jamie dimon His co-workers say he considers himself “the least self-aware person you’ll ever meet.”
Unlike many other chief executives, the head of JPMorgan will tell everyone he is untouched by the propaganda of advocacy groups like the Human Rights Campaign, which is forcing much of corporate America to bow to the progressive left on boardroom policy.
I want to believe Dimon because I've known him for years.
He is also an astute executive running the country's largest bank, generating huge profits and preventing major scandals.
But upon closer inspection, Dimon, and by extension JPMorgan, lack awareness.
I present some of it in my new book, “Go Woke Go Broke; The Inside Story of the Radicalization of Corporate America.”
Recall, he was photographed kneeling while visiting a JPM branch during the Black Lives Matter riots.
(Now that BLM's aura has faded, his supporters swear he was kneeling so he wouldn't block people from following him.)
In 2020, he established a $30 billion “Racial Equity Commitment” fund as people regardless of race suffered during COVID lockdowns.
It was under Dimon’s leadership that the powerful Business Roundtable embraced the “stakeholder capitalism” model of corporate governance, opening the door for groups like the aforementioned Human Rights Campaign (HRC) to have a say in corporate decision-making.
Stakeholder capitalism allowed HRC to impose on major companies something known as DEI, or “diversity, equity, and inclusion,” a controversial management philosophy that employs heavy-handed metrics to produce racial and gender-biased employment.
DEI is why Bud Light chose a trans political activist to sell its beer.
This is why Disney has implemented some sort of quota-like rule in most of its hiring practices.
And that’s why people I spoke to for my book told me that during interviews at Goldman Sachs, applicants are asked about their sexuality, a clear indication that being part of an “inter-departmental” group will improve your chances of getting the job.
Constitutionally questionable
Yes, DEI is controversial — people hate it so much that Bud Light is no longer the country's best-selling beer. Dylan Mulvaney failure.
It's also potentially illegal. Many companies are now abandoning their DEI departments, not only because it takes away from employees' individual competence, but also because of its questionable constitutionality.
Recently I discovered that it is apparently not JP Morgan.
Despite the growing anti-consciousness sentiment in many corporate boardrooms, JPM’s awareness and continued devotion to DEI is proudly displayed on its website and elsewhere.
Of course, most of this is the usual nonsense about how assigning preferences is good for society and JP Morgan It is at the forefront in this matter.
Some of these things go even further than this.
Example: In celebration of DEI, JPMorgan’s website advertises that “58 percent of new hires in the U.S. are racially or ethnically diverse.”
Who is against diversity in a country that is becoming increasingly diverse?
No one
At issue is how the company is achieving that level of so-called diversity, given the racial composition of the U.S. population.
Where does qualification come in?
Why not use economic status rather than caste when making these decisions?
The use of a non-racial metric would likely comply with SCOTUS’ recent ruling on affirmative action.
The answer to these questions can be found in another information I received.
Other companies have stopped working with HRC amid the DEI uproar, but JPMorgan has not, The Post has learned.
The bank confirmed it is a willing participant when the group compiles its so-called “Corporate Equality Index,” which critics say is used by the activist group to impose strict racial-DEI hiring standards on major employers.
'Platinum Partner'
In fact, according to the group's website, JPM is HRC's so-called “platinum partner,” indicating some sort of corporate relationship with an organization that is explicitly political and progressive.
Its website promotes its plan to defeat conservative political candidates across the country, including Donald Trump in the presidential election.
When I brought all of this up to JPMorgan management, the folks there offered a different, more benign interpretation of the bank’s DEI policies.
He pointed to Dimon's annual letter to shareholders a few months earlier that said: “JPMorgan Chase will adapt as the law evolves. . . . We are often asked specifically about 'equity' and what that term means. To us, it means equal treatment, equal opportunity, and equal access . . . not equal outcomes.”
The bank's hiring process reflects the diversity of its diverse hiring pool, ranging from tellers to investment bankers.
“We don't have any quotas,” a spokesperson told me.
“Being diverse and inclusive is good for business – leading to a broader choice of talent.”
JPM officials, meanwhile, say their dealings with the HRC have been tepid, focusing on the DEI survey.
OK, but he declined to get specific about his “platinum” status with the group or even say whether that means HRC receives bank donations.
HRC did not respond to an email seeking comment.
Again, Jamie Dimon is a great CEO and JPMorgan is very profitable.
But allowing his bank to toe the political left mars that image.
