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Feb 14, 2024 18 tweets 6 min read Read on X
/1🚨BREAKING — Following the disclosure of damning internal company documents, AFL has filed a formal EEOC complaint against @Disney alleging pervasive illegal discrimination based on race and sex.

THREAD: Image
/2 The law prohibits Disney from using race, color, religion, sex, or national origin merely as a motivating factor for hiring, training, or promotions.
/3 But a document on Disney’s “Reimagine Tomorrow” website strongly suggests that race, color, religion, sex, or national origin are often the only motivating factor in Disney’s hiring, training, and promotion decisions and that the company is intentionally discriminating against white American men, Christians, and Jews simply because of their race, sex, religion, and citizenship. reimaginetomorrow.disney.com
/4 All Disney General Entertainment productions are required to comply with Disney’s DEI “Inclusion Standards.”

Some of the standards explicitly provide that fifty percent of the following jobs must be filled by members of “Underrepresented Groups.”

Keep reading…
/5 These jobs include:

✔️Regular and recurring actors and characters in Disney content
✔️Producers and writing staff
✔️Overall crew or project staff
✔️Line producers and/or production department heads – including, for example, the director of photography, composer, costume designer, editor, production designer, and music supervisorImage
/6 Productions can also comply with the inclusion standards by promoting members of Underrepresented Groups, creating jobs “to facilitate union eligibility for members of Underrepresented Groups,” and facilitating a “[s]ubstantial year-over-year increase in members of Underrepresented Groups as directors and in writing staff.”Image
/7 In addition, a leaked FAQ document on Disney’s “Inclusion Standards” describes the company’s broader plan “to increase training and development opportunities for members of underrepresented groups” in a racially exclusionary manner.

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/8 Disney admits that an example of an “inclusive hiring and employment practice” is “improving access to training and development opportunities for members of underrepresented groups.” Image
/9 Disney’s self-reported workforce demographic data shows that it is aggressively engaged in illegal race- and sex-based workforce balancing, with immutable characteristics apparently serving as a determinative factor in at least some of its employment and contracting practices. For example…
/10 From FY 2020 to FY 2021, the percentage of Disney directors identified by Disney as “people of color” grew by 6% Image
/11 From FY 2020 to FY 2021, the percentage of individuals identified by Disney as “people of color” and female “series regulars/leads” increased by 4% and 1%, respectively. Image
/12 From FY 2020 to FY 2021, the percentage of writers identified by Disney as “people of color” also grew by 3% Image
/13 Interestingly, Disney’s aggregate workforce data shows that between FY 2021 and FY 2022, the percentage of individuals identified by Disney as “white” dropped by 3.6% and as “black” by 0.5% Image
/14 The percentage of individuals identified by Disney as “Hispanic” increased by nearly 1%
/15 However, the largest increase noted is for a category Disney labeled “not disclosed,” which grew by 3.2% percent during the relevant time.

Because Disney is not transparent, knowing precisely what the aggregated data means is impossible.
/16 For example, it is possible that some individuals who formerly were identified as white or black are now classified as “not disclosed.” Nevertheless, the data seem to support Disney’s claims that race, color, religion, sex, and/or national origin are each a motivating factor in the company’s employment practices.
/17 Finally, Disney maintains an illegal grant program that funnels $25,000 to “Underrepresented Directors.” The program unlawfully only awards grants to “women, AAPI, Black, Indigenous/Native, Latinx, LGBTQIA+, disability-identifying, and religiously marginalized individuals.”

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/18 America First Legal is unrelenting in its fight to stop race and sex illegal discrimination.

Read more here:
aflegal.org/america-first-…

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More from @America1stLegal

Apr 1
/1🚨The left is LYING about the Alien Enemies Act.

The President has absolute authority to remove enemy aliens — and has for over 200 years.

Arguments about due process, removal orders, and vetting are IRRELEVANT.

Here’s the truth the left doesn’t want you to know. 🧵👇Image
/2 Nearly 75 years ago, the Supreme Court clearly explained that the President acts at the height of his authority when acting under the express authorization of Congress or pursuant to his constitutional authority. Image
/3 The Supreme Court affirmed that when the President exercises a core Article II power, it “disables the Congress from acting upon the subject,” and the “Courts have no power to control the President's discretion.”
Read 18 tweets
Mar 31
“Kristen Clarke, who headed up the Justice Department office that prosecuted pro-lifers for protesting abortion clinics, met with leaders at the Southern Poverty Law Center, which compares mainstream conservative and Christian groups to the Ku Klux Klan, documents suggest.” Image
“The meeting may shed light on the animus that Clarke—then the DOJ’s assistant attorney general for civil rights—harbored against conservatives.” Image
“According to emails obtained through the Freedom of Information Act by America First Legal and provided to The Daily Signal, Clarke planned to meet with SPLC leadership on Monday, March 6, 2023.” Image
Read 4 tweets
Mar 26
/1🚨BREAKING — A federal court just DENIED IBM’s attempt to dismiss AFL’s lawsuit over the company’s illegal race and sex-based discrimination.

This is a huge victory in the fight to END unlawful DEI policies across corporate America. Image
/2 The U.S. District Court for the Western District of Michigan rejected IBM’s motion to dismiss AFL’s lawsuit, which alleges IBM engaged in illegal race and sex discrimination in violation of Title VII of the Civil Rights Act of 1964.
/3 AFL filed the lawsuit in August 2024, alleging IBM violated federal law by systematically discriminating against white male employees and firing AFL’s client — a model employee with stellar performance reviews — to further illegal DEI quotas based on race and sex.
Read 9 tweets
Mar 25
/1🚨Did Attorney General Merrick Garland lie to Congress about DOJ’s involvement in the politically-motivated prosecution of President Trump? 

Newly released records reveal troubling contradictions — and raise serious questions. Image
/2 On March 27, 2023, AFL launched an investigation to determine if the U.S. Department of Justice (DOJ) coordinated with New York County District Attorney Alvin Bragg’s Office in the politically-motivated prosecution of President Trump. Image
/3 AFL requested all communications between specific custodians at the New York County District Attorney’s Office and DOJ mentioning President Trump. Image
Read 12 tweets
Mar 21
/1🚨BREAKING — AFL and @RepBrandonGill just filed an amicus brief supporting President Trump’s use of the Alien Enemies Act to expel dangerous Tren de Aragua terrorists and defend Americans from the gang’s deadly invasion.Image
Image
/2 The Alien Enemies Act (AEA) gives the President unilateral authority to determine when the United States is facing an invasion, to identify the foreign terrorists involved, and expel them.Image
/3 Courts have repeatedly upheld this presidential power, ruling that the President’s decision to invoke the AEA is not subject to judicial review. Image
Read 15 tweets
Mar 21
/1🚨TERRORIST ALIEN INVASION🚨

New documents expose how the Venezuelan TERRORIST gang Tren de Aragua INVADED the U.S. under the Biden-Harris Admin’s open border. Image
/2 AFL uncovered an “Officer Safety Situational Awareness Bulletin” prepared by the Colorado State Patrol’s (CSP) Smuggling, Trafficking, and Interdiction Section (STIS) on Tren de Aragua (TdA). Image
/3 These records were uncovered as part of AFL’s nationwide investigation into Tren de Aragua — now designated as a Foreign Terrorist Organization.
Read 17 tweets

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