Tech News
One point everyone can agree on in the DEI debate

I was recently interviewed by Fortune on the debate around diversity, equity, and inclusion (DEI) programs. As the CEO of a nonprofit that represents shareholders, I approach the issue of human capital management from a financial and business perspective. After all, it is the fiduciary duty of investors and their representatives—among them asset and retirement fund managers—to reduce material risk and optimize long-term financial sustainability for all stakeholders.
In the interview, I stated that opponents of corporate diversity programs are forcing companies to “underperform.” I was pleased to see that over 1,000 comments were posted in places the interview appeared and that most proponents and detractors had more in common than they may realize. We all seem to agree that employees need to be hired and promoted based on “merit”—that people should be judged on their qualifications and work product, not gender, race, or ethnicity.
I also realized there’s a surprisingly simple way to bring people together on this divisive issue: using a common definition. I propose this one:
Diversity, equity, and inclusion (DEI) are organizational frameworks that seek to promote the fair treatment and full participation of all people based on merit.
Notice it doesn’t say that diversity is about creating “race quotas” or discriminating against white men (both are illegal). Diversity programs are meant to promote workers based on merit for “all people”—not just women, veterans, people with disabilities, and non-whites. Businesses need DEI to eliminate all-too common “glass ceilings” that override merit to block women and people of color from promotions that maximize business outcomes.
So how do we achieve meritocracy when the people making hiring and promotion decisions may have unconscious bias, as they are naturally more at ease and understand applicants who look like them, grew up in similar circumstances, and went to the same universities? How can viewpoints from different lived experiences help build high-performance teams to solve business problems? The answer is exposing bias with diversity training.
Nondiscrimination in corporations isn’t just an ethical or legal obligation, it’s good for business. At As You Sow, we analyzed 1.5 million data points measuring gender and race from 1,641 public companies over five years. We found an undeniable statistically significant correlation across sectors that teams with more diverse management outperformed teams with less diversity on eight financial metrics, including: enterprise value growth rate, free cash flow per share, return on invested capital (ROIC), and 10-year total revenue compound annual growth rate (CAGR). In short, if you look at the data, there is no doubt that greater diversity leads to financial outperformance.
A thoughtful commenter of my interview correctly stated, “DEI increased excellence. It was normalized discrimination that sacrifices excellence.” Another added, “Organizations have found that diverse workforces are far more innovative and productive because they benefit from a wider range of thought patterns and experiences.” Given that the data shows greater diversity leads to financial outperformance, why so much resistance?
Studies show members of majority groups may perceive actual meritocracy as “zero-sum,” assuming if someone else makes gains that they will necessarily incur losses. Another common response is to deny the existence of discrimination in the corporation, or for white men to distance themselves from it personally by arguing they are unbiased. A level playing field may feel like punishment, especially for those used to “failing up.”
Much of the misinformation about DEI comes from conservative politicians and biased social media agitators pandering to those objections. They play to insecurities of white males because they know riling up the base is good for voter turnout. However, opposition to diversity efforts goes beyond healthy debate. A recent presidential executive order banning DEI from federal activities shows opponents aim to eliminate diversity by mandate.
For every company that rolls back an aspect of DEI, there are a thousand more continuing diversity programs. Because as JPMorgan Chase CEO Jamie Dimon recently said in defiance of political pressure, DEI is “proper and legal.” Management teams from Costco to Apple have publicly defended diversity programs as essential to their business. Why else would high-profile business leaders take a public stand despite likely political blowback?
When shareholder resolutions meant to end DEI programs were voted on at annual shareholder meetings this year at Deere, Costco, and Apple, more than 98% of investors rejected proposals calling for management to end current diversity efforts. That’s because unlike politicians and online agitators, investors and their representatives have a legal duty to support programs that increase shareholder value.
I often get asked if DEI is on the way out. The acronym may change and there may be fewer references in public reports due to attacks on free speech, but diversity that creates a meritocratic culture and delivers positive business results will never be eliminated. If there’s one thing corporations can be counted on to do, it’s to maximize profits.
The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.
