courting now in 2010 a group of german employers set up the diversity charter to promote diversity in the workplace it's since been signed by $3800.00 companies and the group is holding its online conference tuesday the diversity charge most recent survey found that only 60 percent of those who signed belief that diversity is essential for successful business development 83 percent of member businesses believe diversity is key to greater innovation and creativity and 63 percent of respondents said that they have witnessed discrimination in the workplace relating to social origin for example with job applications. now for more on this i'm joined by ana christina groener she's chairperson of the diversity charter and she joins me now from hamburg and christine it's good to have you on the show diversity it strikes me as one of those words that's very easy for everyone to embrace everyone wants to be more diverse like comes to businesses but when it comes to putting it into practice what point is the rubber meet the road what concrete steps are german business is taking to become more di

we are talking about the diversity of the jewish community and it is so diverse across the spectrum of demographics of the ways in which people identify with the community, whether as a culture or community at large or religiously. so many different ways. how do you account for our common diversity in the way that you give news and the way you present news? >> i will turn that over to sue. it's really an editorial thing but i think it's amazing that day-after-day and week after week, how sue chooses the opinion pieces and the op-ed pieces every week, the editorial that j runs as our official position on something and the letters to the editor and talking about diversity, it is so balanced that you will see two positions in the same issue of the print edition diametrically opposed and it's fascinating. the next issue of the print edition, you will see letters supporting each of those sides and that can go on for weeks. i don't know how she does it because this is a very diverse community. x % think we are too left and x% think we are too right and x% think we are just right. everybody h

the more diverse your board is the more likely it is it will stay diverse and become -- stay diverse.f you have an african-american on the board the more likely it will -- you will have a woman on the board. we need that. we're at the point where we have faith in the nasdaq and government structures saying no more -- we cannot wait for you to make up your mind to do it. we will start putting place quotas, rules that say if you don't meet this, you can do that. i did not think i would get to the point where i say yes to this. i met the point where it has been forever and we're still waiting. we have seen performance does not go down. women ceos do as well as men ceos. diverse companies do as well as nine -- non-divers companies. there are things that used to hang out there that are no longer valid. right now some companies are figuring out ways to do it. the people that don't figure out ways to do it will have to be told to do it, and i think that is going to come if we don't start to take control of our own future here. joe: are there legal -- anything that any politician or regulator

, diverse race. you know, that's how you will have lawyers out in the legal profession. the same thing with the judiciary. you know, you look into the community and see which community is not represented, like paulette mentioned, you know, do they look like me was the question, and so i think it is essential for us to work on this issue. i know that as an indian-american i go to law school, i meet with students, especially when they are first admitted on their first orientation day. i do a panel presentation as a legal aid lawyer, and i mean, you just educate these young lawyers to recognize that they need to carry this forward so that we have a very diverse and included legal profession. >> i don't see -- oh, i'm sorry, judge nguyen. >> i think we need to study and focus women enter law school at the same or greater rates than men. we're severely underrepresented in the higher ranks of partners and judiciary. and part of it they're dropping out of the legal profession at greater rates. so i think th

i think law schools if we are going to make our legal profession diverse, bearing in mind diversity and inclusion, the law schools really to pay attention in admitting those students that they are of diverse backgrounds and race. that's how you will have lawyers out in the legal profession. you look into the community and see which community which is not represented like paulette mentioned, do they look like me, was the question. i think it is essential for us to work on this issue. i know that as an independent- ian-american and i meet with students when they are first admitted on their first orientation day. you just educate these young lawyers to then recognize that they need to carry this forward so that we have a very diverse and included legal profession. >> i'm sorry, judge. >> i think we also need to really study and focus on the fact that even though nooadays enter law school at the debater rate, they are severely represented in the higher ranks of partnership and in the judiciary and many are dropping out of the legal profession in greater rate. law firms need to focus why it

