#Inclusive hiring practices

[verysaladobservation]

Unlocking Success: The Benefits of Outsourcing HR Recruitment for Healthcare Firms

In the rapidly evolving healthcare industry, where acquiring top talent is crucial for organizational prosperity, companies increasingly rely on HR outsourcing to streamline recruitment procedures and secure a competitive advantage. By partnering with recruitment firms, healthcare organizations can leverage expertise, resources, and strategic insights to build robust teams that drive innovation, improve patient care, and foster a culture of excellence. In this article, we delve into why businesses in the healthcare sector should consider outsourcing HR recruitment and how it can lead to sustainable growth and success.

1. Access to Specialized Expertise

Acquiring top-tier talent within the healthcare sector demands a comprehensive grasp of its distinctive challenges, regulations, and skill prerequisites. Healthcare entities can harness expertise and insight by entrusting HR recruitment to specialized firms with domain proficiency. These recruitment agencies boast dedicated teams of professionals adept in the nuances of healthcare staffing, encompassing the sourcing of qualified candidates and navigating credentialing protocols and compliance standards.

2. Strategic Hiring and Recruitment Strategy

Effective talent acquisition is more than just filling vacant positions—strategically aligning recruitment efforts with organizational goals and long-term objectives. Recruitment firms employ strategic hiring practices and develop tailored recruitment strategies designed to attract candidates who possess the requisite skills and qualifications and align with the company's mission, values, and culture.

By partnering with a recruitment agency, healthcare firms can benefit from strategic talent acquisition solutions that prioritize long-term success and organizational sustainability. From identifying emerging talent trends to implementing innovative recruitment techniques, these firms assist healthcare organizations in maintaining a competitive edge and constructing high-performing teams that propel business expansion.

3. Inclusive Hiring Practices and Diversity and Inclusion

In today's diverse and multicultural society, encouraging inclusivity and diversity in the workplace is not just a moral imperative but also essential for organizational success—it's also a strategic business imperative. Recruitment firms specializing in healthcare understand the importance of inclusive hiring practices and are dedicated to assisting organizations in constructing diverse and inclusive teams that mirror the communities they serve.

By outsourcing HR recruitment to agencies prioritizing diversity and inclusion, healthcare firms can tap into a more extensive talent pool and attract candidates from underrepresented backgrounds. These recruitment firms employ proactive strategies to mitigate bias in the hiring process, promote equal opportunities, and foster an environment of belonging where each employee feels appreciated and respected.

4. Cost Savings and Efficiency

Recruiting and hiring new employees can consume significant time and resources, especially for healthcare organizations with stringent hiring requirements and high turnover rates. By outsourcing HR recruitment, businesses can realize significant cost savings and operational efficiencies.

Recruitment firms leverage their networks, technology, and streamlined processes to source, screen, and onboard candidates more efficiently, reducing filling time and minimizing recruitment-related expenses. Additionally, by outsourcing recruitment functions, healthcare organizations can allocate internal resources more efficiently, allowing them to concentrate on core business activities like patient care and service delivery.

5. Flexibility and Scalability

Organizational staffing needs can fluctuate in the ever-changing healthcare sector based on patient demand, regulatory changes, and market trends. Outsourcing HR recruitment provides healthcare firms the flexibility and scalability to adapt to changing workforce requirements quickly.

Recruitment agencies offer scalable solutions that can be tailored to meet healthcare organizations' specific needs and budgetary constraints, whether seeking to fill a single position or ramp up hiring for a large-scale expansion project. This flexibility allows businesses to scale their recruitment efforts up or down as needed, ensuring agility and responsiveness in a competitive market landscape.

6. Enhanced Candidate Experience

A favorable candidate experience is vital for attracting and retaining top talent in the healthcare sector. Recruitment firms prioritize delivering candidates a smooth and tailored experience from initial contact to onboarding.

By outsourcing HR recruitment, healthcare organizations can ensure that candidates receive timely communication, valuable feedback, and a transparent view of the recruitment process. This enhances the employer's brand and reputation, making it more likely for top candidates to accept job offers and become long-term contributors to the organization's success.

Conclusion

In conclusion, delegating HR recruitment to specialized firms provides numerous advantages for healthcare organizations aiming to attract and retain top talent. From accessing specialized expertise and strategic hiring practices to promoting diversity and inclusion and realizing cost savings, outsourcing recruitment functions can be a game-changer for businesses looking to build high-performing teams and drive sustainable growth. By collaborating with recruitment agencies that comprehend the distinct requirements and obstacles of the healthcare sector, organizations can gain a competitive advantage and position themselves for success in an ever-changing market environment.

[ourjobagency]

 Diversity and Inclusion in the Workplace: Why it Matters

In today's rapidly evolving business landscape, the significance of diversity and inclusion in the workplace cannot be overstated. Companies worldwide are recognizing that fostering a diverse and inclusive environment isn't just a moral imperative; it's a strategic advantage. In this blog, we will delve into why diversity and inclusion matter in the workplace and how they contribute to a thriving and innovative corporate culture.

1. Fostering Innovation and Creativity:

Diverse teams bring together individuals with different perspectives, backgrounds, and experiences. This diversity of thought fuels innovation by encouraging fresh ideas and unique problem-solving approaches. When employees from various backgrounds collaborate, they can create solutions that may not have been possible in a homogenous group. This innovation can give companies a competitive edge in a constantly changing market.

2. Better Decision-Making:

A diverse workforce enhances the quality of decision-making. When diverse teams come together, they bring a broader range of insights and viewpoints to the table. This diversity helps in evaluating options more thoroughly, reducing the risk of groupthink, and arriving at more well-rounded decisions that consider various perspectives.