Read more:
- ‘DEI’ might be a blip in history—but the value of diversity and inclusion will persist
- Attacks on DEI assume a level playing field where none exists—and threaten America’s future prosperity
- Trump’s DOJ can’t rewrite the law on DEI. Here’s why companies shouldn’t back down
- Nearly half of company leaders say they plan to stick with their DEI policies despite the Trump-fueled backlash
This story was originally featured on Fortune.com
Tech News
How news organizations should overhaul their operations as the gen AI threatens their livelihoods

Hello and welcome to Eye on AI. In this edition…The news media grapples with AI; Trump orders U.S. AI Safety efforts to refocus on combating ‘ideological bias’; distributed training is gaining increasing traction; increasingly powerful AI could tip the scales toward totalitarianism.
AI is potentially disruptive to many organizations’ business models. In few sectors, however, is the threat as seemingly existential as the news business. That happens to be the business I’m in, so I hope you will forgive a somewhat self-indulgent newsletter. But news ought to matter to all of us since a functioning free press performs an essential role in democracy—informing the public and helping to hold power to account. And, there are some similarities between how news executives are—and critically, are not—addressing the challenges and opportunities AI presents that business leaders in other sectors can learn from, too.
Last week, I spent a day at an Aspen Institute conference entitled “AI & News: Charting the Course,” that was hosted at Reuters’ headquarters in London. The conference was attended by top executives from a number of U.K. and European news organizations. It was held under Chatham House Rules so I can’t tell you who exactly said what, but I can relay what was said.
Tools for journalists and editors
News executives spoke about using AI primarily in internally-facing products to make their teams more efficient. AI is helping write search engine-optimized headlines and translate content—potentially letting organizations reach new audiences in places they haven’t traditionally served, though most emphasized keeping humans in the loop to monitor accuracy.
One editor described using AI to automatically produce short articles from press releases, freeing journalists for more original reporting, while maintaining human editors for quality control. Journalists are also using AI to summarize documents and analyze large datasets—like government document dumps and satellite imagery—enabling investigative journalism that would be difficult without these tools. These are good use cases, but they result in modest impact—mostly around making existing workflows more efficient.
Bottom-up or top-down?
There was active debate among the newsroom leaders and techies present about whether news organizations should take a bottom-up approach—putting generative AI tools in the hands of every journalist and editor, allowing these folks to run their own data analysis or “vibe code” AI-powered widgets to help them in their jobs, or whether efforts should be top-down, with the management prioritizing projects.
The bottom-up approach has merits—it democratizes access to AI, empowers frontline employees who often know the pain points and can often spot good use cases before high-level execs can, and frees limited AI developer talent to be spent only on projects that are bigger, more complex, and potentially more strategically important.
The downside of the bottom-up approach is that it can be chaotic, making it hard for the organization to ensure compliance with ethical and legal policies. It can create technical debt, with tools being built on the fly that can’t be easily maintained or updated. One editor worried about creating a two-tiered newsroom, with some editors embracing the new tech, and others falling behind. Bottom-up also doesn’t ensure that solutions generate the best return on investment—a key consideration as AI models can quickly get expensive. Many called for a balanced approach, though there was no consensus on how to achieve it. From conversations I’ve had with execs in other sectors, this dilemma is familiar across industries.
Caution about jeopardizing trust
News outfits are also being cautious about building audience-facing AI tools. Many have begun using AI to produce bullet-point summaries of articles that can help busy and increasingly impatient readers. Some have built AI chatbots that can answer questions about a particular, narrow subset of their coverage—like stories about the Olympics or climate change—but they have tended to label these as “experiments” in order to help flag to readers that the answers may not always be accurate. Few have gone further in terms of AI-generated content. They worry that gen AI-produced hallucinations will undercut trust in the accuracy of their journalism. Their brands and their businesses ultimately depend on that trust.
Those who hesitate will be lost?
This caution, while understandable, is itself a colossal risk. If news organizations themselves aren’t using AI to summarize the news and make it more interactive, technology companies are. People are increasingly turning to AI search engines and chatbots, including Perplexity, OpenAI’s ChatGPT, and Google’s Gemini and the “AI Overviews” Google now provides in response to many searches, and many others. Several news executives at the conference said “disintermediation”—the loss of a direct connection with their audience—was their biggest fear.