lead increasingly diverse airmen and guardians. they must enable and empower the diversity of thought that can be derived from this uniquely american strength. they must also be able to relate to and thrive in partnerships with other cultures and allied nations in increasingly collaborative combat operations. if dignity and respect is not agreed in our -- ingrained in our culture we will not only fail in collective efforts, but we will fail in the proper development of future leaders. in the longer statement submitted for the record, i have elaborated in greater detail on some of the programs, initiatives, and actions that we have taken or will take to implement these priorities. i'm proud of our direction and am fully confident in the skills and abilities of our cadets, faculty, and staff, but there are areas where we still have work to do to uphold the high standards that our society rightfully expects of us. our 4,221 cadets, 206 preparatory school cadet candidates, and the infrastructure that makes up our campus represent a cri

it is partly about the lack of diversity. i mean, over. the lack of diversity.say that, 30 years later, there are hardly any more black and brown people in the newsroom than their work when i was a young woman. 50 work when i was a young woman. so what has to be done, then, to correct that and potentially reduce the kind of bigoted coverage that prince harry claims he was subject to, and his wife? prince harry claims he was sub'ect to, and his wife?i to, and his wife? well, first of all, i to, and his wife? well, first of all. i think— to, and his wife? well, first of all, i think people _ to, and his wife? well, first of all, i think people need - to, and his wife? well, first of all, i think people need to - to, and his wife? well, first of| all, i think people need to face to, and his wife? well, first of. all, i think people need to face up to the facts and need to face up to the kind of stories that some of the members have been running. then you need a much more diverse newsroom, and better pipelines for black people, asian people, people of cult are notju

increasingly diverse airman in parties. they must enable and empower diversity that can be derived from this uniquely american strength. they must also be able to relate to and thrive in partnerships with other cultures and allied nations in an increasingly combative -- we will not only fail in these collective efforts, but we will also fail in the proper development of future leaders. in the longer statement submitted, i elaborated in greater detail on some of the programs, and issued events, and actions that we have taken or will take as priorities. i am proud and fully confident in the seals and abilities of our cadets, faculty, and staff. but we still have work to do to uphold the highest standards that our society rightfully expects of us. over 4221 cadets, 206 preparatory school cadet candidates, and the infrastructure that makes up our campus, represent a critical investment in the future of our national security. i welcome the opportunity to discuss how we can ensure the mission together. thank you and i look forwar

and racial diversity? >> so, senator, this is a topic that, as you may recall from our prior vifsit, is very important to me personally and something i've tried to make as a priority. we're addressing it in a variety of ways, but in terms of results, i guess i would characterize it as cautiously optimistic. so on the racial diversity front, our special agent class has been more diverse with each year over the past few years. in each case more, certainly, than the diversity percentage of the work force that exists, and this year, which i think is a bright spot, the percentage, the racial diversity of our applicant pool is much higher than it was in years past. on gender, much the same. applications -- diversity applications is up significantly. the gender diversity of iconical classes is up. i've set aggressive targets for our field offices and those targets for the most part have been exceeded. we've done a number of things to try to address the issue. we've had diversity recruitment events which were easi

why wouldn't the royal family hire someone more diverse for the diversity job? >> well, you know, they thought about it but people were so angry after the whole archie controversy they just decided to make black people happy and pick a white guy. >> trevor: whatever. let's just get into it. what is your plan to make the royal family more accepting of diverts at this? >> well, first off, trevor, people underestimate how diverse the royal family already is. we have welsh people, scottish people, zombies. it's a rainbow over here. >> trevor: none of those actually count. the royal family needs to do a better job of promoting inclusivity among black and brown people. >> way ahead of you, trevor, and we've got a great idea for how to do that. you see, the problem with the british is too many of them are white, so our new idea sf for british to reach out to non-white countries and make them british. boom! instant diversity. >> trevor: kosta that sounds like colonization. >> partnership. britain gives britains diversity, and teach them critic, an exciting sport. a win-

so i guess my first question is, how diverse is the fbi's workforce now in terms of relig diversity? >> so, senator, this is a top that i can as you may recall from our prior visit is very important to me personally and something i've tried to make as a priority. we're addressing it in a variety of ways. but in terms of results, there is i guess i would characterize it as cautiously optimistic. so on the racial diversity front, our special agent class has been more diverse with each year over the past few years. in each case more certainly than the diversity percentage of the workforce that exists. and this year, thing is -- the racial diversity of our applicant pool is much higher than years past. on gender much the same. applications -- the diversity of applications is up significantly. the gender/diversity of our classes is up. i've set aggressive targets for our field offices and those targets are for the most part being exceeded. so we're doing a number of things to try to address the issue. we have what we call diversity agent recruitment events which were easier to do pre-covi