3. Attracting Top Talent:

A commitment to diversity and inclusion can be a powerful magnet for top talent. Prospective employees, especially the younger generation, value workplaces that reflect their values and embrace diversity. Organizations that actively promote diversity are more likely to attract a diverse pool of candidates, ensuring access to the best talent available.

4. Increased Employee Engagement:

Inclusive workplaces foster a sense of belonging among employees. When individuals feel valued and respected, they are more likely to be engaged and motivated in their work. High levels of employee engagement are linked to increased productivity and lower turnover rates.

5. Better Customer Understanding:

A diverse workforce is better equipped to understand and serve a diverse customer base. Companies that reflect the diversity of their customers can better cater to their needs, leading to improved customer satisfaction and loyalty.

6. Legal and Ethical Considerations:

There are legal and ethical obligations associated with diversity and inclusion. Many countries have enacted laws and regulations to promote equal opportunities and prevent discrimination in the workplace. Organizations that fail to prioritize diversity may face legal consequences and damage to their reputation.

7. Enhancing Reputation:

A commitment to diversity and inclusion can significantly boost an organization's reputation. Companies known for their inclusive practices tend to receive positive media coverage and public recognition. A strong reputation can attract customers, investors, and partners who want to associate with socially responsible organizations.

8. Reflecting Global Markets:

In today's globalized economy, businesses often operate in diverse markets. Having a diverse workforce that reflects the diversity of these markets can be a strategic advantage in understanding and connecting with customers and partners worldwide.

9. Driving Profitability:

Studies have shown that companies with diverse leadership teams tend to be more profitable. McKinsey's "Diversity Matters" report found that companies in the top quartile for gender and ethnic diversity were more likely to outperform their peers in terms of profitability.

In conclusion, diversity and inclusion in the workplace are not just buzzwords; they are essential components of a successful and forward-thinking organization. Embracing diversity and fostering an inclusive culture can lead to greater innovation, better decision-making, increased employee engagement, and enhanced reputation. By recognizing the value of diversity and taking concrete steps to promote inclusion, businesses can position themselves for long-term success in an increasingly diverse and interconnected world.

[kobeniliker]

Conservatives: We need more fossil fuels because we need to create more jobs!!!

Also Conservatives: We should be able to fire anyone we don't like and legalize workplace harassment.

[the-potato-beeper]

i've got an interview today! it's just to see if i'll do this job as an undergrad baby-TA again next semester, so i'm not too worried. it'll only be 15 minutes, and i've been fine with the job this semester

[firstoccupier]

Examining the Truth Behind the Aviation Tragedy and Presidential Response

Recently, a tragic collision occurred near Ronald Reagan Washington National Airport, involving a commercial aircraft and a military helicopter. This catastrophic event led to the loss of lives, leaving American families grieving, and brought aviation safety into sharp focus. In response, President Donald J. Trump issued a memorandum addressing the incident and outlining his views on the…

[genderkoolaid]

In Los Angeles, one of the queerest cities in the United States, there are surprisingly few spaces where trans masculine individuals can find solidarity and community. For some, trying to fit into queer spaces after transitioning can be an isolating experience once they start to pass as men. “In general, people can’t necessarily look at me and know that I’m trans,” says Devyn Payne, jumping rope outside to warm up ahead of his match. It’s now different for him to enter LGBTQ+ rooms where lesbians might read him as a straight man or gay men might not recognize him as trans. “Passing as a Black man, my experience has been different in sapphic spaces ... I don’t necessarily feel welcomed [anymore].” The 27-year-old used to wrestle competitively in high school, but three years after coming out as trans he is now rediscovering his joy in the sport and reconnecting with the queer community in a different way — tonight by wrestling another trans man in a neon green jock strap under the alter ego “T-Payne.”

“Before I went to my first Trans Dudes of LA event, I had no trans men friends,” Payne says. “I can’t necessarily relate to [cisgender men]. So it’s great to have people who I can talk about the changes of being on testosterone.” [...] In this room full of transgender people, the weight of a gender binary disappears. Masculinity becomes play material, a performance to bend and break. People dressed for the part exude “Brokeback Mountain” homo-eroticism, another pair act out a construction worker role-play in a BDSM scene in which a plastic hammer is shoved in the mouth. Cal Dobbs, dressed for the part as a judge for the tournament, wears a white wig reminiscent of the founding fathers and a thong under his black robes. (“RBG, classic sex symbol,” Dobbs explained of his costume inspiration from the late Supreme Court Justice.) “Trans men and trans masculine people are redefining masculinity,” says the 27-year-old, who was the first trans person to run across the transcontinental United States. “[Wrestling] is a hyper masculine sport, [but the competitors] bring an element of humor and romance and cuteness to it that makes everyone feel really comfy and safe.” [...] In the weeks leading up to the big performance, Elías Naranjo and Arón Sánchez-Vidal had practiced their wrestling routine weekly for a month, familiarizing themselves with consent and boundaries to make sure they wouldn’t hurt each other. “I was asking them, ‘Is it OK if we kiss? Is it OK if I pick you up and grind on you?’ And he was like, ‘Yeah, I’m open to it,’ ” says Naranjo. But on the spot the two also decided to improvise as Sánchez-Vidal took his testosterone shot on the wrestling mat — a moment met with thunderous applause. The two entered the ring waving Mexican and Peruvian flags dressed as vaqueros. “EL VAQUERO... STR8 4 PAY?” read a sign that Sánchez-Vidal’s girlfriend had made to cheer on her partner. “There’s so much in being brown and trans and queer,” says Naranjo. “We want to show up and take up space ... we’re Peruvian, hot and trans.” The two won best partners, splitting a $150 cash prize at the end of the tournament. Inclusiveness was on the forefront of co-organizers Miller and Bandrowski’s minds as they planned this event. They prepped over 200 hot dogs to feed their hungry fans, a hot and heavy playlist to rally their attendees, and hired ASL interpreters to make the event accessible for deaf members of the queer community. This was their biggest event yet.

