Discrimination complaint filed against Bud Light, Anheuser-Bush — Last week, America First Legal filed a federal civil rights complaint against Bud Light’s parent company, Anheuser-Busch (a division of InBev), for “illegal, racist and sexist hiring practices.”
An interesting twist indeed to the recent marketing debacle that sent shares of the former #1 beer brand—once favored by hard-working, no nonsense Americans—plummeting.
The legal move formally requests that the U.S. Equal Employment Opportunity Commission (EEOC) open a civil rights investigation of Anheuser-Busch’s systemic and discriminatory hiring, promotion and job-training employment practices.
Under the cloak of “equity,” America First Legal explains, woke companies such as Anheiser-Busch proudly discriminate based on race, color, national origin and sex in their employment practices.
Cited Examples
AFLegal—For example, Anheuser-Busch created a Leadership Accelerator Program that provides “formal mentorship, executive interaction, and leadership development curriculum for those who identify with historically underrepresented groups as they join our organization in a full-time capacity.” Only specific individuals of specified races, colors, and national origins – notably excluding White and Asian Americans – are invited to apply:
To fuel these efforts, we have launched the Leadership Accelerator program. This program provides formal mentorship, executive interaction, and leadership development curriculum for those who identify with historically underrepresented groups as they join our organization in a full-time capacity. We encourage candidates who identify as Black, Latinx and Native American to apply, as well as those who identify with a historically underrepresented group.
Anheuser-Busch’s 2022 Annual Report highlights serious bias
AFLegal—In Anheuser-Busch’s 2022 Annual Report, the company highlights its “Diversity, Equity, and Inclusion” initiative as a “global priority for AB InBev’s Senior Leadership Team.” The company created a Global DEI “Council”, chaired by its CEO, “dedicated to collaborating on impactful decisions and championing DEI at the highest levels of the organization.”
This “DEI” initiative, however, appears to be nothing more than a vehicle to implement race, national origin, and sex quotas in hiring and promotion.
For example, the company affirms that its “DEI strategy has driven results” that include increasing “overall representation of women in top leadership positions.”
Unclear how does this company defines “women” these days
AFLegal—Notably, the company fails to define what it means by the term “women.” As the corporation responsible for Bud Light, and as an eager and willing partner with and funder of “transgender activist” and biological male Dylan Mulvaney, it is safe to assume that the company’s definition of a woman is not limited to biological females.
Additional company initiatives included
Additional company initiatives mentioned in AFLegal’s letter include “discriminatory national origin-based hiring and internship programs launched by its Presidente brand in the U.S., including a scholarship fund “for Hispanic students only.”
The complaint also mentions another unlawful race-based scholarship and internship program launched by Budweiser and the United Negro College Fund that was only available to black college students.
Asian and “White” persons were notably not included in the various highly-targeted initiatives.
Read AFLegal’s letter for yourself here: https://aflegal.nyc3.digitaloceanspaces.com/wp-content/uploads/2023/04/09040909/EEOC-Complaint_Anheuser-Busch-AB-InBev-Corporation-Final-Letter.pdf
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- Bud Light, Target: Haven’t the Dodgers Learned Anything? As a sports team owner, I know better – by Tim Busch
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