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]

Core Viewpoint - Goldman Sachs has revised its diversity initiatives, particularly the "One Million Black Women" program, by removing explicit references to race and reframing the language to focus on broader economic terms, reflecting a shift in corporate strategy amid increasing scrutiny and legal concerns related to diversity, equity, and inclusion (DEI) programs [1][2][11]. Group 1: Program Changes - The "One Million Black Women" initiative, originally launched with a commitment of $10 billion in investments and $100 million in philanthropy, has seen its language altered to eliminate specific references to race, now emphasizing terms like "growth and opportunity" [1][5]. - The "Black in Business" program, initially aimed at supporting black businesswomen, has also had racial references removed, now focusing on helping entrepreneurs maintain profitability [4][9]. - Goldman Sachs has shifted the management of investments related to the program to its Urban Investment Group, aligning with federal mandates to support low-income areas [13]. Group 2: Financial Commitments - Updated figures indicate an increase in financial commitments, with investment capital rising from nearly $3 billion to $3.6 billion and philanthropic support increasing from $39.4 million to $41 million [5]. Group 3: Industry Context - The revisions at Goldman Sachs are part of a broader trend among Wall Street firms, including BlackRock and Bank of America, which have also scaled back or modified their DEI initiatives in response to legal pressures and changing political climates [10][18]. - The Supreme Court's 2023 ruling against race-based affirmative action in college admissions has prompted corporations to reconsider their diversity programs to avoid potential legal challenges [11][12].