[tsunflowers]

I want to abolish the acronym DEI and force people to spell out exactly what it stands for every time they use it

“we are cutting funding to diversity, equity, and inclusion programming”

“as of now, our school no longer supports diversity, equity, and inclusion initiatives”

“we will stop using diversity, equity, and inclusion policies in our hiring practices”

if saying those sentences out loud would give you pause maybe think twice about saying out loud that you’re anti-dei

[truthdogg]

There’s clearly a lot of debate around DEI today, with Trump banning it from being a consideration in the federal government, and places like Target & McDonald’s scrapping their DEI programs. Because of how so many people are reacting to this, I’d love to see what DEI programs are like at other companies. It’s nothing like affirmative action.

At the Fortune 500 company where I work, it’s a big part of competitiveness & management training. The focus is on making the best teams with all sorts of people, & how to learn from them to serve customers better and build a competitive edge.

Our DEI courses are straightforward; they primarily teach us to examine our own biases. Those biases could be against black women, white men or people with uncontrollable hair, but the point is to get the best talent, and to get the most out of that talent by listening to them, making them welcome, and by being aware of different needs. The stance is that Diversity follows from Equity & Inclusion, and that all three create better business outcomes.

There are essentially no such thing as a “DEI hires,” so I’m always a bit confused by the use of that term. They’re just hires. We’re simply required to consider candidates equally, to follow the law, and to hire whichever candidate we think will meet the company’s needs the best.

That’s it. DEI is a responsible business practice, but it’s not much more than that.

[saywhat-politics]

Five more law firms have struck deals with President Donald Trump to avoid punitive executive orders against them, ramping up a concerning trend of firms caving to the president’s will.

The deals, which Trump shared on social media Thursday, are similar to ones other law firms have agreed to in recent months and require them to provide hundreds of millions of dollars in free legal services to causes supported by Trump, including the assistance of veterans and law enforcement, ensuring fairness in the justice system and combating antisemitism.

The deal struck with Cadwalader, Wickersham & Taft requires the firm to provide $100 million to those pro bono legal services. A joint deal struck with four law firms ― Kirkland & Ellis, A&O Shearman, Simpson Thacher & Bartlett and Latham & Watkins ― mandates $500 million total in free legal work from their staffs.

The firms also agreed not to “engage in illegal DEI discrimination and preferences,” Trump said, referring to the diversity, equity and inclusion hiring practices he and other Republicans have railed against in recent months.

The flurry of deals comes a day after Trump dropped an executive order targeting the law firm Susman Godfrey, which is representing Dominion Voting Systems in defamation cases against former Trump officials who claimed the election was rigged against him. Like other executive orders he’s issued against law firms Trump feels have wronged him, the action suspends all Susman Godfrey lawyers’ security clearances, restricts their access to government buildings and threatens to cancel their clients’ federal contracts.

[globalnewscollective]

The War on Diversity: How the U.S. Government is Encouraging Attacks on Schools and Workplaces

Imagine a government portal where people can anonymously report schools and workplaces for promoting diversity. It sounds dystopian, but it’s now reality. The Trump administration has launched a public complaint system aimed at dismantling Diversity, Equity, and Inclusion (DEI) initiatives in schools and workplaces. (Source: Reuters)

What’s Happening?

A new federal portal allows individuals to file complaints against institutions that support DEI programs.

The goal? To target and eliminate initiatives that promote racial and gender equity in education and employment.

Conservative lawmakers and activists claim DEI programs are discriminatory against white Americans, while civil rights groups argue that this is a direct attack on efforts to level the playing field.

How Does This Affect You?

Schools and Universities Under Threat – Programs aimed at supporting marginalized students could face defunding or cancellation. Scholarships, mentorships, and inclusive curricula are at risk.

Workplace Diversity Efforts in Danger – Companies could scale back diversity hiring practices, making it harder for women and minorities to break into competitive fields.

Chilling Effect on Free Speech – Schools and businesses may avoid discussions on race and gender for fear of being reported, limiting education and open dialogue.

Increased Discrimination – Without DEI policies, hiring, promotions, and educational opportunities could revert to favoring privileged groups, widening social and economic disparities.

What’s at Stake?

Diversity initiatives exist to correct historical injustices and ensure equal opportunities. The systematic targeting of DEI efforts is not about fairness—it’s about reinforcing existing power structures.

The idea that white Americans are being discriminated against because of DEI is a false narrative used to justify dismantling progress. Without these initiatives, students from marginalized backgrounds lose resources, workplaces become less inclusive, and society moves backward instead of forward.

The Bigger Picture

This move is part of a broader rollback of civil rights protections. Combined with attacks on affirmative action, restrictions on discussing race in classrooms, and censorship of inclusive educational materials, the U.S. is heading toward an era where diversity is actively suppressed rather than encouraged.

If this campaign succeeds, the effects will be felt for generations. Without intervention, marginalized groups will find it harder to access education, secure jobs, and have their voices heard.

What Can You Do?

Raise Awareness – Share the facts about why DEI is important and debunk misinformation.