there'll be much more diversity.- radical, but i think there'll be much more diversity.at the baftas and thinking this is what they need to do? i think the baftas really show the way this year. you look at the flak that the hollywood association... they should be delighted. do the hollywood association. .. they should be delighted.— the hollywood association... they should be delighted. do you have any intelli . ence should be delighted. do you have any intelligence on _ should be delighted. do you have any intelligence on whether— should be delighted. do you have any intelligence on whether or _ should be delighted. do you have any intelligence on whether or not - should be delighted. do you have any intelligence on whether or not they i intelligence on whether or not they will have 120 changes along the way the baftas had?— will have 120 changes along the way the baftas had? they don't even have that many members. _ the baftas had? they don't even have that many members. it's _ the baftas had? they don't even have that many members. it's not - the baftas had? they don'

it is about an open diverse -- an open approach to diversity.e have been very focused on that for a long time. we make sure we have a setting in place to encourage female representation. that includes work arrangements, family rooms, and i think our approach to innovation has been key to that, because it has gone out and integrated our operation center here in perth that is remotely operating our mind. 49% there are actually female. that approached automation has contributed to an improvement. as i said the beginning, this is not contained to the mining sector. across corporate australia, there are more ceos with the names johns than there are female ceos. there is more that needs to be done. haidi: i want to get an insight into how you run things that fortescue from an inclusion converse but -- perspective. are these active conversations you hold? i am sure there are lots of corporate leaders out there who would hope this happens organically. it does not. >> you're right. it does not. you need to focus on settings that will improve diversity. s

. >> the uk is becoming more and more diverse, then you have the royal family, not diverse.role for this family to be representative of such a diverse country and a diverse commonwealth? >> we can't fix diversity in the royal family immediately, but what can be done is a clear and conscious effort to hire individuals in the household that are diverse. i'm not sure about the ethnic makeup of the royal staff in the royal household, but i think it may have made a difference in meghan's journey and in her time in the royal family if it were a bit more diverse. >> the fact that she left, was this a missed opportunity for the monarchy? >> i do think it was a missed opportunity. because i think she had the ability to attract a whole different demographic. and slightly the same way as princess diana was able to touch an entire generation of people. she had that potential. but it will never be realized. >> i'm curious if there can be any positive that comes out of all of this. >> they are going to america to find freedom and outside this constrained and stuffy institution of the roya

it a bit from all diversity in the u.s. state of minnesota has scrapped a musical production of cinderella because the cost was mostly white. we believe unapologetically in the changes we're making and we believe that all of our kind hearted guests will follow us on this journey according to the artistic director casting an all white crew didn't work with the theaters policy he also says that some actors were disappointed but ultimately understanding of the move although it did inevitably set social media alight i will screw up my blouse or ever visit chanhassen dinner theater declaring the diversity cause at a local dinner theater is simply bad business and are necessary no problem one move venue to never get my money ever again. joining us now julio rivera who's editorial director for reactionary times dot com julio welcome back to r t why do you think this theater when the whole hog to pull the plug on cinderella rather than just recast it was ultimately the right thing to do. well no i think it's ridiculous but i mean t

he had a group of nominees that was diverse and reflected the diversity president and the legal communityle coming from the same party that engaged in the high-tech lynching against clarence thomas, who filibustered judge janice rogers brown, an outstanding african-american judge who attacked naomi rao and trump nominees who were passed indian americans on the court, they don't want diversity of any kind, they want judges who are going to be the ideological basis they agree with. >> shannon: and "the new york times" today, he named diverse nominees to the federal bench. the first round of nominations also sought to make good on his campaign promise to draw from a more diverse pool. and to redefine what it means to be qualified for the federal bench. what does that mean to you or what does that telegraph to you, redefining what it means to be qualified? >> biden is keeping his campaign promise he may recall the campaign trail he said he would only pick an african-american woman for the supreme court. he's picked three african-american women to join circuit courts which are the second most

