>>22601503

>John Snow Incorporated

>>22601534

>o, look what pops up on a search of John Snow Inc!

Related Awards

Parent Award Unique Key

CONT_IDV_AIDGPOI000600007_7200

https://www.usaspending.gov/award/CONT_IDV_AIDGPOI000600007_7200

Description

PRH/CSL-DELIVER NEW AWARD

North American Industry Classification System (NAICS)Code

54 : Professional, Scientific, and Technical Services

5419: Other Professional, Scientific, and Technical Services

541990: All Other Professional, Scientific, and Technical Services

Product or Service Code(PSC)

PRODUCTS

99: MISCELLANEOUS

9999: MISCELLANEOUS ITEMS

>>22601635

>The King and Queen of the criminal illegal invasion, Samantha Power (born in the UK) and her husband Cass Sunstein.

do anons believe this Tony Seruga faggot? he was resurrected from a while ago in muh X algorithm and just keeps showing up with his "GPS data" analysis but never shows the data

>>22601635

>>22601750

>do anons believe this Tony Seruga faggot? he was resurrected from a while ago in muh X algorithm and just keeps showing up with his "GPS data" analysis but never shows the data

>>22601781

#20638620 at 2024-03-27 23:38:15 (UTC+1)

Q Research General #25313: EBaKE Take 2

BREAKING: Whistleblower Claims Michael Avenatti Reportedly Revealed Michael Cohen Was Having Affair With Stormy Daniels Since 2006-Cooked Up Hush Money Scheme To Extort Trump Before 2016 Election

Mar. 27, 2024 6:00 pm

https://www.thegatewaypundit.com/2024/03/breaking-whistelblower-claims-michael-avenatti-reportedly-revealed-michael/

tony seruga is a very popular commentator on Twitter. In his profile, the conservative commentator with over 77K followers, Mr. seruga, states that he's an Intel Ops CIA/NSA Contractor/Whistleblower.

This afternoon, Mr. seruga dropped a bombshell, and if true, it could blow up the whole Stormy Daniels affair with Trump lie that the mainstream media and Democrats have been clinging to since 2015.

tony seruga claims he used to share office space with the convicted felon and former attorney, Michael Avenatti, who represented porn star Stormy Daniels in her case alleging that then-presidential candidate Donald J. Trump paid her hush money to keep their alleged "affair" out of the public.

seruga's tweet begins: "I spoke with Michael Avenatti, who at one timehad an office in the same building as one of my businesses in Newport Beach, CA (in November 2018, a few days after his arrest on suspicion of domestic violence, Avenatti's law firm was evicted from those same offices in Newport Beachafter skipping $213,000 worth of rent payments.)."

He explained how the conversation between him and the dirty lawyer, Michael Avenatti, was initiated:

"Avenatti was working a long con against Tully's Coffee and actor Patrick Dempsey. Avenatti Global Baristas, the parent company of the Tully's coffee chain that was founded by Michael Avenatti, had agreed to never again use the Tully's name, but Avenatti was lying.

He wanted to use my trademark attorney Rod Underhill to take control of the Tully's Coffee name and trademarks. I learned later it was yet another attempt to extort money from Keurig Green Mountain."

Here's where seruga's story gets to be very interesting as it relates to Stormy Daniels and former Trump attorney Michael Cohen, "In any case, Avenatti shared details of his client Stormy Daniels, whose real name is Stephanie Clifford, case and the fact that her and Michael Cohen were actually having an affair since 2006."

And then, seruga drops a bombshell:

"The whole hush money scheme was cooked up by Michael Cohen to extort the Trump Organization before the 2016 election. Avenatti seemed pleased at how deviant Michael Cohen was."

seruga followed up his first tweet by explaining how the shady lawyer Michael Avenatti bragged about the scheme more than once and even bragged about it to former NBA star Dennis Rodman on the patio in Corona Del Mar, CA. In addition to being one of the all-time best defensive players in the NBA, Dennis Rodman is known for his relationship with Madonna and his unusual friendship with North Korean Dictator Kim Jong Un. So, it's pretty easy to believe Rodman could be friends with the flamboyant CA lawyer Michael Avenatti.