Support Organizations Fighting for Equality – Civil rights groups need public backing now more than ever.

Pressure Lawmakers – Call on representatives to protect DEI initiatives and resist attacks on diversity.

Encourage Inclusive Policies in Workplaces and Schools – Employers and educators should continue DEI efforts despite government pushback.

America has long claimed to be a land of opportunity, but that opportunity is now under siege. Without DEI, the doors that have only just begun to open for women, minorities, and marginalized communities may slam shut once again. The question is: Will we let that happen?

Source:

https://www.reuters.com/world/us/us-launches-end-dei-portal-public-complaints-about-diversity-schools-2025-02-28/

[justinspoliticalcorner]

Nina Lakhani at The Guardian:

A Donald Trump-appointed US attorney has told one of the country’s top law schools to immediately end diversity, equity and inclusion efforts, warning that his justice department office will not hire students or other affiliates associated with a university that utilizes DEI. In an extraordinary letter sent to the dean of Georgetown law school, the recently appointed interim US attorney for the District of Columbia, Ed Martin, said he was investigating the academic institution after it had come to his “attention reliably” that they were teaching and promoting DEI. “This is unacceptable,” wrote Martin, in a letter re-sent this week after the original sent in February was misaddressed, according to the Washington Post. “At this time, you should know that no applicant for our fellows program, our summer internship, or employment in our office who is a student or affiliated with a law school or university that continues to teach and utilize DEI will be considered.” The letter was reportedly addressed to William M Treanor, a constitutional law scholar and one of the nation’s longest-serving deans. Martin, a conservative activist with no prosecutorial experience who has been nominated to take control of the DC office permanently, put two questions to dean Treanor: “First, have you eliminated all DEI from your school and its curriculum? Second, if DEI is found in your courses or teaching in any way, will you move swiftly to remove it?” Martin’s letter was first reported and posted by the Post Millennial, a rightwing website. The move was condemned by legal commentators. “Federal prosecutors don’t control the classroom. This is a dark abdication of the first amendment,” said Adam Steinbaugh, a first amendment lawyer at the Philadelphia-based Foundation for Individual Rights and Expression (Fire), on the social media platform Bluesky. This is the latest attack by the Trump administration on diversity, equity and inclusion practices which proliferated as part of the nation’s reckoning triggered by the 2020 murder of George Floyd by a Minneapolis police officer. The White House campaign against tackling systemic and structural inequalities in US society have so far led to outright bans on agencies, academic institutions and private businesses – some of which are being challenged in the courts. In one case, a federal judge has temporarily halted enforcement against large universities and publicly traded companies from a Trump executive order canceling federal contracts that include components of DEI.

Ed Martin is a pathetic disgrace to America.

[verysaladobservation]

Strategic Hiring: The Crucial Role of Recruiting Firms in Building Inclusive Cultures

In the ever-changing terrain of contemporary workplaces, where the significance of diversity and inclusion transcends mere trendy expressions, the function of a recruiting firm has transformed into a strategic alliance that surpasses traditional hiring methods. This article delves into the multifaceted ways recruiting firms contribute to companies' success by identifying candidates who possess the necessary skills and align with the organization's values, fostering a positive and inclusive workplace culture.

Understanding the Shifting Paradigm of Talent Acquisition:

The traditional approach to talent acquisition, focusing solely on qualifications and experience, is undergoing a significant shift. As organizations recognize the benefits of a diverse and inclusive workforce, there is a growing emphasis on strategic hiring practices. With their expertise in talent acquisition, recruiting firms play a pivotal role in navigating this changing paradigm, aligning their strategies with the evolving needs of companies.

Tailoring Recruitment Strategies for Diversity and Inclusion:

Recruiting firms operate as strategic partners, tailoring their recruitment strategies to address their client's unique needs and goals. In the realm of diversity and inclusion, this involves developing targeted plans that actively seek out candidates from various backgrounds. By collaborating closely with the hiring company, recruiting firms ensure that the candidate pool reflects a diversity of perspectives, fostering creativity, innovation, and overall organizational success.

Cultural Alignment: Beyond Skills and Qualifications:

While skills and qualifications are undoubtedly crucial, a more nuanced approach to hiring considers cultural alignment a key factor. A recruiting firm stands out in pinpointing candidates who have the necessary skills and resonate with the company's values, mission, and overall workplace culture. This holistic evaluation ensures that candidates contribute positively to the workplace atmosphere, reinforcing a sense of belonging and shared purpose.

Inclusive Hiring Practices for Enhanced Performance:

Inclusive hiring practices are integral to creating an environment where employees feel valued and supported. Recruiting firms actively seek candidates who not only bring diversity but also contribute to the creation of an inclusive workplace. By focusing on hiring individuals with varied perspectives, backgrounds, and skill sets, these firms help organizations build teams that are adaptable, resilient, and capable of navigating the challenges of a rapidly evolving business landscape.

Strategic Talent Mapping: A Comprehensive Approach to Hiring:

Recruiting firms employ strategic talent mapping as a proactive approach to identifying potential candidates who align with the organization's goals. This involves creating comprehensive profiles that encompass both professional qualifications and cultural fit. By presenting a detailed overview of each candidate, including their potential contributions to the organizational culture, these firms ensure that the hiring process is not merely transactional but strategic and aligned with long-term organizational goals.

Reducing Turnover Through Cultural Fit:

The strategic approach taken by recruiting firms, emphasizing cultural fit, significantly contributes to reducing turnover rates. Candidates who align with the organizational culture are more prone to remain dedicated and involved in their positions. This not only saves organizations the costs associated with frequent turnover but also contributes to the overall stability and success of the company.

