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By ALEXANDRA OLSON and CATHY BUSSEWITZ NEW YORK (AP) — Walmart’s sweeping rollback of its diversity policies is the strongest indication yet of a profound shift taking hold at U.S. companies that are revaluating the legal and political risks associated with bold programs to bolster historically underrepresented groups in business. The changes announced by the world’s biggest retailer followed a string of legal victories by conservative groups that have filed an onslaught of lawsuits challenging corporate and federal programs aimed at elevating minority and women-owned businesses and employees. The risk associated with some of programs crystalized with the election of former President Donald Trump, whose administration is certain to make dismantling diversity, equity and inclusion programs a priority. Trump’s incoming deputy chief of policy will be his former adviser Stephen Miller , who leads a group called America First Legal that has aggressively challenged corporate DEI policies. “There has been a lot of reassessment of risk looking at programs that could be deemed to constitute reverse discrimination,” said Allan Schweyer, principal researcher the Human Capital Center at the Conference Board. “This is another domino to fall and it is a rather large domino,” he added. Among other changes, Walmart said it will no longer give priority treatment to suppliers owned by women or minorities. The company also will not renew a five-year commitment for a racial equity center set up in 2020 after the police killing of George Floyd. And it pulled out of a prominent gay rights index . Schweyer said the biggest trigger for companies making such changes is simply a reassessment of their legal risk exposure, which began after U.S. Supreme Court’s ruling in June 2023 that ended affirmative action in college admissions. Since then, conservative groups using similar arguments have secured court victories against various diversity programs, especially those that steer contracts to minority or women-owned businesses. Most recently, the conservative Wisconsin Institute for Law & Liberty won a victory in a case against the U.S. Department of Transportation over its use of a program that gives priority to minority-owned businesses when it awards contracts. Companies are seeing a big legal risk in continuing with DEI efforts, said Dan Lennington, a deputy counsel at the institute. His organization says it has identified more than 60 programs in the federal government that it considers discriminatory, he said. “We have a legal landscape within the entire federal government, all three branches — the U.S. Supreme Court, the Congress and the President — are all now firmly pointed in the direction towards equality of individuals and individualized treatment of all Americans, instead of diversity, equity and inclusion treating people as members of racial groups,” Lennington said. The Trump administration is also likely to take direct aim at DEI initiatives through executive orders and other policies that affect private companies, especially federal contractors. “The impact of the election on DEI policies is huge. It can’t be overstated,” said Jason Schwartz, co-chair of the Labor & Employment Practice Group at law firm Gibson Dunn. With Miller returning to the White House, rolling back DEI initiatives is likely to be a priority, Schwartz said. “Companies are trying to strike the right balance to make clear they’ve got an inclusive workplace where everyone is welcome, and they want to get the best talent, while at the same time trying not to alienate various parts of their employees and customer base who might feel one way or the other. It’s a virtually impossible dilemma,” Schwartz said. A recent survey by Pew Research Center showed that workers are divided on the merits of DEI policies. While still broadly popular, the share of workers who said focusing on workplace diversity was mostly a good thing fell to 52% in the November survey, compared to 56% in a similar survey in February 2023. Rachel Minkin, a research associated at Pew called it a small but significant shift in short amount of time. There will be more companies pulling back from their DEI policies, but it likely won’t be a retreat across the board, said David Glasgow, executive director of the Meltzer Center for Diversity, Inclusion and Belonging at New York University. “There are vastly more companies that are sticking with DEI,” Glasgow said. “The only reason you don’t hear about it is most of them are doing it by stealth. They’re putting their heads down and doing DEI work and hoping not to attract attention.” Glasgow advises organizations to stick to their own core values, because attitudes toward the topic can change quickly in the span of four years. “It’s going to leave them looking a little bit weak if there’s a kind of flip-flopping, depending on whichever direction the political winds are blowing,” he said. One reason DEI programs exist is because without those programs, companies may be vulnerable to lawsuits for traditional discrimination. “Really think carefully about the risks in all directions on this topic,” Glasgow said. Walmart confirmed will no longer consider race and gender as a litmus test to improve diversity when it offers supplier contracts. Last fiscal year, Walmart said it spent more than $13 billion on minority, women or veteran-owned good and service suppliers. It was unclear how its relationships with such business would