"Understand, Michael Avenatti is a serial liar, but he did speak about his client (that he would later steal from) and Michael Cohen's affair touching on their scheme to bilk the Trump Organization out of money. He spoke about it on more than one occasion. He was very passionate that Trump had not signed the NDA making it null and void. One time, in fact, he was bragging about it to Dennis Rodman at the Port Restaurant out on the patio, in Corona Del Mar, CA. I was only half listening as I had heard it all before, but Dennis Rodman seemed engaged in the conversation."

"I would have no problem testifying," Trump said. "I didn't do anything wrong." more…

>>22601901

>BREAKING: Delta Plane Outbound from Minneapolis Crashes in Toronto - 2/17/25

>>22601841

>Delta

>>22601804

>Delta flight crashes in Toronto, resulting in 12 fatalities and 68 injuries.

ignificant damage to our reputation and brand, including as a result of significant adverse publicity or inability to achieve

certain sustainability goals, could materially adversely affect our business and financial results.

Maintaining our reputation and global brand is critical to our business. We operate in a highly visible and public

environment with significant real-time exposure to traditional and social media. Adverse publicity, whether justified or not, can

rapidly spread, including through social or digital media. In particular, passengers can use social media to portray interactions

with Delta, without context, in a manner that can be quickly and broadly disseminated. To the extent we are unable to respond

in a timely and appropriate manner to adverse publicity, our brand and reputation may be damaged.

Our reputation and brand could also be adversely impacted by, among other things, failure to make progress toward and

achieve our environmental sustainability and diversity, equity andinclusion goals,as well as public pressure from investors or

policy groups to change our policies or negative public perception of the environmental impact of air travel. For example, we

have established ambitious goals to reduce our greenhouse gas emissions. Achieving these ambitious goals will require

significant capital investment from manufacturers and other stakeholders, as we are unable to achieve these goals using our

existing fleet, current technologies and available fuel sources. We are continuing to develop our climate strategy and transition

plan; however, our ability to execute on such a plan is subject to substantial risks and uncertainties, as it is dependent on the

actions of governments and third parties and will require, among other things, significant capital investment, including from

third parties, research and development from manufacturers and other stakeholders, along with government policies and

incentives to reduce the cost, and incent production, of SAF and other technologies that are not presently in existence or

available at scale. Significant damage to our reputation and brand could have a material adverse effect on our business and

financial results, including as a result of litigation related to any of these matters

https://s2.q4cdn.com/181345880/files/doc_downloads/annual/2024/dal-12-31-2023-10k-2-12-24-filed.pdf

>>22601936

A MESSAGE FROM ED BASTIAN

Building a More Equitable World

Delta is committed to pushing toward a more

just and equitable world for all.That includes

a commitment to improving the diversity of

our people at all levels of the company, with

measurable goals and transparency that we

outline in our annual “Close the Gap” report.

While we still have a long journey ahead, we

are heartened to report that Delta increased the

representation ofwomen, Black talent and other

underrepresented racial and ethnicgroups in

roles across the company in 2022.

Additionally, Delta accelerated an essential

partnership with OneTen, an organization

that aims to hire, promote and advance one

million Black individuals into family-sustaining

careers over ten years. Our intentional Skills-

First approach to identifying talent removes

unnecessary barriers to higher-earning jobs

and careers, such as eliminating four-year

college degree requirements for most roles

and establishing a Skills-First Apprenticeship

Program and occupation-specific acade

>>22601961

>A MESSAGE FROM ED BASTIAN

muh equity

muh diversion

>>22601961

>A MESSAGE FROM ED BASTIAN

>Building a More Equitable World

>>22601968

5150

REFLECTING THE WORLD

We actively seek diversity, boldly pursue equity and consciously

promote inclusion to foster a sense of belonging for all employees.

We value all perspectives because we know our differences make

us stronger. We are on a mission as a global company to better

reflect our world through our hiring practices and retention of

employees. We are an equal opportunity employer. We actively

seek diversity in hiring, internally and externally, with a skills-first

mindset and take deliberate actions to reduce bias through the

talent life cycle. Delta is committed to hiring the most qualified

candidate in each instance.