Fostering Positive Company Cultures: A Shared Responsibility:

A positive company culture is a powerful asset that goes beyond the immediate benefits of employee satisfaction. Recruiting firms actively contribute to the cultivation and enhancement of this culture by aligning the hiring process with the values and goals of the company. Whether through targeted recruitment campaigns, diversity initiatives, or cultural assessments, recruiting firms play a key role in cultivating a setting where employees flourish, collaborate, and are integral to the organization's overall success.

Continuous Adaptation in a Shifting Business Landscape:

The business landscape continually evolves, and recruiting firms are crucial in helping organizations adapt to these changes. This includes staying abreast of emerging trends in diversity and inclusion, adjusting recruitment strategies accordingly, and incorporating innovative approaches to talent acquisition. As workforce dynamics transform, recruiting firms act as strategic advisors, guiding companies toward building resilient, future-ready teams.

Conclusion: Transformative Partnerships for Future Success:

In conclusion, the partnership between recruiting firms and companies is no longer confined to the transactional aspects of hiring. It has evolved into a transformative alliance where the strategic expertise of recruiting firms aligns with the long-term goals of organizations. By emphasizing diversity, cultural fit, and inclusive practices, recruiting firms create positive workplace cultures that drive success in a competitive business environment. As organizations persist in maneuvering through the complexities of an ever-evolving world, the strategic guidance provided by recruiting firms stands as a beacon, illuminating the path toward sustained growth, innovation, and inclusive excellence.

[allthegeopolitics]

Shopping giant Target is facing a huge backlash, including calls for a boycott from a Black pastor and civil rights leader, after it said it was ending some of its diversity, equity and inclusion (DEI) programs. Just four days after Trump’s inauguration, Target issued an announcement stating that it planned to eliminate hiring goals for minority employees, as well as ending an executive committee focused on racial justice. Target also stressed the need for “staying in step with the evolving external landscape,” CNN reports. The new Republican administration has repeatedly attacked diversity, equity, and inclusion (DEI) practices, which help to provide equity for marginalised groups, particularly in work environments.

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[achilles-rage]

achilles-rage’s twelve days of christmas

day seven: santa tell me (ft. eddie diaz)

summary: bringing your best-friend-turned-fake-boyfriend eddie to your work christmas party to prove a point after a coworker says something rude to you.

word count: 3.1k

series masterlist

a/n: so sorry to all the debra’s out there, i didn’t mean it<3 i love the idea of this so much, so i hope i did it justice!! enjoy<3

warnings: alluding to body shaming from coworker, no use of y/n, fem!reader, plus size!reader, race inclusive!reader

You try to be the person at work that everyone likes. You never start arguments with anyone, you listen to everyone’s ideas, and if someone does disagree with you, you try to talk it out calmly.

All that aside, there’s one woman at work that you just can’t fucking stand.

Debra started working with you a few months ago, and despite your best efforts, she still tried to put you down every single change she got. Even her name is annoying. Debra.

Today is like most others when you’re working together, and it’s been extra infuriating because she keeps going on and on about her new hot, rich boyfriend. 

“Are you gonna be at the Christmas party on Thursday night?” Debra asks as you walk into the break room. You look between her and Matteo; another one of your coworkers, before putting on a fake smile.

“Of course. Wouldn’t miss it.” Debra nods, then directs her attention to you as you refill your coffee mug, her body now angled towards you instead of Matteo.

“I was just telling Matteo that my boyfriend is gonna be there. You’ll all finally get to meet him. He’s so excited to meet all my friends.” she beams, and you hum softly, nodding. With your back turned toward the coffee maker, you roll your eyes, but before you turn back to look at Debra and Matteo, you put your fake smile back on.

“That’s great. I’m happy for you.” you tell her, and you sort of mean it. Sure, she’s a complete nightmare, but she doesn’t deserve to be alone, you guess.

Apparently, you let your dislike for her slip, just for a moment, because after your words hit her ears, she smiles fakely. Her eyes trail down your body slowly, then dart back up to meet your gaze, and she tilts her head to the side.

“Don’t worry. You’ll find someone,” another trail down your body, “someday.”

Your smile drops from your face, and you blink slowly as you take in her words. You’re not sure what to say. You’re not even sure that she actually just fucking said that. 

You don’t dare break eye contact, and when you see the quirk of her eyebrow, you can tell that she’s begging you to react.

“Thanks, Debra. That’s sweet of you.” is all you say before you turn on your heel, walking quickly out of the breakroom and back to your desk.

Poor Matteo, he has no idea what to do. He just looks at Debra, giving her a quick smile as he excuses himself back to his desk.

You sit down at your desk with a loud huff. The fucking nerve of her, you think, and it’s not even like you can prove her wrong. You’re painfully single. 

It’s not from your lack of trying either, it’s just that apparently the men you choose to give your time to don’t care.

“And then she said, ‘you’ll find someone, someday.’” you practically yell, throwing your hands up in anger. Eddie scowls, his eyes narrowing at your words. 

You’ve been friends with Eddie for years, and he’s always the person you go to with your problems. He’s a great listener, and sometimes he actually gives you good advice. 

“Are you serious?” he says in disbelief. The furrow of his brows gets deeper when you confirm what she said, and he scoffs, rolling his eyes.

He’s not even sure what to say. You’re perfect; that’s the only word he can think of to describe you most accurately. Of course there’s other words; pretty, sweet, smart, kind, but perfect does a better job at describing just how good you are.