diverse backgrounds, diverse perspective and there's a level of celebration of differences which if we can get our students to graduate school with the celebration of differences they will be much more successful in the global economy that we are in. it is something that in my home community have benefited from and my children as well. >> i look forward to working with you on ways that we can, allow the federal government to be a facilitator of those conversations and ultimately they are made at the local level about how to approach this question of desegregation and integration but it's a conversation that the federal government could play a more helpful role and look forward to working with you on that. thank you, madam chair. >> and q. senator cassidy. >> nice to see you again, dr. cardona. can you hear me? >> i can, hello, senator. >> we had a great conversation i expressed to you about dyslexia and the medical schools and my home state for you and the doctor and doctor and you know, it is clear that you can diagnose dyslexia and can garden and first grade but one in five children

is it really, is diversity anything more than skin deep?s mister biden actually think a brown judge, black judge, white judge can decide cases differently because of their skin color, i hope not and if you look at the qualifications of these nominees are they all that different? on the basis of skin color they may be diverse but they want to good law schools, the same federal judges, the same courts the trump judges did, a lot of them worked in big law firms, represented corporations, summer prosecutors. they are racially diverse but seem to be from the same legal elites that donald trump was picking from or obama. >> a fifth circuit judge, before the house judiciary committee inequality of opportunity is fundamental to who we are and who we aspire to be as a nation. the means two things, we must do everything to ensure everyone truly has the opportunity to succeed and we must never been the most to favor anyone. doctor king had a right to choose people based on who they are, not what they look like. that echoes what you were saying earlier

done for diversity.n other words, there was a kind of loyalty of -- each applicant that made it to the final 200 was, in fact, selected on the basis of being willing to tow the line. california association of scholars for the faint recognition act we got copies of the successful to those of the statements. they read like soviet statements. they are pathetic parroting of a party line. anyway, at least one biological sciences faculty appointment has been made on the basis of kowtowing to radical leftism. and i'm sure the rule of thumb is that what starts this way will continue and grow and grow and grow, and it will spread towards candace because there's one thing we can see is that academics are like sheep. it will get copied, if it starts on berkeley will get copied, being copied on the davis campus. there is no end to it. i don't see it stopping because the sciences are getting corrupted quite rapidly. >> allen, i will just really talk about the idaho experience on that. what we discovered in the report

with smaller boards, they tend to be less diverse because there is less room to bring in diversity toh. that is where part of the challenge lies. emily: how can -- women's backsliding in the pandemic at these highs levels? there is a concern women are doing a greater amount of caregiving, whether for children or elders in this pandemic. and some might never go back to work because of the pandemic burden on women. what do think about that? >> i think it is a double edged sword. it is a real issue with women in the workplace at various levels. less of an issue at the most senior levels, the c-suite, vp suite, where they are being recruited presently to go onto boards. if we don't take about the whole pipeline and how we keep people moving along entirely, it is going to have some backlash in a few years. i think it is a small concern, but something that can be fixed and addressed. partially by making sure we keep pulling people up, whether does women and people from diverse communities, up through the pipeline. partially because the more diversity we have in boards, the more we have peop

diversity, a diverse team, delivers better results. every time. >> there you have it.ere. on the challenges facing women in the workplace. the pandemic has had a disproportionate impact on women in the jobs market compared to men. in the u.s., the gap between women and men looking for work is widening. part of the reason women are more likely to work in service industries which have been is hit especially hard. along with schools and daycare centers close, childcare up -- were sponsored oldies often fall on women. no sector on the s&p 500 has more than 11% of companies represented by female ceo. they suggest materials and communications actually have no female leaders. some of the world's biggest firms are recruiting fewer women for top role since the start of the pandemic. that is because companies have shipped of their polka that their focus to prior experience, a strategy that favors men. looking at central banks, only 15 of them are led by asia. is there an appetite for change? last year there were 31 new settlement appointment. just one was female. it is critical