>>22601988

>>22601968

>>A MESSAGE FROM ED BASTIAN

>muh equity

>muh diversion

2/6/22, 4:29 PM Delta Air Lines Announces Updates to Diversity and Inclusivity Efforts | TravelPulse

https://www.travelpulse.com/news/airlines/delta-air-lines-announces-updates-to-diversity-and-inclusivity-efforts.html 1/3

Last updated: 10:22 AM ET, Mon January 17 2022

TRENDING NOW

Delta Air Lines Announces

Updates to Diversity and

Inclusivity Efforts

AIRLINES & AIRPORTS | DELTA AIR LINES | DONALD WOOD | JANUARY 17, 2022

Delta Air Lines has worked to create a more inclusive workplace and shared

updates and progress on its goals to become an equitable, anti-racist

organization.

The airline has focused on the recruitment of more ethnically diverse talent to

fill new leadership roles, identified DEI managers and ambassadors in most

operating divisions, fostered inclusive environments and more.

Delta also reimagined its talent

strategy by increasing the number of

external Black candidates for general

manager, director and managing

director from six percent to 19

percent, curated an apprenticeship

program scheduled to launch

To address inequity, the airline

converted part-time reserve

employees, 70 percent of whom were

minorities, to full-time employees,

and invested in its leadership’s

equity education and understanding.

The carrier is also creating more

opportunities for underrepresented

groups, including becoming a

founding member of OneTen, signing

new partnerships with equity-

focused organizations and stepping

up inclusion training at every level of the company.

Delta continues to support Black business partners by spending $325 million

with Black-owned businesses or 74 percent of the annual targ

>>22602008

>>>A MESSAGE FROM ED BASTIAN

>>muh equity

Delta Pledges To Add Non-Binary Booking Option This Year

by Rich Thomaselli

Last updated: 11:00 AM ET, Wed January 12, 2022

Almost three years after committing to adding a non-binary option for passengers booking plane tickets, Delta Air Lines this week said it pledges to make sure it happens in 2022.

The airline has been in the national spotlight in the last week after an Arizona mother criticized the Atlanta-based carrier for still featuring just male or female choices when booking.

The mother, Dawn Henry, tried to surprise her 21-year-old child with a ticket but did not see the option for non-binary. Non-binary means the individual identifies as neither male nor female, and many states - and at least two airlines - now accept the 'X' designation for gender.

In fact, the U.S. State Department issued its first gender-neutral passport in October of 2021.

But Delta did not offer that option. Henry then took to social media, and news outlets around the world picked up the story.

Now Delta says it dropped the ball and will rectify the situation it promised to address in 2019.

"Delta Air Lines is a proud, long-time supporter of the LGBTQ+ community and we understand that being seen and acknowledged is part of having an equitable travel experience," a Delta spokesperson said in a statement to NBC News. "While we quickly shifted focus due to COVID in early 2020 to helping customers navigate the rapidly changing environment and government regulations, we are back on track to be able to offer a non-binary gender option in our booking systems in 2022."

Delta would join American and United in offering a non-binary option during the booking process. Those three carriers were part of a group of six major airlines pledging to add non-binary options. To date, Delta, Alaska Airlines, JetBlue and Southwest have yet to do so.

"There's a major problem with Delta and possibly some other airlines not adapting their computer system to correspond to the reality that people have official government documents that recognize their nonbinary gender identity," Josh Block, a senior attorney for the American Civil Liberties Union's LGBT & HIV Project, told NBC News. "…Businesses have an obligation to make sure that nonbinary people have equal service, and if that requires investing money to update your computer system, then that's what a business needs to do."

For the latest travel news, updates and deals, subscribe to the daily TravelPulse newsletter.

https://www.travelpulse.com/news/airlines-airports/delta-pledges-to-add-non-binary-booking-option-this-year

>>22602018

>>>>A MESSAGE FROM ED BASTIAN

>>>muh equity

ADVANCING DIVERSITY,

EQUITY AND INCLUSION

The goals we’ve set for diversity, equity

and inclusion will continue to be a

critical focus this year. We will actively

seek diversity, boldly pursue equity

and consciously promote inclusion.