“And now I get to see her stupid smug face all night on Thursday when I show up without a date. Wonder if I can hire someone off craigslist.” you say with a sigh, your tone turning slightly joking. 

He’s silent for a moment, leaning back on his couch and taking a sip of his beer as he thinks it over.

“I’ll be your date.” he says after a moment, not even looking at you. He stares straight ahead of him, but he can see the way your eyes widen, and you look over at him with your jaw slack.

“What?” you say, butterflies filling your belly at the thought of him being your date. Of actually wanting to be your date. 

You’ve always thought Eddie was attractive, but when you actually got to know him, it was impossible not to fall in love with him. You’re too afraid to actually tell him that, though. He’s your best friend. How awkward would it be if he didn’t feel the same? “I’ll be your fake date; pretend we’re dating. Get her to lay off you.” he says with a shrug, finally turning his head to look at you.

You swallow, nodding after a second with a small smile.

Right, a fake date.

“You’d do that?” you ask sheepishly. Even if the idea of it being a fake date makes your heart clench in your chest, a dull pain settling in your chest as you mull it over, you figure you can still pretend he likes you back. Just for one night.

“Of course. You’re my best friend.” Another stab to the chest. 

You keep the smile on your face, nodding quickly.

“Thank you. You have no idea how much that’ll piss Debra off.” you say with a laugh, trying to numb the pain in your chest. You take a big swig of beer, then lean back further into the couch, as if wishing it would just suck you up and take away the gaping feeling in your chest.

It’s almost 7:00 when you get to Eddie’s house; it took you a while to decide on makeup and shoes, and now you’re running late.

You knock on his door hurriedly, shivering as the cool night air hits your bare legs. You take this time to look down at your outfit one more time, smoothing your hands over the dark green fabric of your dress and letting the small sparkles scrape across your skin.

Your head snaps up when the door opens in front of you, and your breath catches in your throat when you take in the sight of Eddie in his black suit. You notice that the tie he’s wearing is a similar colour to your dress, and you smile, finally realizing why he asked you what you were wearing a few days ago.

“Look at you all dressed up.” you say in a teasing tone, unable to come up with anything else. 

Eddie doesn’t respond for a second, too busy trailing his eyes down your plush figure in your dress. He can see the gentle outline of your soft tummy, and the dip in the neckline makes him struggle to fight back a groan.

“You look beautiful,” he begins, finally looking into your eyes. “Debra’s gonna eat her words.” he tries to backtrack, hoping he didn’t just completely fuck himself over and expose his feelings for you.

“Thanks, but we actually have to get there for her to do that.” you tell him, urging him out the door.

“Let me grab my keys.” he murmurs, beginning to turn, but you’re quick to stop him.

“I’m already forcing you to be my date, you don’t have to drive too.” you say with a laugh. He shakes his head, waving you off quickly.

“I’ll drive. If I know you, you’ll need a few drinks to deal with her all night, anyway.” he teases, and you laugh, shrugging in agreement.

“Yeah, you’re probably right. Thanks.”

On the way to your party, you come up with your relationship timeline, just in case Debra asks. Since he hadn’t met anyone at your work, you figure it would be better to not include that you were friends first. You don’t want to give her any sort of ammunition, and you can already hear her shrill voice in the breakroom tomorrow saying something about it taking a long time for someone to fall for you.

When you’re finally there, Eddie holds his arm out for you, and you loop your own through his, feeling butterflies in your tummy as he leads you through the front doors.

You’re surprised at how fancy the place is; surprised that your company actually bothered to spend any amount of money on a holiday party. 

You both walk over to the bar, slowing down to say a quick greeting to some of your coworkers on the way. When you get there, he orders your drinks for you while you keep an eye out for Debra, trying desperately to ignore that when you took your arm from Eddie’s, he placed his hand on the small of your back.

You still haven’t seen her over a half hour later, but Eddie’s grip on you never holds up. If his arm isn’t looped with yours, his hand is on your back, or his arm is around your waist and his hand is on your hip, squeezing every now and then as you speak to various coworkers.

Everyone seems to love Eddie, too, which you’re not surprised about, but it still warms your heart nonetheless. You can’t wait for Debra to hear your coworkers talking about your handsome, firefighter boyfriend tomorrow.

Almost an hour later, you’re back at the bar for a refill, Eddie having switched to soda after his first drink. You’re taking a sip of your drink, standing in front of Eddie and practically between his legs as he leans his back against the bar, when he suddenly pulls you closer to him by your hips and begins to gently sway you both side to side.

“She’s here.” he whispers in your ear with a smile plastered onto his face; just in case Debra looks over and sees him. 

Of course she shows up ‘fashionably late” to the party, you think, she just wants everyone to see her grand entrance.

He has no idea what Debra even looks like, but it’s not hard to realize that the woman who just walked in is definitely her. He can hear her shrill voice from his spot at the bar, and the way she looked around the crowd when she walked in made it clear to him that she was looking for everyone to notice her.

You almost choke on your drink when he pulls you to his chest, and one of your hands goes up to his shoulder, keeping yourself steady in your heels as he sways you back and forth in time with the music.

“What do I do?” you say, all the things you had thought about doing now in the wind when you actually need them.

“Just look pretty.” he whispers, then brings one hand up to the side of your neck. He leans in impossibly closer, and you feel goosebumps erupting on your skin as his hot breath hits your neck.

“She’s looking.” he says, letting out a soft chuckle to really play it up. You swallow, tilting your head back to laugh along with him, hoping she can see just how close he’s holding you.

