dead On Friday, she told employees that her plans are to terminate a number of… Internal programs Designed to increase a company's recruitment of diverse candidates, the latest Radical change Before the president-elect Donald TrumpSecond White House term.
Janelle Gale, Meta's vice president of people, made the announcement at the company's Workplace Internal Communications Forum.
Among the changes, Meta terminates the company'Diverse regulation approach” from considering qualified candidates from underrepresented groups for its open roles. The company is also putting an end to its diversity supplier program and equity and inclusion training programs.
Gale also announced the dissolution of the company's Diversity, Equity and Inclusion team, or DEI, and said Meta's chief diversity officer Maxine Williams He will move to a new role focused on accessibility and engagement.
Several Meta employees responded to Gale's post with comments criticizing the new policy.
“If you don't stick to your principles when the going gets tough, those aren't values. They're hobbies,” one employee posted a comment that got reaction from more than 600 colleagues.
The DEI policy change comes on the heels of a number of sweeping policy rollbacks by the social media company this month. Last week, dead replacing Head of Global Affairs Nick Clegg With Joel Kaplan, a company veteran with long-standing ties to the Republican Party. Tuesday, Mark Zuckerberg Announce a New speech policy Which included putting an end to the company's third-party validation program.
Axios was the first to do so a report DEI is changing at the social media company. Meta did not immediately respond to a request for comment.
Below is Gale's full internal memo, which was obtained by CNBC.
Welcome,
I wanted to share some of the changes we're making to our hiring, development, and procurement practices. Before getting into the details, there is some important background to clarify:
The legal and policy landscape surrounding diversity, equity, and inclusion efforts in the United States is changing. The U.S. Supreme Court has recently made decisions that signal a shift in how courts approach DEI. It reaffirms the well-established principles that discrimination should not be tolerated or promoted on the basis of inherent characteristics. The term “DEI” has also become charged, in part because it is understood by some as a practice that indicates preferential treatment of some groups over others.
At Meta, we have the principle of serving everyone. This can be achieved through cognitively diverse teams, with differences in knowledge, skills, political views, backgrounds, perspectives and experiences. Such teams are better at innovating, solving complex problems and identifying new opportunities that ultimately help us achieve our ambition of building products that serve everyone. Furthermore, we have always believed that no one should be given – or denied – opportunities because of their protective properties, and that has not changed.
Due to the changing legal and political landscape, we are making the following changes:
- When hiring, we will continue to bring in candidates from different backgrounds, but we will stop using the diverse roster approach. This practice has always been a subject of public debate and is currently being challenged. We believe there are more ways to build an industry-leading workforce and leverage teams made up of global people from all types of backgrounds to build products that work for everyone.
- We previously ended representation targets for women and ethnic minorities. Setting goals can create the impression that decisions are made based on race or gender. Although this has never been our practice, we want to remove any impression of it.
- We are finalizing our supplier diversity efforts within our broader supplier strategy. This effort focused on sourcing from companies with diverse ownership; Going forward, we will focus our efforts on supporting small and medium-sized enterprises that support a large part of our economy. Opportunities will continue to be available to all eligible suppliers, including those who are part of the Supplier Diversity Program.
- Instead of equity and inclusion training programs, we will build programs that focus on how to apply fair and consistent practices that mitigate bias for everyone, regardless of your background.
- We will no longer have a team focused on DEI. Maxine Williams takes on a new role at Meta focused on accessibility and engagement.
What has remained the same are the principles we have used to guide our people practices:
- We serve everyone. We are committed to making our products accessible, useful and globally impactful for everyone.
- We build the best teams with the most talented people. This means recruiting people from a wide range of candidate pools but never making hiring decisions based on protected characteristics (e.g., race, gender, etc.). We will always evaluate people as individuals.
- We bring consistency to our hiring practices to ensure fairness and objectivity for everyone. We do not provide preferential treatment, additional opportunities, or undue credit to anyone based on protected characteristics. We would also not underestimate the impact based on these characteristics.
- We build connection and community. We support the communities of our employees, the people who use our products and those in the communities. We run employee community groups (MRGs) that remain open to everyone.
Meta has the honor of serving billions of people every day. It is important to us that our products are affordable and useful in promoting economic growth and opportunity around the world. We remain focused on serving everyone and building a multi-talented, industry-leading workforce from all walks of life.
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