where was where was the barometer of diversity at this year. you know it was really interesting a lot of people in their acceptance speeches did kind of dance around the fact that there's not enough diversity inclusion within the hollywood foreign press association in fact the group called time's up that you may recall was created 3 years ago shortly after the harvey weinstein incident basically released a statement minutes after this award show ended tonight saying it's all cosmetic and that they don't think that the hollywood foreign press association really understands that diversity needs to be front and center and this putting black people on stage to present awards will not solve that problem so they still have a long way to go to convince people in hollywood per check early people of color that they are dedicated to making their ranks very diverse ok so progress report is that there is still more work tell us what were the memorable moments of the night for you. oh man i just love jane fonda she used her acceptance speech to accept the c

the objective, to require companies listed on their exchange to have at least two diverse directors,n is delaying the action leslie picker is here with more. >> that's right. it was initially hailed as this progressive bold move by the nasdaq the recommended objective for each of its listed companies to have at least two diverse directors on their boards. if not, the companies just had to explain why the rule garnered support from facebook's coo sheryl sandberg, mull dehobson, kewsong lee and a group of democrats and more. they argued corporate boards should be more diverse but there were detractors as well including republican senators on the senate banking committee who argued that the nasdaq was operating out of its scope and the rule would interfere with a board's fiduciary duty to shareholders arthur leavitt argued a similar case in a recent "wall street journal" op-ed in response to the criticism the nasdaq last month watered down the rule a little bit. it also means the proposal won't be sailing through the s.e.c. with the agency deciding to take a few more months to review it

she is looking to change the face of finance by increasing diversity on many levels. bloomberg. ♪ kailey: this is bloomberg markets. today is international women's day and throughout the day, we are talking to various leaders and finance about increasing gender diversity on wall street. the percentage of women occupying roles on wall street are low, most studies put it below 20%. one of the leading groups behind the efforts to change that number is girls who invest in the ceo joins us now. it is great to have you. girls to invest as a goal to have 30% of the worlds investable capital managed by women in 2030 and you have nine years to go, how far do you have to go? >> we have an incredibly ambitious mission by design. we anticipate the industry is less than 5% and we believe firmly we can move the needle by changing the pipeline in asset management and ensuring there is an incredible group of people who are committed to joining the investment management industry. amanda: what are some of the best ways to do that? how do you attract women but keep them there? >> we hav

hiring what they are calling a diversity chief. today? la? vegas? no, the desert.an, there's room. maybe next time, fellas. now we're talking. alright. let's. go. mm. [ clicks tongue ] i don't know. i think they look good, man. mm, smooth. uh, they are a little tight. like, too tight? might just need to break 'em in a little bit. you don't want 'em too loose. for those who were born to ride there's progressive. with 24/7 roadside assistance. -okay. think i'm gonna wear these home. -excellent choice. >>> british royal family is still dealing with the aftermath of the prince harry and meghan markle bombshell interview with oprah winfrey. the allegations of racial insensitivity within buck hamm palace could lead to the hiring had of a rile diversity chief. a royal sourceles says the palace is looking for someone who can deal with diversity issues. our max foster joins us live from england. the queen in her initial statement after that oprah interview said that she wanted to handle this privately with the family. how does this news of this diversity chief change that,

does this reflect the diversity of the academy members now?sowhite when there was hero of the acting nominees who were people of colour. this year nine of the 20, almost a full house, are non—white and i think what has happened at the time between then and now is that the academy has really made a concerted effort to become not just more racially diverse but age wise, gender —wise, even geographically and that is reflected elsewhere in the nominations that we sought today. it nominations that we sought toda . , . ., today. it is much more international— today. it is much more international and - today. it is much more - international and therefore you get movies made in all parts of the world getting nominations which we have not seen in years gone by. in terms of the nominations what were the surprises for you? i nominations what were the surprises for you?- nominations what were the surprises for you? i guess the bi est surprises for you? i guess the biggest things _ surprises for you? i guess the biggest things with _ surprises for you? i g

but she diversity officer but chief diversity officer? >> let me first say that the army has a long way of leading on the issue of race. the army was the first to desegregate its armed forces as a whole desegregate it, and we've always been for that. i just left my time in service and i can tell you that the spirit is one team, 15. you might be wondering why is the biden the administration suddenly panicking about culture in the military and you have to wonder you have the word diversity is a code word to rush in policies. we have to be aware of that and see what's actually happening behind the curtain. >> laura: chief diversity officer in the military and princeton university, not trying to pick on princeton but this is happening in corporations, jeremy said we see it in the military. at this theological seminary, there is mandatory training sessions. and this disturbing moment, watch. >> it creates a space where we can really grapple with our whiteness and how we have been socialized in a way that does not harm our colleagues. this is a