Some of our specific areas of focus

include: strengthening our pipeline to

have stronger diversity and representation

in our employee base, continuing to

enhance the diversity of our Board of

Directors, assessing for bias in our talent

processes, pursuing equity, creating

more opportunities for underrepresented

people and increasing inclusion training.

While we’ve made great progress in these

areas already, the journey is ongoing.

https://www.responsibilityreports.com/HostedData/ResponsibilityReportArchive/d/NYSE_DAL_2021.pdf

>>22602065

Closing the Gap

Closing the Gap is one way we measure the success of our commitment to Diversity, Equity & Inclusion. Closing the Gap focuses on narrowing the representation gaps between frontline level employees and other levels of Delta Air Line employees. Read about how we’re working toward narrowing representation gaps.

Here is a snapshot of each demographic’s representation by grade level as of 2023.

https://www.delta.com/us/en/about-delta/diversity

Frontline*: Women: 42.0%; Men: 58.0%; White: 48.7%; Black: 27.6%; Hispanic/Latin: 12.5%; Asian: 6.2%; Two or More: 2.4%; Native American or Alaska Native: 0.4%; Native Hawaiian or Pacific Islander: 2.1%.

Frontline Leaders: Women: 37.0%; Men: 63.0%; White: 41.0%; Black: 34.5%; Hispanic/Latin: 13.6%; Asian: 4.9%; Two or More: 3.4%; Native American or Alaska Native: 0.5%; Native Hawaiian or Pacific Islander: 2.1%.

Individual Contributor**: Women: 44.4%; Men: 55.6%; White: 49.3%; Black: 23.5%; Hispanic/Latin: 8.9%; Asian: 15.5%; Two or More: 2.1%; Native American or Alaska Native: 0.2%; Native Hawaiian or Pacific Islander: 0.6%.

Manager: Women: 38.7%; Men: 61.3%; White: 60.5%; Black: 16.5%; Hispanic/Latin: 8.0%; Asian: 11.7%; Two or More: 2.1%; Native American or Alaska Native: 0.3%; Native Hawaiian or Pacific Islander: 0.9%.

General Manager: Women: 36.7%; Men: 63.3%; White: 68.3%; Black: 12.6%; Hispanic/Latin: 6.7%; Asian: 9.4%; Two or More: 1.6%; Native American or Alaska Native: 0.2%; Native Hawaiian or Pacific Islander: 1.2%.

Director: Women: 36.5%; Men: 63.5%; White: 72.1%; Black: 9.5%; Hispanic/Latin: 4.7%; Asian: 11.0%; Two or More: 1.8%; Native American or Alaska Native: 0.6%; Native Hawaiian or Pacific Islander: 0.3%.

Managing Director: Women: 35.3%; Men: 64.7%; White: 75.7%; Black: 8.7%; Hispanic/Latin: 4.6%; Asian: 10.4%; Two or More: 0.0%; Native American or Alaska Native: 0.0%; Native Hawaiian or Pacific Islander: 0.6%.

Vice President & Above: Women: 33.9%; Men: 66.1%; White: 78.6%; Black: 6.3%; Hispanic/Latin: 2.7%; Asian: 11.6%; Two or More: 0.0%; Native American or Alaska Native: 0.0%; Native Hawaiian or Pacific Islander: 0.9%.

Other includes Native American, Alaska Native, Native Hawaiian, Pacific Islander, and Two or More races/ethnicities. Data is rounded to the tenths place so sums may total to 99.9% to 100.1%.

*Frontline employees are paid an hourly wage and include pilots, flight attendants, maintenance technicians, customer service and reservation agents, ramp agents and more.

**Employees not captured in Frontline or Frontline Leader are corporate employees.

>>22602107

Diversity, Equity & Inclusion

Pilot talks LGBTQ+ equality, Pride Month and Stonewall a half-century later

Staff Writer

June 30, 2019, 12:16 a.m.

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“To me, Pride means not fearing what you don’t understand,” Line Check Pilot Lane Kranz says in a Q&A.

