Group 1: OpenAI Valuation - OpenAI has been valued at $500 billion, surpassing SpaceX to become the world's most valuable startup [2][4] - The company finalized a share sale allowing current and former employees to sell stock worth $6.6 billion, with $10.3 billion authorized for future sales [3] Group 2: Infrastructure and Climate Funding - The Trump administration has frozen or canceled approximately $26 billion in funding for various infrastructure and climate projects in the U.S. due to the federal government shutdown [5][8] - About $18 billion in infrastructure projects in New York City, including the Hudson Tunnel Project and the Second Avenue Subway, are on hold pending a review for compliance with constitutional principles [6][7] - The Department of Energy announced the termination of 321 financial awards supporting 223 projects, resulting in savings of approximately $7.56 billion for taxpayers, citing inadequate advancement of national energy needs and lack of economic viability [9] Group 3: Amazon's New Product Line - Amazon has launched a new budget-friendly private label called Amazon Grocery, consolidating its Amazon Fresh and Happy Belly brands [10] - The new line features over 1,000 grocery items, mostly priced under $5 and rated at least 4 stars by customers, including staples like milk, olive oil, and produce [10]

This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. The field of diversity, equity and inclusion has seen drastic changes in recent years. Some employers decommitted from DEI goals amid pressure from a variety of stakeholders, and government scrutiny has driven others to take a second look at their initiatives. As a result, DEI roles have declined, but they haven’t disappeared, according to data from Revelio Labs examining ...

Core Viewpoint - The CFA Institute is shifting away from its previous Diversity, Equity, and Inclusion (DEI) initiatives, renaming its code to "Inclusion Code" and removing references to race and gender, reflecting a response to legal challenges and member feedback [1][2][4]. Group 1: Changes in DEI Code - The new "Inclusion Code" eliminates the requirement for financial professionals to consider intersectionality in their practices [2]. - The terms "race" and "gender" have been removed from the code, which now emphasizes creating a workplace where employees feel valued and respected, regardless of their backgrounds [3]. - The institute's decision is influenced by recent court rulings regarding DEI practices, indicating a shift in the legal landscape [4][10]. Group 2: Background and Context - The CFA Institute previously adopted a controversial DEI code in 2023, which faced backlash from its members [5][8]. - The organization has a membership of 200,000 professionals managing trillions of dollars, highlighting its significant influence in the financial sector [5]. - The shift in policy comes amid broader corporate trends where DEI initiatives are becoming less popular and facing legal scrutiny [9]. Group 3: Internal Governance Issues - There is internal dissent regarding CEO Margaret Franklin's leadership, with calls for her removal due to perceived governance lapses and the handling of the DEI program [11][14]. - A former chief marketing officer of the institute has been charged with embezzling approximately $5 million, raising concerns about financial oversight within the organization [12]. - Members express a lack of confidence in the board's selection process and governance transparency, although the institute's spokesperson defends the board's election process [14].

HR professionals and other stakeholders, however, said platforming Starbuck amounted to a false equivalency.Responding to reports of outrage in the HR industry, SHRM’s president told HR Dive via email, “Viewpoint diversity is one of the major, but often under-discussed, dimensions of workplace diversity. At SHRM, we are committed to fostering inclusive, respectful dialogue by engaging a broad spectrum of perspectives — including those of Van Jones and Robby Starbuck — to reflect the diverse viewpoints that ...

Core Points - Google has removed over 50 diversity, equity, and inclusion (DEI) organizations from its funding list, totaling 214 groups removed and 101 added according to a report from The Tech Transparency Project [2][3] - The largest category of purged groups were DEI-related, with 58 groups removed that had mission statements including terms like "diversity," "equity," and "inclusion" [3] - The funding purge reflects a shift in Google's strategy, prioritizing investments in artificial intelligence technology amid changing political and legal landscapes regarding DEI policies [6][7] Company Actions - Google spokesperson stated that the funding list reflects contributions made in 2024 and does not encompass all contributions from other teams within the company [4] - Notable organizations removed from the funding list include the African American Community Service Agency and the Latino Leadership Alliance, which focus on empowering historically excluded communities [5][10] - Despite the removal of DEI-related organizations, Google continues to allocate funds to various groups, including $75,000 to the National Network to End Domestic Violence in 2024 [11] Industry Context - The backlash against DEI programs has intensified following the U.S. Supreme Court's 2023 decision to end affirmative action at colleges, leading to a reevaluation of DEI initiatives across various industries [7][8] - Many companies are still pursuing DEI efforts but are using alternative terminology to avoid the divisive nature of the term "DEI" [9] - Google CEO Sundar Pichai emphasized the importance of diversity in the workforce, stating that a diverse workforce is essential for serving a global user base effectively [9]

Group 1 - The Federal Communications Commission (FCC) approved an $8 billion merger between Paramount and Skydance Media, which will lead to significant changes in hiring and operational strategies at Paramount [1][2] - Skydance will gain control of CBS broadcast television, Paramount Pictures, and Nickelodeon as part of the merger, which is expected to close in the coming weeks [2] - FCC Chair Brendan Carr expressed support for Skydance's commitment to changes at CBS, emphasizing the need for diverse viewpoints in news and entertainment programming while announcing an injection of $1.5 billion into Paramount operations [3]