we are an arctic nation, because of alaska, we are a very diverse state. we've got many, many indigenous peoples and cultures who have lived there since, as they say, time in memorial. we are a state that is just different, and you have heard me say that. i seek to ensure every nominee who comes before us understands that. i've spent a lot of time trying to educate folks about alaska and our unique needs. and our unique peoples. i've spent a considerable amount of time with representative haaland reiterating what is at stake for us in alaska. our prosperity in alaska is directly linked to decisions that are made by the department of interior. whether they are trust response abilities, their authority over responsible resource development, pouring very -- for their monitoring of hazards and other threats. . i have had two separate meetings with representative haaland outside of what -- of the time we had in the committee. both of those meetings were over one hour. i sat through and listened to all of her nomination hearing, reviewed the answers she provided

and for all, there was a controversy over diversity leading up to the show.to be quite a diverse show in terms of the winners and the people who won in the top categories. you have mentioned a few of the names. the row which centred around the fact that this is an awards show that this is an awards show thatis that this is an awards show that is hosted by a group of foreignjournalists, 87 of foreign journalists, 87 of them. foreignjournalists, 87 of them. the los angeles times that ap is the other day suggesting, in fact, showing that there were no like voters, no blackjournalists among the boating pool. it was almost the elephant in the room and it was very clear that officials from the hollywood foreign press association had to address that immediate on stage, saying they had work to do, but journalists, likejournalists, had to be a part of the community, as they put it. they said they had to create an environment where diversity is the norm as opposed to the exception. the norm as opposed to the exception-— the norm as opposed to the excetion. �* .,, i. ex

is certainly more diverse. ithink— nomination. is certainly more diverse.said. i am actually very pleased to see these nominations. let's go down to the films- — see these nominations. let's go down to the films. let's _ see these nominations. let's go down to the films. let's start _ see these nominations. let's go down to the films. let's start off— see these nominations. let's go down to the films. let's start off with i to the films. let�*s start off with nomadland. let�*s show a clip first. hello, copy? —— coffee? i nomadland. let's show a clip first. hello, copy? -- coffee?— nomadland. let's show a clip first. hello, copy? -- coffee? i know you. dave, right? — hello, copy? -- coffee? i know you. dave, right? firing. _ hello, copy? -- coffee? i know you. dave, right? firing. yes. _ hello, copy? -- coffee? i know you. dave, right? firing. yes. are - hello, copy? -- coffee? i know you. dave, right? firing. yes. are you i dave, right? firing. yes. are you workin: dave, right? firing. yes. are you working here _ dave, right? firing. yes. are you working he

a lot of work to do so do dig _ diversity. a lot of work to do so do dig deeper _ diversity.ot of work to do so do dig deeper if you - diversity. a lot of work to do so do dig deeper if you wish| diversity. a lot of work to do l so do dig deeper if you wish to buy looking at the report. later today, the us president will begin laying out his proposals for fixing the aging, underfunded infrastructure in the world's biggest economy. joe biden will outline the first part of some 3 to 4 trillion dollars in spending over the next 10 years devoted to fixing the country's crumbling roads, transport, sewage systems and other essential links. let's talk this through with chris beauchamp, chief market analyst at ig. nice to see you, chris. this has been promised for a very, very long time and today we will get details, what is on the radar of the president, do you think?— you think? the main focus is auoin to you think? the main focus is going to be _ you think? the main focus is going to be this _ you think? the main focus is going to be this push - you think? the main focus is going