They have cause to be worried. Many news organizations (including Fortune) are at least partly dependent on Google search to bring in audiences. A recent study by Tollbit—which sells software that helps protect websites from web crawlers—found that clickthrough rates for Google AI Overviews were 91% lower than from a traditional Google Search. (Google has not yet used AI overviews for news queries, although many think it is only a matter of time.) Other studies of click through rates from chatbot conversations are equally abysmal. Cloudflare, which is also offering to help protect news publishers from web scraping, found that OpenAI scraped a news site 250 times for every one referral page view it sent that site.
So far, news organizations have responded to this potentially existential threat through a mix of legal pushback—the New York Times has sued OpenAI for copyright violations, while Dow Jones and the New York Post have sued Perplexity—and partnerships. Those partnerships have involved multiyear, seven-figure licensing deals for news content. (Fortune has a partnership with both Perplexity and ProRata.) Many of the execs at the conference said the licensing deals were a way to make revenue from content the tech companies had most likely already “stolen” anyway. They also saw the partnerships as a way to build relationships with the tech companies and tap their expertise to help them build AI products or train their staffs. None saw the relationships as particularly stable. They were all aware of the risk of becoming overly reliant on AI licensing revenue, having been burned previously when the media industry let Facebook become a major driver of traffic and ad revenue. Later, that money vanished practically overnight when Meta CEO Mark Zuckerberg decided, after the 2016 U.S. presidential election, to de-emphasize news in people’s feeds.
An AI-powered Ferrari yoked to a horse cart
Executives acknowledged needing to build direct audience relationships that can’t be disintermediated by AI companies, but few had clear strategies for doing so. One expert at the conference said bluntly that “the news industry is not taking AI seriously,” focusing on “incremental adaptation rather than structural transformation.” He likened current approaches to a three-step process that had “an AI-powered Ferrari” at both ends, but “a horse and cart in the middle.”
He and another media industry advisor urged news organizations to get away from organizing their approach to news around “articles,” and instead think about ways in which source material (public data, interview transcripts, documents obtained from sources, raw video footage, audio recordings, and archival news stories) could be turned into a variety of outputs—podcasts, short form video, bullet-point summaries, or yes, a traditional news article—to suit audience tastes on the fly by generative AI technology. They also urged news organizations to stop thinking of the production of news as a linear process, and begin thinking about it more as a circular loop, perhaps one in which there was no human in the middle.
One person at the conference said that news organizations needed to become less insular and look more closely at insights and lessons from other industries and how they were adapting to AI. Others said that it might require startups—perhaps incubated by the news organizations themselves—to pioneer new business models for the AI age.
The stakes couldn’t be higher. While AI poses existential challenges to traditional journalism, it also offers unprecedented opportunities to expand reach and potentially reconnect with audiences who have “turned off news”—if leaders are bold enough to reimagine what news can be in the AI era.
With that, here’s more AI news.
Jeremy Kahn
jeremy.kahn@fortune.com
@jeremyakahn
Correction: Last week’s Tuesday edition of Eye on AI misidentified the country where Trustpilot is headquartered. It is Denmark. Also, a news item in that edition misidentified the name of the Chinese startup behind the viral AI model Manus. The name of the startup is Butterfly Effect.
This story was originally featured on Fortune.com
Tech News
How to watch the First Four of the 2025 NCAA Tournament for free—and without cable

- The First Four games of the NCAA Tournament are being held Tuesday and Wednesday, March 18 and 19. They’re an appetizer, of sorts, for the first round of March Madness, one of the most anticipated basketball tournaments of the year.
Selection Sunday is behind us. Now it’s time for March Madness to get underway. (Sorry, HR directors!)
The NCAA Tournament is one of the highlights of spring and while the Round of 64 will get underway later this week, fans will get an appetizer starting tonight with the First Four games.
This matchup sees the four lowest-seeded automatic qualifiers and the four lowest-seeded at-large teams face off in an attempt to make it to the official tournament. It’s where Cinderella stories are born and where longshot bets can pay off (though rarely do).