Today marks the 50th anniversary of the Stonewall uprising in New York City — a day that marked the foundation of the nation’s modern LGBTQ+ rights movement.

As Delta advocates for LGBTQ+ equality, we hear from Delta voices on the importance of inclusion during Pride Month and beyond (video above). Among those voices is Atlanta-based Captain and Line Check Pilot Lane Kranz, who shared perspective on the Stonewall uprising, diverse representation in the flight deck and the best part about flying for Delta.

Fifty years after Stonewall, can you shed light on its significance to the LGBTQ+ community?

There was a bar in Greenwich Village called The Stonewall Inn where LGBTQ+ people gathered. It was a safe place to just be yourself and be around like-minded people. On the night of June 28, 1969, the bar was raided by police; many of the patrons were beaten to a bloody pulp. The occurrence ended up creating a revolution, sparking six days of riots in the streets of New York City. The riots turned into peaceful protests, which were joined by scores of straight people who were in support of LGBTQ+ people being accepted and treated equally. Those marches and peaceful protests were a catalyst for the transformational change for the civil rights of gay people. I’m happy that we now have changes in our laws that allow opportunities for the LGBTQ+ community to be treated equally, just like anyone else. It’s a start, but there is still so much work ahead.

How have the events at Stonewall affected you personally?

It’s ironic because I was born in 1969, and I just turned 50. I’ve grown up with this my whole life. I went to high school in Texas, and there were no kids or adults that were ‘out.’ Anytime gay or lesbian people were mentioned, it was always in a negative light. When I went to college, it was the first time I was around a few kids that were out. In 1969, you could not be gay or lesbian and hold a job at an airline, so it’s amazing that 50 years later I’m a Captain and Line Check Pilot for the greatest airline on the planet. This would have never been possible without those brave people stepping up in 1969, followed by decades of education, hard work and patience.

Across the nation, people are celebrating gay rights and the LGBTQ+ movement. What does Pride Month mean to you?

I think it’s an important time to recognize the progress we have made, but it’s also a good time to talk about the progress we have not made. Although there have been tremendous strides forward for gay and lesbian people, some of the other initials in LGBTQ+ are often forgotten. We have not seen as much equality and change for transgender and individuals that identify as non-binary. To me, Pride means not fearing what you don’t understand. Pride is about opening minds and opening doors.

Why is it important for the world to see diversity in the flight deck?

We’re a global airline that flies all over the world — over 300 countries on six continents. Our company brings people together from different cultures, practices, life experiences and perspectives, and it’s important for our pilot population, and workforce in general, to mirror our customers. When you harness the energy of different people, that creates new perspectives and ideas — innovation. Innovation leads to change and change leads to opportunity. This is why diversity is so important.

Can you share an experience you’ve had at Delta that made you feel included?

One experience that comes to mind is when I was a First Officer. I was flying with a captain, and he asked, ‘What does your wife do?’ I said, ‘I’m actually married to my husband, and he works for T-Mobile in Human Resources.’ He said, ‘Wow, that’s awesome. I’m not gay but my son is, he’s in college.’ It just made my heart melt when he said that. I don’t make a big point about me being gay, but if someone asks, I’m happy to share my experience.

What is your advice for Delta people who want to be strong allies for the LGBTQ+ community?

I think to just be greeted with a smile and welcomed like everyone else is the ultimate thing. All people, regardless of our orientation, want two things: to be acknowledged and to be accepted.

What do you love most about your job?

I have the greatest job in the world, and I work for the most awesome company on the planet. I’ve worked for six other airlines or aviation companies; no one does it better than Delta. As a pilot, one of my favorite things is watching the sunset or the moon rise at cruising altitude on an airplane. It’s the greatest view on earth.

Related Topics

Pride Month, Pride

>>22602123

>Diversity, Equity & Inclusion

>Pilot talks LGBTQ+ equality, Pride Month and Stonewall a half-century later

February 12, 2025

In December 2020, Delta Air Lines CEO Ed Bastian and his leadership team were deciding whether or not to commit to recruiting, hiring, training, and advancing one million Black Americans into stable, well-paid jobs over the next decade, as part of the OneTen coalition. But if Delta joined, Bastian faced a key challenge: how could he make the airline truly inclusive and create systemically equal access to career opportunities?