You’re in luck, because a minute later, you hear her call your name. “You brought a date? I didn’t think you had one.” she says as you turn in Eddie’s grip and begin to walk toward her. Eddie follows you, keeping a hand firmly on your hip as he stands beside you. You give her a big, smug smile, tilting your head towards Eddie.

“Debra, this is my boyfriend. Eddie.” is all you say, looking over at him, as if making sure for one final time that he’s okay with this.

“Nice to meet you.” he says as he outstretches his hand. Debra laughs incredulously, but shakes his hand. You don’t miss how her eyes trail down his body, no doubt taking in his muscular form. Your smile widens at her clear disbelief, and the dull pain in your chest from knowing that this is completely fake fades at the satisfaction of rendering her speechless for once.

“Well, this is my boyfriend, Max. He’s a lawyer.” she finally says, grabbing the man’s arm and pulling him closer to her. 

He’s attractive, you’ll admit, but he’s nothing compared to Eddie. He’s slightly taller, but not as muscular, and Eddie is much more handsome than him.

Max shakes your hand, and then Eddie’s, and then Debra speaks again.

“And, what is it you do?” she asks Eddie.

“I’m a firefighter-paramedic with the LAFD.” he tells her with a smirk, squeezing your hip a couple times. You lean into him, tilting your head up to look at him, and with your attention temporarily on Eddie, you don’t see that Debra does not like this act of PDA.

“How…noble.” she tells him, and you scoff under your breath, looking away for a moment before you finally snap back.

“He was in the army. Got a Silver Star for saving his troop mates from a helicopter crash.” you tell her. You try to keep your tone happy and relaxed, but Eddie can sense the edge in your voice. He leans in to whisper in your ear, using two of his fingers to tilt your chin up.

“How about you get us some new drinks?” he whispers. He has absolutely no problem playing this fucked-up game with Debra, and he can tell that you need a break already.

You nod with a small smile, then excuse yourself, walking back over to the bar while trying to keep your eye on Eddie.

You know he can hold his own, but you also know Debra. She has a special way of getting on your nerves and making you see red.

When you finally get your refills, you make your way back, but when you hear the conversation between Eddie and Debra, you stop in your place, listening intently.

“What do you mean?” Eddie asks, confusion and a hint of anger in his voice.

“I’m just saying that she didn’t tell anyone she was bringing a date. When I told her about Max, she didn’t say anything about you.” Debra replies, her voice calm and nonchalant, even though her brows were narrowed accusatorily.

“She’s a pretty private person. She doesn't like flaunting her personal life at work.” he replies, matching her tone. You can see the slight downturn of his lips from your spot, and butterflies fill your tummy as you think about him actually defending you.

Debra opens her mouth to respond, but before she can say a word, Eddie begins again, his voice getting slightly louder.

“I don’t know what’s so hard to believe about this. She’s gorgeous, and smart, and sweet, and a lot nicer than you seem to be. I’m lucky to be here with her.” he says sternly, and then he turns and walks away from Debra, intent on getting the last word in and stunning her to silence. 

His eyes set on you as soon as he turns, and he closes the distance between you two, grabbing your hips quickly and pulling you against him. He rests his forehead against your chest, feeling white hot anger flooding his body at Debra’s insistence that you shouldn’t have a date. 

He inhales your scent, your mere presence helping to slow his heartbeat, and his grip on your hips helping to ground him.

You tilt your head back, letting him rest against you for a minute as he calms himself down. You desperately want to run your fingers through his hair, but your frigid fingers gripping the two chilled glasses tightly stops you from doing so.

When he finally lifts his head and looks down at you, you tilt your head to the side, your anger for Debra now completely triumphed by your appreciation for Eddie.

“Did you mean it?” you whisper, looking up at him with wide eyes.

“Mean what?” he asks, tilting his head the same way as yours. The urge to cup your cheek becomes too overwhelming for him to resist, and he raises his hand, running a thumb across your warm skin. He mustn’t have known you were listening, you think.

“All the stuff you said.” you clarify, your eyes searching his desperately.

He chuckles softly, his eyes softening at the timid way you speak.

“Of course I meant it. How could I not mean it?” he tells you, leaning his face down closer to yours.

You try to fight back the smile, but after a second, the smile erupts onto your face, brightening up your face and making your face scrunch up in joy.

He doesn’t miss the way your eyes dart down to his lips. It’s only for half of a second, but he catches it. Without thinking any further, he pushes his lips to yours, sighing into the kiss as he feels you melt into his arms.

The kiss starts off slow, like neither of you can believe this is finally happening, but it quickly becomes deeper and more passionate. 

His hands move from your hips to your back, pulling you flush against him, and then he lifts one hand up to your jaw, tilting your head up into the kiss just that little bit more.

You’re so lost in the kiss that you don’t notice Debra watching with a scowl, no doubt pissed off that she was proven wrong. You finally have to force yourself away from him when his tongue tries to slip past your lips, still having half a mind to remember where you are.

“Should we get out of here? We probably shouldn’t be doing this here; I’m still technically at work.” you say in a teasing voice, beaming up at him as he rests his forehead against yours.

“I’ve been wanting to drag you out of here all night. If it were up to me, I would’ve taken you to bed as soon as I opened my front door and saw you in that dress.” he rasps, giving your nose a soft kiss.

“Yeah, you like it?” you whisper. Truthfully, you picked it out with him in mind. You secretly hoped that he’d love it as much as he seemed to.

“You have no idea.” he tells you earnestly, then grabs the drinks from your hands and sets them on a nearby table before taking your hand and drags you out to his car. You giggle the whole way, unable to believe what’s happening.

