Background investigations into senior executives at Digital reveal a “Jewish only” hiring and firing practice dictated by CEO, Bill Stein. The racist policy is being carried out by Chief Human Resources Officer Cindy Fiedelman. As of today, all nine of Digital’s senior officers are Jewish. Considering Jewish Americans makeup only 2% of the US workforce, Digital’s decision to hire only Jewish Americans for its leadership roles is a startling and illegal achievement.
You have to wonder, which person or outside party stands to benefit from a single ethnic and religious group being in control of corporations such a Digital Realty?
At a time when most of corporate America is learning that its responsibilities to stakeholders are multifaceted and interconnected Digital Realty is doing just the opposite. Digital doesn’t care what its own employees think as they go about their business as if there weren’t 55 year old civil rights laws on the books. Today, we see nearly all companies striving for a diverse and inclusive workplace, except for Digital Realty.
What can be seen clearly is that since Stein’s illegal coup ousted the former CEO and founder, Mike Foust, Stein has been hell-bent on “ethnic cleansing” of Digital’s senior ranks. As of today, all nine of Digital Realty’s most senior posts are occupied by Jewish Americans.
Even though Jewish Americans make up less than 2% of the workforce in the United States, they make up 100% of Digital’s senior team. This means that Digital’s Chief Human Resources Officer, and so-called champion of diversity, Ms. Cindy Fiedelman, has been working contrary to US civil rights laws to ensure that she could fill Digital’s senior roles. Ms Fiedelmen has been fishing from a very small pond of candidates. Presumably, Digital isn’t getting the best and the brightest when restricted to such a small pool of candidates.
Ms. Fiedelmen was likely hired with this specific task in mind. It’s also interesting to note that Ms. Fiedelemen’s $3,000,000 estimated annual compensation package appears to be more of a bribe to carry out illegal hiring practices. Ms. Fiedelmen holds a B.A. in Fine Arts but lacks a formal business or HR education.
There’s no doubt that the board must fire Stein and Fiedelmen. They’ve intentionally violated multiple civil rights laws. In addition, they’ve made it clear that they believe non-Jews are inferior and incapable of leading Digital Realty. Is this Stein’s vision of the American Is there something more sinister at work here?
As it stands today, the following races will not be considered for senior executive positions at Digital:
American Indians or Alaska natives, Asians, black or African Americans, Native Hawaiians or Pacific Islander or white: (white is a person having origins in any of the original peoples of Europe, the Middle East, or North Africa.)
White people whose mothers are Jewish are the exception and may apply and be considered for senior positions. It not only a ludicrous policy by Stein, it’s a violation of federal laws.
From the moment Bill Stein took office in 2014, in what now appears to be an illegal coup, he plotted to rid the senior leadership team of those who did not have the same ethnic and religious background as he does.
First to go, of course, was the founder and CEO, Mike Foust. Next was Kris Kumar, followed by David Caron, Jim Smith, and Matt Mazsewski. Most recently, Scott Peterson was put on contract and moved out in 2018.
Surviving Stein becoming CEO were Joshua Mills, Ellen Jacobs and John Stewart. Further proof of Stein’s violations of US civil rights laws was his replacement of Jacobs with another Jewish executive, Cindy Feidelman.
Ethnic and religious nepotism at Digital Realty is a very troubling sign. It indicates that DLR is willing to forgo hiring the best and the brightest so it can reward its “family” members with the highest paying positions while keeping non-Jews from reaching the top.
There may be more employee turnover at Digital Realty now that Stein’s scheme is out of the bag. Non-Jewish employees are finding it quite discouraging to know that Digital doesn’t consider them qualified to lead the company simply because of their religion and/or ethnicity.
Is Stein and Feidelman’s scheme, illegal? Absolutely. Title VII Civil Rights of 1964 prohibits employers from discriminating against individuals because of their religion (or lack of religious belief), ethnicity, race, creed or color in hiring, firing, or any other terms and conditions of employment. It appears that Bill Stein and Cindy Fiedelman dictated that only Jewish Americans could be on the senior team. Stein and Fiedelman violated civil rights laws by requiring that positions be filled only by Jewish Americans.
Some of the names of senior officers don’t appear to be Jewish: Names are changed and adapted over many years. Background checks available to anyone using the internet confirmed what we already suspected. many of Digital’s senior officers have Anglo names such as Power, Mills, Wright, Smith, yet all four men have been confirmed to be Jewish. Do some digging around on the internet to confirm it for yourself.
Ellen Jacobs was replaced by Cindy Fiedelman, what does that tell you? It tells us that the head HR role is a gatekeeper position. You couldn’t tell a non-Jew to only staff the senior team with Jewish-Americans, it would never work.
Should I tell my colleagues about this? Yes, having an open dialogue about discrimination at work is important. If you face retaliation as a result, record, and document the harassment. Don’t wait to file a claim with the EEOC and get a lawyer who will be on your side, not the companies.
Should Digital’s Board be notified? Dennis Singleton and Larry Chapman are both Jewish Americans. They are aware of the situation and likely helped orchestrate it.
Is speaking out about this issue anti-Semitic? Not at all. That phrase is overused and abused far too often. Certain people may try to turn the tables but the fact is that Digital Realty has made it clear that they believe that non-Jews aren’t good enough to be senior leaders. They have violated civil rights laws in place for more than 55 years. Feidelman’s lack of formal education in the human resources field is no excuse. The extent of Ms. Fiedelman’s education is a B.A. in Fine Arts.
What can I do if I believe I was passed over for a promotion or not hired because I’m not Jewish? Besides filing a complaint with the EEOC, you can sue Digital Realty for civil rights violations. If you have a chance to leave Digital, you may want to do so. But be careful, you will run into the same glass ceiling at Equinix, Coresite, CyrusOne, Century Link (Savvis) and Global Switch. Each of these companies is careful to maintain Jewish leadership and control.
Why does this matter at all?
This is only the beginning of illegal activities to be exposed by a two year investigation. Alleged criminal activities by a few Digital employees, Digital’s attorneys at Seyfarth, Digital’s insurer Chubb Insurance Group, the law firm Stris & Maher and two federal judges have yet to be announced. Much of the criminal activity over the past six years has been organized by Brian T. Ashe of the law firm, Seyfarth LLP. Mr. Ashe has had his hand in all but one of the of crimes that started in 2013.
It’s an informal crime ring that engaged in misconduct and law violations. The ring consists of a group of people who share several common characteristics: religion, race, ethnicity, and social background. It’s no different than other organized conspirators, like the mob, the Eastern European gangsters, the South American cartels. When you build bonds between people, their crimes can go undetected for very long periods.
Of course, the vast majority of Jewish Americans are law-abiding, at the same time the community’s tight-knit nature and deep level of trust provide a natural framework for keeping secrets. The secrets are now known to parties outside of the Jewish community.
TITLE VII Excerpts:
UNLAWFUL EMPLOYMENT PRACTICES
SEC. 2000e-2. [Section 703]
(a) Employer practices
It shall be an unlawful employment practice for an employer –
(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or
(2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin.