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The article discusses the evolution of diversity, equity, and inclusion (DEI) initiatives in corporate settings, highlighting the need for a makeover due to backlash and ineffective outcomes. Some of the visible steps taken by businesses post-George Floyd's murder were found to be ineffective, leading to skepticism about DEI programs. Experts suggest focusing on policies that ensure fair treatment and productivity, with some advocating for a name change to OAL (opportunity, access, and leadership) to make the concept more disarming. Despite the backlash, many organizations remain committed to DEI principles, albeit with a shift in terminology and a focus on tying diversity goals to business objectives. [Extracted from the article]

The Fifth Circuit Court of Appeals rejected the Securities and Exchange Commission's approval of Nasdaq's diversity mandate for company directors, which required at least one woman and one racial minority or LGBTQ+ director. The court ruled that Nasdaq was using its power in a way that Congress sought to prevent when amending the 1934 Exchange Act. The court found that the SEC's approval of the diversity mandate violated the major questions doctrine, requiring clear Congressional authorization for significant administrative actions. [Extracted from the article]

The Fifth U.S. Circuit Court of Appeals struck down Nasdaq's board-diversity rules, which aimed to set racial and gender targets for listed companies' boards. The court ruled that the Securities and Exchange Commission erred in approving these rules in 2021. The decision reflects a broader backlash against diversity initiatives in corporate America, with conservative groups arguing that the targets amounted to an unlawful quota. Nasdaq's rules required companies to disclose board diversity statistics and meet certain minimum targets, ultimately aiming for one female director and one director from a minority group or LGBTQ+ community. [Extracted from the article]

A 10-year study of major North American companies has found that while women hold more top jobs than ever before, they still lag behind men in early promotions into management. The study, conducted by McKinsey and LeanIn.Org, reveals that the share of women in lower managerial ranks has only grown by 2 percentage points in the past decade. The findings raise doubts about whether companies can build on the progress made in advancing women in the workplace, especially as some companies are retreating from measures aimed at narrowing the gender gap. Efforts to diversify workforces are also facing questions about fairness, making it more challenging to sustain progress. [Extracted from the article]

The article focuses on the debate between prioritizing diversity, equity, and inclusion (DEI) versus merit, excellence, and intelligence (MEI) in workplace hiring practices. Topics include the varied reader opinions on DEI and MEI, personal experiences with hiring processes, and the importance of open communication and understanding in resolving these debates.

A recent report commissioned by the U.K. government suggests that diversity, equity, and inclusion (DEI) efforts in the workplace may not have the positive impact they claim to have. The report found little evidence that mandatory antibias training and corporate policy overhauls actually improve corporate culture. The authors also note that the meaning of DEI is ambiguous and rapidly evolving, and that a visibly diverse organization may not necessarily be meaningfully heterogenous. Despite the lack of results, DEI has become a costly business, with U.S. companies spending $8 billion a year on DEI training. The report also highlights the legal risks companies face for not adhering to DEI, as several cases have found violations of freedom of belief. The article concludes that diverse and inclusive workplaces are beneficial, but DEI programs often fail to achieve this. [Extracted from the article]

The article explores the different interpretations of the phrase "out of pocket" across different generations. For millennials and older individuals, it typically means being away from work and unavailable. However, for members of Gen Z, it can imply acting chaotically or inappropriately. The article highlights a viral TikTok video that showcases the cross-generational confusion surrounding the phrase. It also delves into the historical origins of "out of pocket," which originally referred to using one's own personal funds and later evolved to mean being financially strapped. Additionally, the article discusses how the meaning of "unavailable" or "out of reach" has been present since the early 20th century, particularly in Southern dialects. The article also touches on the appropriation of the phrase in hip-hop culture and emphasizes the importance of considering situational context and multiple meanings in language. [Extracted from the article]