Core Viewpoint - Verizon is facing threats of legal action and a potential smear campaign from Byron Allen, a media mogul, after the company reduced its advertising budget with his media group, Allen Media Group (AMG) [1][5][10]. Group 1: Legal Threats and Advertising Budget - Byron Allen has threatened to sue Verizon for alleged racial discrimination after the company backed out of a $15 million annual advertising deal with AMG [1][10]. - Verizon claims that the threats from Allen and AMG are baseless and represent an attempted shakedown [4][5]. - The company plans to reduce its advertising spending with AMG by 30% in 2025 and 2026, bringing the budget down to $5 million from $15 million [10][11]. Group 2: Historical Context and Partnerships - Verizon and AMG previously collaborated on a diversity, equity, and inclusion initiative aimed at increasing media spending in Black-owned media companies [12][13]. - Allen has a history of suing major media companies for racial discrimination, having recently settled a $10 billion lawsuit against McDonald's [16][18]. - The political climate has shifted, impacting DEI programs, as seen in Verizon's agreement to end its DEI initiatives during its merger with Frontier Communications [15].

Core Viewpoint - Verizon Communications is terminating its diversity, equity, and inclusion (DEI) programs amid scrutiny from the Trump administration as it seeks federal approval for its $20 billion acquisition of Frontier Communications [1][6]. Group 1: Changes to DEI Programs - Verizon is removing its "Diversity and Inclusion" website and eliminating references to DEI in employee training programs [3]. - The company plans to end workforce diversity goals and will drop a management compensation component aimed at increasing the representation of women and minorities in its U.S. workforce [4]. - Verizon's Chief Legal Officer stated that some DEI policies could be linked to discrimination, and the changes will take effect immediately [6]. Group 2: Acquisition Details - Verizon's acquisition of Frontier Communications is valued at $20 billion, including debt, and aims to increase its scale by adding 2.2 million fiber subscribers, expanding its reach to 25 million premises across 31 states and Washington, D.C. [7]. - The acquisition is described as a "strategic fit" that will enhance Verizon's competitiveness in the U.S. market [7]. - Frontier's CEO noted that the deal provides a substantial cash premium to its shareholders and creates new opportunities for employees while expanding access to reliable connectivity for more Americans [9].

Core Viewpoint - Verizon Communications is terminating its diversity, equity, and inclusion (DEI) programs following scrutiny from the Trump administration and as it seeks approval for its $9.6 billion acquisition of Frontier Communications [1][7]. Group 1: Changes in DEI Programs - The company is removing its "Diversity and Inclusion" website and eliminating references to DEI from employee training [2][4]. - Verizon will no longer maintain any workforce diversity goals and will discontinue a component of its management compensation plan that aimed to increase the representation of women and minorities in its US workforce [4][5]. - The changes are effective immediately, as stated by Verizon's chief legal officer, who acknowledged that some DEI policies could be linked to discrimination [5]. Group 2: Regulatory Context - FCC Chair Brendan Carr expressed approval of Verizon's decision to end its DEI policies, framing it as a step that promotes equal opportunity and nondiscrimination [6]. - Carr had previously opened a probe into Verizon's promotion of DEI programs, indicating a broader regulatory scrutiny of such initiatives in the telecom sector [1][8].

Financial Data and Key Metrics Changes - ConocoPhillips reported a strong performance with over 96% of votes in favor of the ratification of Ernst and Young as independent auditors for fiscal year 2025 [24] - The advisory approval of executive compensation also passed with more than 96% of votes present [24] - The proposal to eliminate any voting requirement greater than a simple majority did not pass, receiving less than 77% of the required 80% of outstanding shares [25] Business Line Data and Key Metrics Changes - The company closed a significant acquisition of Marathon Oil for $22.5 billion, which extends its shale footprint and secures decades of hydrocarbon output [11] Market Data and Key Metrics Changes - The stockholder proposal to remove all emissions reduction targets received only 1% of the votes present, indicating strong support for the company's current emissions strategy [25] Company Strategy and Development Direction - The board of directors recommended against the stockholder proposal to remove greenhouse gas reduction targets, emphasizing the importance of maintaining strategic discipline and protecting the expansion strategy [14][25] - ConocoPhillips is committed to achieving its near and medium-term targets for reducing operational emissions, with a strengthened emissions intensity target of 50% to 60% reduction from a 2016 baseline [20] Management's Comments on Operating Environment and Future Outlook - Management highlighted that the current political environment does not affect their commitment to emissions targets, reaffirming their strategy to meet climate-related goals [20] - The company continues to monitor changes in laws and policies regarding diversity, equity, and inclusion, ensuring compliance while upholding core values [19] Other Important Information - The meeting confirmed that a quorum was present with stockholders entitled to cast more than 86% of the votes eligible [6] - The company plans to post answers to any unanswered questions from the meeting on their website by the end of the week [15] Q&A Session Summary Question: How does ConocoPhillips select members for its board of directors? - Candidates are suggested by various sources and vetted based on qualifications, integrity, ethics, and other factors, with the Committee of Directors Affairs regularly evaluating board composition [18] Question: Will ConocoPhillips change its approach to diversity, equity, and inclusion? - The company will continue to operate in accordance with its spirit values, which foster an inclusive environment and better business outcomes [19] Question: Is ConocoPhillips cutting its emissions targets in response to the current political environment? - No, the company is on track to achieve its emissions reduction targets and has strengthened its emissions intensity target [20] Question: Would ConocoPhillips consider suspending political donations in favor of supporting local charitable causes? - Political contributions are a small part of the company's financial support, which also includes charitable giving and community engagement [22]