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].

Core Insights - The world's two largest asset managers, BlackRock and Vanguard, have significantly reduced the number of meetings with company executives this year due to new SEC guidance, impacting discussions on climate change and diversity [1][2][3] Group 1: Meeting Reductions - BlackRock and Vanguard reported declines of 28% and 44% in meetings with company executives compared to the previous year [3] - The new SEC guidance has led to a decrease in shareholder-manager discussions, particularly on non-contentious issues like directorships and executive pay [3][4] Group 2: SEC Guidance Impact - The SEC's new directives, influenced by the Trump administration, have created a chilling effect on investor engagement, making it difficult for fund managers to communicate their voting intentions [4][6] - The guidance requires fund managers to file more complex forms if they exert pressure on management, which could deter active engagement [6] Group 3: Voting Patterns - Both BlackRock and Vanguard have reduced support for climate and social resolutions, continuing a trend observed in previous years [5] - Corporate governance issues remain a focus, with support for these matters still prevalent despite the decline in discussions on climate and social topics [5]

Core Insights - Sophia Kearney-Lederman, a senior economist at FHN Financial, has been recognized as one of the 2025 Most Powerful Women in Banking NEXT by American Banker, highlighting her influence and leadership in the finance industry [1][2]. Company Overview - First Horizon Corporation, with assets totaling $82.1 billion as of June 30, 2025, is a prominent regional financial services company based in Memphis, TN, operating in 12 states primarily in the southern U.S. [4]. - The company offers a wide range of services including commercial, private banking, consumer, small business, wealth and trust management, retail brokerage, capital markets, fixed income, and mortgage banking [4]. Recognition and Events - The recognition of Kearney-Lederman will be celebrated at the NEXT Awards dinner in New York City, which is part of a series of events including The Most Powerful Women in Banking Conference scheduled for October 21–22, 2025 [3].

[Applause] So again uh welcome everyone. This topic is uh very near and dear to my heart and I'm very excited to talk to you today on why I believe and hopefully you will too after I'm done cultural competence should be the new DEI. Think for a moment.Think about a time when you felt truly seen. Not just acknowledged, but deeply understood. A time when your unique perspective wasn't just tolerated, but actively sought out and valued.Your opinion mattered. How did you feel. Did you feel empowered, liberated, ...

Core Viewpoint - The announcement of Robby Starbuck as a panelist at the SHRM Blueprint conference has sparked significant backlash from HR professionals and stakeholders, who argue that his presence undermines the principles of diversity, equity, and inclusion (DEI) that the conference aims to promote [2][3][4]. Industry Reactions - Many HR professionals expressed their discontent on LinkedIn regarding SHRM's decision to include Starbuck, highlighting that his views contradict the conference's focus on inclusion and meaningful outcomes in diversity [3][4]. - Critics argue that Starbuck's past statements, which label DEI initiatives as "poison," are antithetical to evidence-based HR practices and could legitimize harmful perspectives [7][11]. SHRM's Position - SHRM's president emphasized the organization's commitment to fostering diverse viewpoints, including those of both Starbuck and left-leaning commentator Van Jones, in an effort to reflect a broad spectrum of perspectives [2][13]. - The organization aims to create a balanced forum for discussion, although many stakeholders believe that the inclusion of Starbuck detracts from this goal and may not facilitate constructive dialogue [13][14]. Concerns About Qualifications - Questions have been raised regarding Starbuck's qualifications and experience in publicly traded corporations, with some industry veterans suggesting that his background does not align with the expertise needed to discuss DEI effectively [9][10]. - Critics argue that SHRM could have selected more qualified individuals to address the financial implications of DEI, such as CEOs or experts with a proven track record in the field [10][11]. Broader Implications - The decision to include Starbuck is seen as part of a larger trend of rollbacks in DEI efforts across Fortune 500 companies, raising concerns about the future of inclusion initiatives in the corporate landscape [4][12]. - Stakeholders fear that platforming individuals with extremist views could undermine the progress made in DEI and create a divisive atmosphere within the industry [6][14].

It's April 2024 and I work in the automation engineering sector. It is one of the rare times that I'm actually working down from our headquarters in St. Albins's near London and I'm called into one of those dreaded can we have a quick word meetings by my line manager.I try to reassure myself that every everything will be okay because after all, I've managed to hit a 5-year target in just one year. I've managed to quadruple a business in my area in just 12 months. And I've had 10 years of consistent success. ...

Enrollment Trends - Harvard Law School saw an increase in the number of Black first-year students enrolled this fall compared to the previous year [1] - This reverses a previous decline that had brought attention to the school [1]

[Music] What if I told you there was a magical formula that you could use to make your schools your offices, your communities a better place. Well, I've got something even better than magic because it's real. In fact, it sounds a lot like science.It's called alchemy, or more precisely, human alchemy. And I believe it's the key to bringing growth, innovation, and greater community connection here in Brighton and beyond. But before I go into what human alchemy is, I want to tell you how human alchemy came to ...

Core Insights - Opendoor Technologies is facing significant operational inefficiencies, with cofounder Keith Rabois stating that the company is "bloated" and could reduce its workforce from 1,400 employees to around 200 [1][2] - The company has recently gained attention as a meme stock, with its stock price increasing by 470% year-to-date following the announcement of leadership changes [1] - Rabois criticized the company's culture, particularly regarding remote work and diversity, equity, and inclusion (DEI) initiatives, indicating a shift back to a focus on merit and excellence [2][7] Company Overview - Opendoor Technologies specializes in buying and selling homes, and it has recently seen a surge in stock performance, attributed to the rejoining of cofounders Rabois and Eric Wu on the board and the appointment of Kaz Nejatian as CEO [1] - The company currently employs 1,400 individuals, but Rabois believes that the majority of these positions are unnecessary, suggesting a drastic reduction in workforce [1] Cultural and Operational Changes - Rabois described the company's culture as "broken," emphasizing the ineffectiveness of remote work and the need to move away from DEI-focused initiatives [2][7] - The shift in focus will prioritize merit and excellence, indicating a potential restructuring of company values and operational strategies [2]

सो टुडे आई वांट टू स्पीक अबाउट माय ओन स्टोरी एंड हाउ आई ग्रो अप इन अ बॉडलेस वर्ल्ड एंड हाउ दिस होल कांसेप्ट ऑफ बिलीविंग दैट द वर्ल्ड इज़ वन फैमिली इज़ समथिंग दैट आई एक्सपीरियंस्ड ड्यूरिंग माय ओन चाइल्डहुड सो माय पेरेंट्स वर टीचर्स माय मदर डिड हर पीएचडी एंड माय फादर वाज़ अ प्रोफेसर ऑफ़ बॉटनी एंड आई हैव ग्रोन अप इन अ वेरी एकेडमिक एटमॉस्फियर ड्यूरिंग माय चाइल्डहुड आय वुड अकंपनी माय माय मॉम, अह, टू द ज़ूलॉजी लैब्स, एंड प्ले विथ द लिटिल चिकन्स, दैट शी एक्चुअली डिड हर एक्सपेरिमेंट्स ऑन। एंड इट वाज़ माय फादर हू टूक मोर ...