Who knew that fake dating for your work Christmas party would end in you having a real boyfriend?

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[democracyunderground]

President Trump on Tuesday revoked a decades-old executive order that strengthened protections against workplace discrimination.

Why it matters: Trump's desire to dismantle diversity, equity and inclusion initiatives in the federal government's employment practices could set the tone for private companies nationwide to do the same.

Trump's executive order targeting DEI practices undid a whole host of previous orders that sought to prohibit discrimination in the workplace. Among the landmark pieces of legislation were anti-discrimination rules enacted by President Lyndon Johnson in the Civil Rights era.

What is the Equal Employment Opportunity Act?

Signed by Johnson in 1965, Executive Order 11246, mandated government contractors to give equal opportunity to people of color and women in recruitment, hiring, training and other employment practices.

It prohibited employment discrimination and called on federal contractors to take affirmative action to ensure employees are treated equally, "without regard to their race, creed, color, or national origin."

Johnson signed the act just a year after signing the Civil Rights Act of 1964.

Congress later expanded on the executive order in the Equal Opportunity Employment Act of 1972, increasing the number of employees covered by the workplace protections and requiring state and local governments to follow the rules outlined.

What does Trump's executive order say?

Trump's expansive executive order states that "Executive Order 11246 of September 24, 1965 ... is hereby revoked."

The executive order claims that both the private and public sectors "have adopted and actively use dangerous, demeaning, and immoral race- and sex-based preferences," and that these DEI practices "can violate the civil-rights laws of this Nation."

It noted that federal contractors could continue complying with the act for the next 90 days.

Caveat: Trump's executive order targets the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP), which enforces Executive Order 11246.

It orders the OFCCP to "immediately cease" promoting diversity, holding federal contractors and subcontractors responsible for affirmative action practices, and "allowing or encouraging" those same entities "to engage in workforce balancing" on the basis of race, sex, sexual orientation, religion and nation of origin.

What's been the response?

Trump's executive order has already sparked outcry from civil rights leaders and advocacy groups.

"Diversity, equity, and inclusion are aligned with American values," National Urban League president Marc H. Morial told Axios. "They are about uniting us, not dividing us. Efforts to paint DEI as a preference program are nothing more than campaigns of smear and distortion."

Judy Conti, government affairs director of the National Employment Law Project, slammed Trump's executive order in a statement Wednesday.

"This is not a return to so-called 'meritocracy.' Rather, it's an attempt to return to the days when people of color, women, and other marginalized people lacked the tools to ensure that they were evaluated on their merits," Conti said.

[mariacallous]

A rightwing group that has created a series of blacklists to target federal workers it believes the Trump administration should fire has received funding for the project by the thinktank behind Project 2025.

A recent list created by the American Accountability Foundation called the “DEI Watch List” includes mostly people of color with roles in government health roles alleged to have some tie to diversity initiatives. Another targets education department employees in career roles who “cannot be trusted to faithfully execute the agenda of the elected President of the United States”. One calls out the “most subversive immigration bureaucrats”.

Tom Jones, the president of the American Accountability Foundation, said the organization had plans to add to its existing lists and create more. The group was designed to go after the “DC bureaucrats and leftist organizations” that had been allowed “to subvert, obstruct, and sabotage the America First agenda”, according to its website.

Founded in 2020, the group received $100,000 in funding for its first watchlist – focused on the Department of Homeland Security – from the Heritage Foundation, the rightwing thinktank behind the conservative blueprint Project 2025. The foundation called its list initiative “Project Sovereignty 2025” and said it was aimed at exposing the people behind the scenes who were advancing Biden’s border policies.

“We are extremely grateful to the Heritage Foundation for this great honor and opportunity,” Jones said at the time the prize was announced. “The scourge of woke open-borders-loving bureaucrats obstructing border security and facilitating the invasion of our country is something that needs to be brought to the attention of the American people.”

The subsequent lists on education and DEI were not funded by Heritage, the foundation said.

On its X page, the American Accountability Foundation frequently posts about specific federal staffers, sharing their photos and social media pages. In a post on Wednesday, the group pointed to an article in Politico in which a former federal prosecutor detailed how he and others had worked to push back against Trump’s so-called Muslim ban in 2017 because they believed it was illegal. “This is exactly why we are putting together lists of bureaucrats who will do the same,” the foundation wrote on X. “This is a threat to democracy.”

The direct naming and shaming of employees has federal workers on edge. After the project was announced, but before the lists were made public, the American Federation of Government Employees, the largest federal employee union, said the move was an “intimidation tactic to try to menace federal workers and sow fear”.

Project 2025, the Heritage guide for a second Trump presidency, also included a pillar dedicated to staffing an incoming Trump administration, though it was focused on building a database of potential hires who would advance the conservative agenda should Trump win and training people on how to serve in government jobs. That database was not made public, and Trump’s team tried to distance itself from Project 2025 during the campaign by saying it would not hire from it. In practice, Trump has staffed up the government with a host of people tied to the project, including big names like Russ Vought, the nominee to lead the budget office who was a key figure behind Project 2025.

The exact criteria for inclusion on the public blacklists isn’t clear. Jones said the group culls public information to decide whether a person should be included. For the DEI watchlist, Jones said, he wanted to include people beyond those who had specific diversity work in their job titles and instead those who somehow advanced DEI agendas. The DHS list includes immigration judges, lawyers, policy advisers and analysts. On the education list, people who worked in student financial aid enforcement were targeted because the group believes the Biden administration went after colleges for ideological reasons, specifically Christian and career colleges.