change going forward. Organizations that that have partnered with Walmart on its diversity initiatives offered a cautious response. The Women’s Business Enterprise National Council, a non-profit that last year named Walmart one of America’s top corporation for women-owned enterprises, said it was still evaluating the impact of Walmart’s announcement. Pamela Prince-Eason, the president and CEO of the organization, said she hoped Walmart’s need to cater to its diverse customer base will continue to drive contracts to women-owned suppliers even if the company no longer has explicit dollar goals. “I suspect Walmart will continue to have one of the most inclusive supply chains in the World,” Prince-Eason wrote. “Any retailer’s ability to serve the communities they operate in will continue to value understanding their customers, (many of which are women), in order to better provide products and services desired and no one understands customers better than Walmart.” Walmart’s announcement came after the company spoke directly with conservative political commentator and activist Robby Starbuck, who has been going after corporate DEI policies, calling out individual companies on the social media platform X. Several of those companies have subsequently announced that they are pulling back their initiatives, including Ford , Harley-Davidson, Lowe’s and Tractor Supply . Walmart confirmed to The Associated Press that it will better monitor its third-party marketplace items to make sure they don’t feature sexual and transgender products aimed at minors. The company also will stop participating in the Human Rights Campaign’s annual benchmark index that measures workplace inclusion for LGBTQ+ employees. A Walmart spokesperson added that some of the changes were already in progress and not as a result of conversations that it had with Starbuck. RaShawn “Shawnie” Hawkins, senior director of the HRC Foundation’s Workplace Equality Program, said companies that “abandon” their commitments workplace inclusion policies “are shirking their responsibility to their employees, consumers, and shareholders.” She said the buying power of LGBTQ customers is powerful and noted that the index will have record participation of more than 1,400 companies in 2025.Vikings waive former starting cornerback Akayleb Evans in another blow to 2022 draft classk7b 。

CT REIT: A Very Appealing Dividend Yield With A Low Payout RatioA former NIO minister had launched a consultation on a new good relations strategy for NI in 2003. Sinn Fein was accused of “ignoring” the role 3,000 Troubles deaths had in damaging community relations in Northern Ireland in a memo sent to a direct rule minister in 2003. Declassified files show the note to former MP John Spellar also said the republican party had ignored the “visceral component of sectarianism” in responding to a new government good relations strategy. Mr Spellar, then a Northern Ireland Office minister, had launched a consultation on the “A Shared Future” document, an attempt to address community divisions, segregation and sectarianism in the region at a time when the devolved powersharing institutions were suspended. A file at the Public Record Office in Belfast shows that OFMDFM official Chris Stewart wrote to the minister in July about a response to the document from Sinn Fein representative Bairbre de Brun. Mr Stewart told Mr Spellar that Ms de Brun’s letter had been critical of the document and was clearly intended to “mark your card”. He said among a number of points raised by de Brun was that “the promotion of equality is the key to improving community relations”. His memo adds: “Sinn Fein is clearly seeking to position or align the issue of community relations within its equality and human rights agenda. “This general Sinn Fein position has resulted in a simplistic analysis of community relations, which is flawed in its description of the causes and necessary policy response. “There is of course, no doubt that a lack of equality has been a contributing factor to poor community relations. “However, Sinn Fein ignores the many other factors, not least the violent conflict that resulted in over 3,000 deaths. “Sinn Fein also portrays poor community relations (for nationalists) as being a purely rational response to the political situation. “This ignores the more visceral component of sectarianism, which is all too prevalent in both communities.” Mr Stewart continues: “To suggest, as Sinn Fein does, that the promotion of equality should be the key component of good relations policy is to ignore the key message in A Shared Future, that indirect approaches alone are insufficient to deal with sectarianism and the abnormal relationship between sections of the Northern Ireland community.” The official recommended the minister invite representatives of Sinn Fein to a meeting to discuss the policy. The file also contains a note about Mr Spellar’s meeting with DUP representatives Maurice Morrow and Peter Weir the following month to discuss the document. The note says: “Morrow said he had no problem with sharing the future and suggested that the first step to that would be an election to decide who spoke for whom – though he was quick to say he didn’t want politics to dominate the meeting.” It adds: “Weir said that the biggest step towards improving community relations would be the creation of a political environment that had the broad support of both unionism and nationalism, and the GFA (Good Friday Agreement) could not create that environment.”