In this episode from 2023, Harvard Business School professor Linda Hill explains how Bastian shifted Delta’s talent architecture to prioritize skills over four-year degrees and how he created new apprenticeship programs to recruit entry-level employees. She also explains why Bastian prioritized front-line employees for internal promotions, instead of recruiting new talent externally.

Key episode topics include: leadership, hiring and recruitment, diversity and inclusion, corporate social responsibility, airline industry, talent, recruiting, career.

HBR On Leadership curates the best case studies and conversations with the world’s top business and management experts, to help you unlock the best in those around you. New episodes every week.

Listen to the original Cold Call episode: Building a More Equitable Culture at Delta Air Lines (2023)

Find more episodes of Cold Call

Discover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org

https://hbr.org/podcast/2025/02/how-ceo-ed-bastian-is-transforming-dei-at-delta-air-lines

>>22602146

Leader bio

Keyra Lynn Johnson – Chief Diversity, Equity, Inclusion & Social Impact Officer

Staff Writer

Keyra Lynn Johnson serves as Chief Diversity, Equity, Inclusion & Social Impact Officer for Delta Air Lines. She is charged with leading the company in modeling a comprehensive diversity, equity and inclusion strategy with supporting programs, initiatives and action plans that have impact on Delta employees, customers and the community. Under Keyra’s leadership, Delta’s strategy seeks diversity, pursues equity, promotes inclusion and drives accountability for actions that foster sustainable results.

Before shifting her career focus in 2016 to develop and lead a transformative DEI strategy, Keyra served as Delta’s Managing Director – Corporate Communications. In that role, she set the course for the company’s global communications strategies, overseeing teams responsible for employee communications, public relations, crisis communications, international communications, the corporate intranet and leadership communications.

Keyra began her career at Delta more than 25 years ago on the frontline. Under her leadership, Delta has been honored with numerous diversity and inclusion-related distinctions. Keyra also has been named to the Top 50 Women in Travel list by GBTA’s WINiT, Top 100 Diversity Officers in the U.S.,

top Executives in Global Diversity list, Most Powerful Women in Corporate Diversity list by Black Enterprise, Corporate Advocate for Inclusion by Rainbow PUSH and was listed on Essence's Mover & Shakers: Black Women to Watch in Corporate America list.

Keyra is a graduate of Georgia State University, with a Bachelor of Arts degree in Speech Communication. She is an active member of her church and community and she serves on the Board for Southern Crescent Sexual Assault and Child Advocacy Center. The badges she wears most proudly are wife to her husband and mother to her son and daughter – together affectionately known as #TeamJohnson.

Related Topics:

Keyra Lynn Johnson, Diversity, Delta Leaders, Leader Bios

>>22602151

Delta ‘Steadfast’ in DEI, ESG Efforts

The airline doubled down on its commitment to these corporate policies.

Delta aircraft parked on the ramp in Boston. (Photo: AirlineGeeks | William Derrickson)

[ News ]January 13, 2025 10:45 am ET

By Ryan Ewing

Delta leaders say corporate policies around diversity, equity, and inclusion, along with sustainability, are “critical” to its business. With many companies scaling back these policies in recent months, the Atlanta-based airline reaffirmed its commitment during a recent earnings call.

The carrier’s executive vice president of external affairs, chief legal officer, and corporate secretary, Peter Carter, responded to a question regarding whether Delta was reevaluating these policies during the Friday call.

Carter said the airline isn’t taking another look at its DEI or environmental, social, and governance frameworks.

“We are steadfast in our commitments because we think that they are actually critical to our business,” he shared. “Sustainability is about being more efficient in our operations.”

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Several U.S. companies – including Boeing – have scaled back or axed their DEI departments. Boeing reaffirmed its commitment to a “merit-based performance system” last year.

Carter added that DEI is “about talent and that’s been our focus. And of course, the key differentiator at Delta is our people.”

Author