fake electors plot, for example, came to be? does not hold as much water as we are led to believe that it does? the i don t think so, we ve been looking at the substance of the memos evolved from one where he mentioned, okay, this is just about the wisconsin memo that is referenced in the january 6th indictment, this is just to preserve our legal options. in the event any of the lawsuits are successful. okay, that seems like a legal theory, one could support in a memo. but then, in a subsequent memo, it evolves. and it really starts to talk about it again, more action. not just for preserving our options, but how are we actually going to implement this fake electors scheme. you know, there is also an email that he sends in, december of 2022, john eastman, where he talks about the supreme court justices may be more inclined to act if they had reason to fear that there is going to be chaos on january
looking at the substance of the memos in seeing how the berries evolved from one where he mentioned okay, this is just the wisconsin memo that is reference in the general six indictment, this is just to preserve the legal options in the event any of the lawsuits are successful. that, okay, it seems like a legal theory one could put forward in a memo. but then in the subsequent memos it evolves and it starts to talk about more action not just preserving the options but how are we going to implement this fake elector scheme. there is also an email that he sends in december of 2022 to john eastman where he talks about the supreme court justices may be more inclined to act if they have reason to fear that they will be chaos on january six, maybe they will do something before hand, all of that starts to take something again not theory, but action. this is a plan he wanted to implement and it is an illegal
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preferences in hiring, promotions and contracting after the scotus decision saying we remind you of your obligations as an employer to refrain from discriminating on the basis of race whether under the label of diversity, equity and inclusion or otherwise. while companies are publicly saying they re committed to diversity initiatives there is legal exploration whether they should adjust their practices on their end and we see it at work even if it s not something they re saying publicly. in december of 2022, the 12 month attrition rate or people let go in dei roles was 33%. much higher than 21% for the non-dei roles. the fallout hitting the markets as well. s&p global dropped its scale that measures environmental, social and governance factors when assessing a company s credit quality and instead focusing on the whole company.
the bases of race, whether under the label of diversity, equity inclusion, or otherwise. these companies, they are being very public and saying that they are committed to diversity initiatives. behind the scenes they are in talks with their lawyers around whether or not they should adjust their practices. even before they officially announce a change in hiring or promotion practices, if you just look in the companies we are already seeing a change. in december of 2022, 12-month attrition rate was 22% higher than those in none dei roles. and in florida and texas, the governors have signed legislation on dei at public colleges and universities this year. the florida legislation bans public colleges and universities from spending money on dei programs, the texas legislation dismantled the offices and programs from public universities and colleges.