Trump brings back government by social mediaKing and PM honour former US president Jimmy Carter after his death aged 100CHARLOTTE, N.C. (AP) — Patrick Mahomes continues to build great chemistry with his tight end — just not the one you might think. Mahomes threw two touchdown passes to Noah Gray for the second straight week as the Kansas City Chiefs held off the Carolina Panthers 30-27 on Sunday. A week after losing at Buffalo, the two-time defending Super Bowl champion Chiefs (10-1) maintained their position atop the AFC. Mahomes completed a 35-yard touchdown strike to Gray on the game’s opening possession and found him again for an 11-yard TD in the second quarter. Gray has four touchdown catches in the last two weeks — twice as many as nine-time Pro Bowler Travis Kelce has all season — and has become a weapon in the passing game for the Chiefs, who lost top wide receiver Rashee Rice to a season-ending knee injury in Week 4. Kelce was still a factor Sunday with a team-high six catches for 62 yards, although the four-time All-Pro looked dejected after dropping one easy pass. Kelce has 62 receptions for 507 yards this season, while Gray has 26 catches for 249 yards. But Gray's development is a good sign for the Chiefs — and he's on the same page with Mahomes. On his second TD, Gray said Mahomes “gave me the answer to the test there” before the play. “He told me what coverage it was pre-snap," said Gray, who had four receptions for 66 yards. “That’s just the blessing you have of playing with a quarterback like that. Offensive line did a great job blocking that up and the receivers did a great job running their routes to pop me open. Really just a group effort right there on that touchdown.” Gray said that's nothing new. “Pat’s preparation, his leadership is just something that I’m fortunate enough to play alongside,” Gray said. "I love it. It gets me motivated every time we go out there for a long drive. Having a leader like that, that prepares every single week in-and out, knows defenses, knows the game plans. “I’m just fortunate enough to play alongside a guy like that.” Mahomes completed 27 of 37 passes for 269 yards and three TDs, and he knew what to do on the second TD to Gray. “It's not just me, it's the quarterback coaches and the players, we go through certain checks you get to versus certain coverages,” Mahomes said. “I was able to see by the way they lined up they were getting into their cover-zero look. I alerted the guys to make sure they saw what I saw and I gave the check at the line of scrimmage.” AP NFL: https://apnews.com/hub/nfl

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Consideration was given to recruiting women into Northern Ireland’s new police force on a 50:50 basis with men to address their “severe under-representation”, declassified files have revealed. However, legal advice was that a policy that half of new recruits to the Police Service of Northern Ireland (PSNI) should be women was “not viable”, a memo from 2002 said. Stormont officials did seek legal advice that year on whether the new force’s policy of recruiting 50% of all officers from the Catholic community could be challenged as discriminatory towards ethnic minorities. Details are contained in documents held at the Public Record Office in Belfast. Hundreds of the files are being opened for public viewing under the 30/20 year rule. The majority of the files deal with events in 2003, although some are from earlier years. The PSNI replaced the RUC as the police force in Northern Ireland in 2001 (Niall Carson/PA) Catholics had been under-represented in the RUC, so a 50:50 recruitment policy ran for the first decade, meaning one Catholic recruit for every one person from a Protestant or other background. A file shows an exchange of emails between civil servants in the Office of the First Minister/Deputy First Minister (OFMDFM) following a PSNI human rights conference hosted in October 2002. One of the emails was seeking further information on comments at the conference about recruiting people from ethnic minorities to the force. A responding email said: “It’s all about the Patten formula of 50/50 recruitment: 50% Roman Catholic and 50% Protestant and Others. Minority Ethnics fall into the Others. “The issue, at present, is that most applicants still fall into the latter category (around 65% from memory) so this increases the competition within this grouping and makes the candidate less likely to be successful – this could therefore disadvantage Minority Ethnics. “Joe (Stewart) suggested that options could be to move Minority Ethnics to the Roman Catholic Category or alternatively create a 3rd category, say of 2%. “The issue needs further consideration including how any requirement for change could be progressed.” “NIO did not not pursue.” Within the file there are clippings from media reports at the time where concern is being raised about the impact of 50:50 recruitment on police numbers after then PSNI chief constable Hugh Orde announced he was axing the force’s band due to resource pressures. Another internal email was then sent on December 12 under the title “50/50 Recruitment and Race”. Former PSNI chief constable Sir Hugh Orde axed the police band due to resource pressures (Paul Faith/PA) It says the “50:50 split Catholic/non-Catholic has recently survived a legal challenge”. The email continues: “There may still be a point (although unpopular to argue) that the percentage ethnic minority is too small to claim disadvantage/indirect discrimination – ironically the higher the percentage population of ethnic minorities, the stronger would be the claim for advantage/indirect discrimination because the lower the chance of recruitment to the PSNI (ie because the larger the share of the non-Catholic pool). “Interestingly, a stronger challenge could be brought by a young person for age discrimination whom statistics consistently show is more likely to be not religious and so in the ‘non Catholic’ pool. “Politically, there could be difficulties because there is a high profile agenda in GB at present to recruit ethnic minorities into the police service post-Macpherson/Lawrence.” There is also a draft note seeking legal advice on the issue which states that the 50:50 recruitment policy “would seem to be incompatible with the implementation of the (Race) Directive”.