
DEI exists because of people like you. It is ONLY "going away" because your orange id--t is using intimidation to punish people and companies who don't do what you like.
Grow up people.
DEI is shorthand for scr@w the old white guys.
Dei is discrimination. There are employment laws already that weee out into place so people would not be discriminated.
Goodbye cult!
Wow! This is beautiful
Not a short sided move at all. If anything it will put the bank in a better position for adding to their customer base.
It was all just a show. Time will tell if they will pay for it like Target has for its complete reversal. DEI refers to more than race and gender. There are also protections and policies in place to promote and support people with disabilities. It is a short sighted move to end DEI policies, and I believe the bank will pay for it in lost revenue, customers, and negative publicity.
Anyone with an ounce of common sense saw this coming.
DEI is basically discrimination and the bank doesn't want to get sued because clearly this administration is not messing around.
Do you really expect senior leadership to comment with GK stepping into the CEO role on April 15?
Expected but leadership has to say something, no? Was it all a show or just caving in for legal and political pressures? Say something USB!
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