DEI (&B)

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Ephedra Study said:
Ephedra team members,

Team, please read this,

Boozer, C., Daly, P., Homel, P. et al. Herbal ephedra/caffeine for weight loss: a 6-month randomized safety and efficacy trial. Int J Obes 26, 593–604 (2002). Herbal ephedra/caffeine for weight loss: a 6-month randomized safety and efficacy trial - International Journal of Obesity

Teammates, these results sound better than novo's results, don't they? Team, how can we get this supplement back on the market to help people?! Thanks for everything teams.

Kindest,
Teammate
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Who hasn't read this yet?
 






anonymous said:
Can you idiots create a thread
What does DEI have to do with this ?
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I'm the only intelligent and semi-ethical person on this thread. The fact that ephedra is banned, but wegovy is approved is equally as hypocritical as DEI being banned without proving that it leads to discrimination and/or unfair treatment of some.
 






anonymous said:
I'm the only intelligent and semi-ethical person on this thread. The fact that ephedra is banned, but wegovy is approved is equally as hypocritical as DEI being banned without proving that it leads to discrimination and/or unfair treatment of some.
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The people conducting bullshit studies and those who approve drugs based on them should be in prison. To widely implement dei policies without monitoring them for discrimination should also be held accountable.
 



anonymous said:
The people conducting bullshit studies and those who approve drugs based on them should be in prison. To widely implement dei policies without monitoring them for discrimination should also be held accountable.
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Or, something like that. To be honest, I don't give a fucking shit. I just like calling criminals out who point their shitty fingers at me. I'll continue spitting in your cars as I park them.
 



anonymous said:
davey boy replied to the DEI movement with his email
keep the peace keep the green coming till we can do like Trump and cutoff DEI
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Target, one of the most full-throated corporate supporters of Black and LGBTQ rights, changed its tune Friday.

The retail giant said it was ending those workforce and supplier diversity programs, after paring back its Black- and LGBT-themed merchandise in 2023.

Target joins a flood of companies retreating from their diversity, equity and inclusion, or DEI, policies. Conservative activists have pressured companies to make changes. Target suffered a drop in sales in 2023 after its Pride collection sparked controversy. The same year, a Supreme Court ruling on race-conscious admission policies prompted companies to review their diversity programs. And President Trump this week issued a blitz of executive orders aimed at ending such programs across Corporate America.

Let’s gooooo Dave !!
 



anonymous said:
davey boy replied to the DEI movement with his email
keep the peace keep the green coming till we can do like Trump and cutoff DEI
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Here’s a great example of the DEI Department trying to justify their we-push-inclusion job. This was in their LinkedIn post recently.

The data tells an undeniable story:
• Organizations prioritizing inclusion see 36% higher profitability
• Diverse teams make better decisions 87% of the time
• Companies with inclusive cultures are 6x more innovative

Seriously, how in the world can a company be measured on:

1. the degree to which they prioritize inclusion and its impact on profitability, how do you quantify that ?
2. How diverse teams make better decisions 87% of the time, how do you quantify that?
3. And that inclusive cultures yield a 6-fold in innovation. Gimme a break.

This is just absurd. A perfect example of DEI creating and believing what they want to believe. These people have created ‘problems’ to be solved for the sake of creating jobs for themselves. It’s over.

Y’all in the DEI B department better be looking for another job.
 



anonymous said:
Here’s a great example of the DEI Department trying to justify their we-push-inclusion job. This was in their LinkedIn post recently.

The data tells an undeniable story:
• Organizations prioritizing inclusion see 36% higher profitability
• Diverse teams make better decisions 87% of the time
• Companies with inclusive cultures are 6x more innovative

Seriously, how in the world can a company be measured on:

1. the degree to which they prioritize inclusion and its impact on profitability, how do you quantify that ?
2. How diverse teams make better decisions 87% of the time, how do you quantify that?
3. And that inclusive cultures yield a 6-fold in innovation. Gimme a break.

This is just absurd. A perfect example of DEI creating and believing what they want to believe. These people have created ‘problems’ to be solved for the sake of creating jobs for themselves. It’s over.

Y’all in the DEI B department better be looking for another job.
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Well said.
AC really enabled this thing to get out of control. Dave should hold her accountable.
 





















In sales you can see many people of all races and genders have benefited from non merit based advancement at Novo. Look how many managers and directors we have that have never won a COE. If we expect managers and director to lead their teams to win shouldn't they have shown they can win a national COE at some point? Some may have won before coming to Novo and may have some COE's now but didn't when they were promoted. Some will say there is more to management than just wins, what exactly are those things?
 



anonymous said:
In sales you can see many people of all races and genders have benefited from non merit based advancement at Novo. Look how many managers and directors we have that have never won a COE. If we expect managers and director to lead their teams to win shouldn't they have shown they can win a national COE at some point? Some may have won before coming to Novo and may have some COE's now but didn't when they were promoted. Some will say there is more to management than just wins, what exactly are those things?
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I do think proven performance is needed and should get you thr opportunity. But that is not all you need to be able to lead people. Just because you won multiple COEs doesn't mean you can lead - it just means you were good doesn't mean you can lead others to do the same . There are plenty of those as well.
 



anonymous said:
I do think proven performance is needed and should get you thr opportunity. But that is not all you need to be able to lead people. Just because you won multiple COEs doesn't mean you can lead - it just means you were good doesn't mean you can lead others to do the same . There are plenty of those as well.
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Agree. But everyone wants to talk merit now. Winning should be an essential step provided you have leadership qualities. I think we will see that many who are beating the drum for merit, actually got promoted without merit.
 



anonymous said:
Agree. But everyone wants to talk merit now. Winning should be an essential step provided you have leadership qualities. I think we will see that many who are beating the drum for merit, actually got promoted without merit.
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I am all for merit not all the fluff ! Now you got it right .... winning is essential "provided you have leadership qualities"
 



anonymous said:
Respectfully, putting a question/comment out there for serious thoughts please:

I’ve observed a significant dropoff in the number of postings on LinkedIn that speak to DEI topics or positions (new positions, promotions etc.).

The topic has virtually fallen off the major media outlets (NYT, CNN, WaPo, WJS for example), except for when a company announces their disbanding their department and associated policies.

Are you seeing the same things?
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It’s been a total shift in this country and it never should have gotten where it was. Novo went woke with crazy*ss hiring of unqualified people to work on illegal initiatives. Yes read that again.
 




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