firms that are diverse.seeing more women joining firms then you ever have. i'm talking about the leading firms, jason horowitz, sequoia. i think that while the numbers are not good and you have 70% of firms that are still not diverse, i think as you see the leaders looking into the future, knowing that is what you have to do to stay competitive, i think you'll see a lot more follow suit. i think the more diverse the funders are, the more diverse the founders will be. emily: let's talk about your portfolio as we come out of a pandemic. the world is changing once again. where you doubling down? where you pulling back? what trends are not here to stay? >> i do not know what you have heard from other vcs, this is been crazy. when the pandemic first hit, everyone was pulling back and getting ready for winter. the opposite has happened. you've seen a lot of markets accelerate. for example, the last investment i did before the pandemic is an api, and audio and video api that enables platforms to have audio and vide

the value of local journalism and the diversity of diverse it amplifies is more important now than evere public has moved to the online marketplaces, the platform through which they receive news coverage. ad revenue is the mother's milk for all news gathering organizations and, unfortunately, for them, that same ad revenue is getting sign offed off by the digital platforms that use their content to attract those same ad dollars. this commit edigital "morning business report" released last companies found that two companies have a dupe police, google and facebook. in particular, the committee found that these two major companies act as gatekeepers and their decisions on how to display content and any changes to their al rimts. it can how does facebook and google directly affect the viability of news publishers by? >> up one of the things we know about news content it's highly encaging. people go to google and facebook project to whet what's happening in the world and they do it the next day after that t. -- very little of the value though is turned to publishers, so at the same time that

it means diverse financial regulators as well as diversity in financial institutions. commissioner chopra, mr. guentzler, will you each commit to considering and hiring diverse candidates for the most senior positions as well as throughout the agencies you will lead? commissioner chopra, you may begin, please. >> yes, sir. >> mr. guentzler? >> yes, mr. chairman. >> thank you. mr. chopra, i'm seeing the devastation that foreclosures can cause for families in communities in the first half of 2007. my zip code in cleveland 44105 had more foreclosures than any other zip code in the country. the reason i tell that story over and over and all of you in the committee have heard it many times is because 14 years later we're still trying to recover during the current crisis forbearances and foreclosure moratorium for federally backed loans have helped many homeowners remain in their homes. but more than 11 million families are behind on their rent or their mortgage payments. millions of workers face layoff and reduced hours as a result of the pandemic. what role, commissioner,

you know that diversity of our nation makes us strong. diversity in our military ranks make us -- makes us better at defending the american people. just as critically, you know leadership does not come conveniently packaged. you know it comes from lived experience, everyone's lived experience. today you were nominating for combat and command mill at -- extraordinary military leaders whose experience encompasses 70 years of military experience, in peace and in war. they have known sacrifice, they have known loss. they have known victory. they have flown and fought for this country across the continents from the waning days of the cold war up to the modern days of wars we still wage. general richardson and her husband jim deployed to war in 2003 as helicopter battalions flying dangerous missions over iraq. laura's brother and sister were serving there too, making national security something of a family business. jacqueline van ovost was a pioneer in a cargo plane. this mammoth aircraft, one of the very first test pilots. in becoming a test

loss itself the loss of life life in the most general sense because it is the diversity of life and we are really eating into it so then with changing the way we measure economic growth help to redress the balance between nature and quote unquote the exploitation that's going on off the earth's resources that's exactly right we have to change it in a big way moving away from g.d.p. which is a measure that doesn't talk does not account for the depreciation or degradation or mother nature that has to be included we ought to be measuring stocks in other words the the wealth we have which includes nature and movements in wealth will pick up the big relation of capital natural capital nature biosphere i'm using these terms interchangeably. so we really have to make it credible just meant to go we assess what we're doing and then of course have policies which will go in line with your vised assessment as you were mentioning researcher moments ago let me put this to you because there were some research that came out of the university of leeds and it claims that 28 tons of ice trillion tons

when you look at what that means, we found organizations that don't have that simply don't see diversitykey to their business survival. and they have typically, therefore, not driven out the hard outcome type of programs such as insisting on having gender balanced slate for every job or setting explicit and hard targets. if you don't make it a top ten priority, it's probably because you don't see it as essential to your financial survival. what we found is companies that do, our first movers have financial outcomes, more motivation, have better employees and better customer service. what distinguishes programs from effective to ineffective it's interesting to see more and more companies are instituting these programs but, actually, it's not translating into better outcomes in so many cases. >> yeah. that is such a key point there is money, there is focus, all well-intentioned programs but they aren't -- they aren't translating into our company pe with are seeing almost gender equity fatigue what we found, just to put this in context, since 2019, women and men at the rate of 71% for women

