Last week, some employees at Paramount strongly criticized their leadership in an emotional letter, expressing their disapproval towards the company’s recent reduction in its commitment to Diversity, Equity, and Inclusion (DEI) initiatives. This dissatisfied team seems to argue that it is more important for corporations like Paramount to demonstrate moral values rather than focusing on business goals.
The letter criticizes Paramount for showing “deep insincerity” by taking advantage of diverse communities, yet allegedly marginalizing them within the company. It goes so far as to liken Paramount’s leadership to organized crime figures, asserting that the company is merely pretending to comply with federal pressure following President Trump’s directives against Diversity, Equity, and Inclusion (DEI) efforts. This certainly seems like an overstatement or exaggeration.
It was first published on LinkedIn by New York Times reporter Benjamin Mullin.
At Paramount Global, we’re deeply disheartened – though sadly not shocked – by the senior management’s choice to retreat on our pledges towards Diversity, Equity, and Inclusion (DEI). This reversal underscores the glaring inconsistency in drawing upon diverse workforces, developing content that resonates with various communities, and marketing to diverse audiences… all while advocating for the marginalization of these very same diverse groups.
As a follower, I ponder over the question of how we can persistently promote our brand to diverse global audiences while reaping profits from their unique cultural offerings, yet disregard our own internal pledges for equality and inclusivity towards these same communities. How can we consistently draw in talent with enticing promises that ultimately get rescinded when they become troublesome?
How can we keep selling to diverse audiences around the world while overlooking our own commitments to fairness and embracing their cultures, yet go back on our word when it comes to inclusivity for these same people? Why do we make promises to potential employees that we later abandon as soon as they become inconvenient?
As a private corporation existing independently from the federal government, we refuse to comply with unethical policies simply to gain political approval. Continuing to appease powerful figures by bribing them or allowing them to influence our business decisions is a dangerous path that we cannot afford to tread. We are tired of being exploited, seeing our hard-earned profits funneled towards the rich while we reap none of the benefits. Meanwhile, we watch as talented and underrepresented colleagues are let go time and time again during rounds of layoffs, despite their valuable contributions to our company.
Dear Chris, Brian, and George, it’s essential that our commitment to shareholders and the board doesn’t overshadow our core values as human beings and the value we place on our team members. We feel deeply embarrassed if our organization is perceived as sacrificing our company culture for a quick profit gain. Our fundamental principles should not be fleeting; they must stand firm, not just written down but lived out daily. Changing words in our company literature won’t undo the impact of actions that disregard and devalue people. Our employees, our creative minds, and our customer base are all individuals who deserve respect and consideration.
Let me rephrase that for you: We urge the new leadership team to focus beyond short-term profits and political timelines, and instead, grasp the significant impact they can have in shaping our future. We believe in their ability to acknowledge their role in molding and restoring our diverse and multifaceted society – a reflection of the very people who work for this company.
Insufferable.
According to a memo from its co-CEOs in February, the executive team at Paramount made their decision with clear business goals in mind. This decision involved abandoning diversity-focused hiring targets based on race, gender, and sexuality, removing diversity, equity, and inclusion (DEI) metrics from employee compensation, and no longer gathering diversity data from U.S. job applicants. Essentially, they are prioritizing merit and profitability, which might seem unconventional in the current corporate environment.
In a February memo, it was communicated to employees that Paramount is retracting its diversity, equity, and inclusion (DEI) initiatives. The memo reveals that the company will no longer prioritize hiring based on race, gender, or sexuality. Additionally, the memo states that DEI factors will no longer be considered in their employee compensation plan, and they will stop gathering diversity data from U.S. job applicants.
In our efforts to achieve our business goals, we’ll consistently assess our programs and strategies to broaden our scope and appeal to individuals from diverse regions, experiences, and viewpoints. This might involve growing current initiatives while phasing out some others as necessary, according to the memo.
Paramount hasn’t made any public comments about the recent incident, but it’s hoped they remain firm in their stance. Indeed, addressing every complaint from overly sensitive employees isn’t the right approach for a prosperous business.
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2025-03-10 15:30