Here’s a look at who’s playing in the First Four—and some options to watch them.
What is the schedule for the NCAA Tournament’s First Four games?
Here’s who’s playing in the First Four.
Tuesday, March 19
St. Francis vs. Alabama State, 6:40 p.m. ET on TruTV
UNC vs. San Diego State, 9:10 p.m. ET on TruTV
Wednesday, March 20
Mt. St. Mary’s vs. American, 6:40 p.m. ET on TruTV
Xavier vs. Texas, 9:10 p.m. ET on TruTV
How can I watch the First Four games for free?
Ok, here’s the bad news. None of the First Four games will be broadcast over the air, meaning you’ll need either a cable subscription or a streaming service to watch. Many streaming services have done away with free trials, but a few remain. See below for details.
Can I watch the 2025 First Four games online?
Yep! Here are a few other options.
Max
The one-time HBO Max doesn’t have a free trial, unfortunately. Subscriptions start at $9.99 per month.
Disney+
Disney’s bundle of Disney+, Hulu and ESPN+ no longer has a free trial, so you’ll have to pay $17 per month for all three combined (or $30 per month for no ads on Hulu).
Including Live TV in the bundle bumps the price to $77 per month ($90 with no ads).
Hulu with Live TV
The free trial on this service lasts three days. Afterward, it will cost you $77 per month.
YouTubeTV
After a free trial, you can expect monthly charges of $73.
Sling TV
Dish Network’s Sling lower-tiered “Orange” plan will run you $40 per month. Adding the more comprehensive “Blue” plan bumps the cost to $55 per month. The seven-day free trial has disappeared, unfortunately.
DirecTV Stream
Formerly known as DirecTV Now, AT&T TVNow and AT&T TV, this oft-renamed streaming service will run you $80 per month and up after the free trial option.
Fubo TV
This sports-focused cord-cutting service carries broadcast networks in most markets. There’s a seven-day free trial, followed by monthly charges of $80 and up, depending on the channels you choose.
Can I watch any March Madness games on Amazon Prime Video?
No. March Madness do not stream on Amazon, unless you purchase a subscription to a streaming service.
This story was originally featured on Fortune.com
Tech News
Cathie Wood says most memecoins will end up ‘worthless’

Most of the so-called memecoins that are flooding the $2.6 trillion cryptocurrency space will probably end up “worthless,” according to Cathie Wood.
The combination of blockchain technology and artificial intelligence is creating “millions” of meme cryptocurrencies that “are not going to be worth very much,” the ARK Investment Managment LLC founder and CEO told Bloomberg Television on Tuesday, adding that her private funds are not putting money into these coins.
Memecoins are a type of digital asset often inspired by jokes, current events or trends in popular culture. In February, the US Securities and Exchange Commission said memecoins are not considered securities so they will remain unregulated.
“If I have one message for those listening who are buying memecoins: buyer beware,” said Wood. “There’s nothing like losing money for people to learn, and they’ll learn that the SEC and regulators are not taking responsibility for these memecoins.”
This story was originally featured on Fortune.com
-
Tech News3 months ago
How Costco’s formula for reaching uncertain consumers is pushing shares past $1,000 to all-time highs
-
Tech News3 months ago
Luigi Mangione hires top lawyer—whose husband is representing Sean ‘Diddy’ Combs
-
Tech News3 months ago
Lego bricks have won over adults, growing its $10 billion toy market foothold—and there’s more to come
-
Tech News3 months ago
Quentin Tarantino thinks movies are still better than TV shows like Yellowstone
-
Tech News3 months ago
Inside the FOMC: Boston Fed President Susan Collins on changing her mind, teamwork, and the alchemy behind the base rate
-
Tech News3 months ago
Nancy Pelosi has hip replacement surgery at a US military hospital in Germany after falling at Battle of the Bulge ceremony
-
Tech News3 months ago
Trump and members of Congress want drones shot down while more are spotted near military facilities
-
Tech News3 months ago
Hundreds of OpenAI’s current and ex-employees are about to get a huge payday by cashing out up to $10 million each in a private stock sale