perhaps a lack of diversity in your organization has contributed. the black caucus 2025 initiative has been working for years to increase diversity and equity tech companies at all levels, and you know that because we have visited you in california. we founded in 2015, with the hope that by now, the tech workforce would reflect the diversity of our country. i acknowledge you have made some modest advancement, but not enough. must be meaningful representation in your companies to design your products and services in ways that work for all americans. that requires public accountability. history has shown that you have talked the talk but failed to walk the walk. it appears now that congress will have to compel you to make meaningful changes. i will strive for a yes or no answer and hopefully have better results than my colleagues. mr. zuckerberg, yes or no, would you oppose legislation that would require technology companies to publicly report on workforce diversity at all levels. >> i don't think so, but i need to understand it in more detail. >> we

so a little more complicated than just a diverse portfolio. there's a lot of water in natural gas in the permian basin. when you don't winterize things, it literally freezes up. so, we saw and, you know, natural gas just could not in texas fill the gap. because of the freeze ups. and, so, irrespective of what happened in the first few days with regard to electricity generation, there are a lot of lessons to be learned about winterizing all of our infrastructure, about planning for the incredibly extreme weather events that we're now experiencing on a regular basis and why having gone through this in 2011, we went through the same thing just weeks ago. so, i very much appreciate you calling this hearing and i'm looking forward to getting into some of those details a little more deeply than maybe tucker carlson. >> we have a great panel coming up i think you're going to enjoy. senator kelly. >> thank you, mr. chairman. i listened closely to mr. turk and, you know, looked at his record, particularly about climate change and renewable energy. i co

listened to your comments about diversity, and i thank you for your good work there. i think any fair minded person has to conclude that diversity is a strength not a weakness, but this subject comes up a lot, and i think it's going to come up a lot again, and that's not a criticism. that's just an observation. do you believe that the fbi is a systemically racist institution? >> no. now, having said that, i do believe the fbi needs to be more diverse and more inclusive than it is and that we need to work a lot harder at that, and we're trying to work a lot harder on that. >> do you believe that the fbi is a systemic -- systemically sexist or misogynistic institution? >> again, that's not the way i would describe the fbi that i know and see every day, but again, it's a place where we need to be more diverse and inclusive, and we need to work harder at that, and we are working harder at that, and we've got progress we still need to make at least to be satisfactory by my standards. >> okay. fair enough. mr. director, have you ever been to hong kong? >> no. >> wonderful p

if you controlled the diversity budget for a big but he, how would you do that?eshma: i would send literally everyone of my engineers to go through bias training, aggressively. and what next women leave? 30% of women in technology under age 35 will leave, they are leaving because of the environment. they don't feel welcome. they don't feel supported. say just have to be honest that something is happening in that environment that is toxic, and you have to examine the. and i think -- examine that. and i think there is a reluctance because silicon valley thinks they are all libertarians and everyone is welcome, and everyone is not welcome. i do have to go literally person by person by person and rain them one interesting thing i heard from a couple different technology companies during covid is that when they had to make cuts, they basically only hire people of color and women, so they know you have to get the numbers to over 30% at least to make a change. you can't hire one person there, one woman here, one black person there, you have to hire en masse , and you ha

also another really big topic and we have to mention this diversity came up again this year let's hear what the host had to say about the hollywood foreign press association and get your reaction oh you know this is probably something we should've told you guys earlier everybody is understandably upset at the h s p a and their choices look a lot of flashy garbage got nominated but that happens ok that's like their thing but a number of black actors and black lead projects were overlooked and look we all know that award shows are stupid yeah they're all a scam invented by big red carpet to sell more carpets we tell them what is even a stupid things inclusive it is important and there are no black members of the hollywood foreign press i realize it's f.p.a. maybe you guys didn't get the memo because your workplace is the backbone of a french mcdonalds but you've got to change that. i mean they're poking fun out of it it's really a serious issue where was where was the barometer on diversity this year. you know it was really interesting a lot of people in their acceptance speeches did kin