| Time | Text |
|---|---|
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Coca-Cola's Diversity Demand
00:02:22
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|
| Anyway, everybody, welcome to the show where I'm just reading. | |
| Coca-Cola, one of the biggest companies, has notified its law firms that it will not do business with them unless they are properly diversified. | |
| May I say that the aim of diversity over merit... | |
| Is not only injurious to any given profession, that's obvious to anybody, but it's very un-American. | |
| What it says to you is hard work doesn't pay, minority status pays. | |
| And that's the message of Coca-Cola. | |
| At this point, there are so many companies that are ruining the society that to boycott all of them would mean you would buy very few products. | |
| So, it just came out, and I am very curious. | |
| My first question was, what does it even mean? | |
| What will they do? | |
| They'll have to submit reports, is that correct, to Coca-Cola? | |
| Coke sets diversity targets financial penalties for outside lawyers. | |
| Coca-Cola said it will require diversity among law firms who bill it for work in the United States and reduce payments if they don't comply. | |
| The beverage giant's general counsel, a recent hire from the top ranks of four, disclosed the changes in a letter to law firms the company uses. | |
| Quite simply, we are no longer interested in discussing motivations, programs, or excuses for little to no progress. | |
| It's the results that we are demanding and will measure going forward, Bradley Gayton wrote. | |
| He told the Atlanta Journal-Constitution he hopes other major companies make similar moves to change the trajectory of diversity in the field. | |
| Okay. | |
|
Equity Over Equality
00:00:29
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|
| Well, there you go. | |
| By the way, you notice the new word? | |
| It's very important. | |
| There's a new switch. | |
| Equality has been dropped like global warming has been dropped. | |
| Now, those of you who pay very serious attention to my show know exactly what the new word is. | |
| It's equity. | |
| Equity is equality of result. | |