Throughout my career in human resources I've been immediately responsible for compiling, managing, and directing all aspects of human capital data used to profile diversity, equity, and inclusion [AA/EEO/ADA, EEO-1, EEO-4, EEO-5, Vets 100, ERISA, ADEA, FLSA, OFCCP Conciliation Agreement, salary schedule analysis, bargaining unit agreements, 457(a), 401(k), ICD9, ICD10, etc.]. I’ve successfully designed, achieved, directed, managed, and promoted AA/EEO diversity and inclusion initiatives in extremely diverse public/private sector, profit/non-profit, union/non-union, multi-site/multi-state, multicultural, and international environments (Germany, United Kingdom, China, Mexico, Indonesia, Vietnam, Brazil, Russia, Australia, Ethiopia, Sudan, Southern Sudan, Republic of Lakotah); which includes equally diverse industries such as health care (acute, medical research, long-term care), public education, aerospace, financial services, gaming, IT, retail, manufacturing, municipal government, property/casualty insurance, and print and broadcast (radio, television, cable) media. Below is an example of how senior management assessed my work product:

"Trip, I have just reviewed the Affirmative Action Plan and want to congratulate you on a job well done.
It is by far the most complete, well organized and accurate plan done during my time at National Jewish. Thanks!"
Fred Langille, Executive Vice President/Chief Operating Officer,
National Jewish Center for Immunology and Respiratory Medicine [also click here]

AN OVERVIEW OF HOW I'VE MANAGED AA/EEO/ADA IN DIFFERENT WORK ENVIRONMENTS:

PRIVATE SECTOR - In the private for-profit sector, the primary “focus” or objective of the employer is to generate revenue and produce a profit. “Cultural, civic, and social considerations” are subordinate to the employer’s “business culture,” which is designed to achieve strategic business unit objectives to sustain the business. The aforementioned does not mean an employer intentionally violates employment laws (Title VII, FLSA, ADEA, etc.) in order to achieve profit; but simply put, in the absence of profit the company will eventually cease to exist (Braniff Airlines, Oldsmobile, Montgomery Ward, American Motors, etc.). However, in the event of claims of discrimination, which prompt civil litigation and criminal investigation (EEOC, Department of Justice, OFCCP, etc.), the “culture” of for-profit companies is often reflected by its EEO-1 reporting, ERISA, Vets-100, OFCCP or other measures.

PUBLIC SECTOR - In the public non-profit sector, the primary “focus” or objective of the employer is to generate revenue for the delivery of public services or production of non-commercial products. Given that public funding and/or tax dollars are often used to facilitate the delivery of services, a much more diverse “business culture” is typically required to ensure an equitable representation of diversely demographic populations. Such “cultural” diversity is validated by EEO-4 reporting, ERISA, Vets-100, OFCCP, and other measures.

With regard to directing employee relations in “at-will” work environments, I counsel employees that any “cultural values” contrary to the employer’s mission and values can immediately place the employee at risk of disciplinary action including termination. Any “cultural values” that do not align with or conflict with the employer’s essential job functions, job standards, and company policies and procedures are not relevant, and again, subject the employee to disciplinary action including termination. In compliance with employment laws, employees are not hired to be on-the-job advocates of cultural paradigms or to be “social justice warriors,” or to be male, or to be female, or to be LGBT+, or to be disabled, or to be White, Black, Native American, Asian, Latino or whatever. Simply put, people are hired to perform “work” in compliance with essential job functions, established job standards, and company policies and procedures, and relevant employment laws.

CHARACTER AND SCOPE OF AA/EEO/ADA
• Wrote and secured executive approval of seven (7) Affirmative Action Plans • Disseminated EEO Policy Statement (via Employee Handbook, employer newsletters, etc.) • Disseminated EEO Policy to civic/community organizations, and local media (press releases, media relations). For example, in metro Denver, Dallas, and Chicago this included regular interaction by phone and/or personal contacts with: Adults Pre-Employment Training American GI Forum Auraria Student Assistance Bayaud Industries Boulder County Private Industry Partnership Chicago Jaycees Colorado Women's Employment and Education Co-Op Department of Air Force/Lowry Air Force Base Denver Boys Club Denver JobLink Denver Job Service Center Denver Police Athletic Club Disabled American Veterans (DAV) Emily Griffith Opportunity School Employability, Inc. Employment Resource Center - Fitzsimmons Genesis Jobs, Inc. Good Samaritan Shelter Hispanics of Colorado Job Service of Colorado Lakewood Job Service Center Mi Casa New Beginnings OSAGE Initiatives Planner Etc. Regis College Salvation Army (Omaha, Denver, Dallas, Chicago) Seniors! Inc. Servicios De La Raza, Inc. South/East Job Opportunities Center United Way (Denver, Dallas, Chicago) University of Colorado University of Northern Colorado Career Services Urban League (Denver, Dallas, Chicago) Veteran's Administration Regional Office Veterans Outreach Job Placement Center Women's Center - Red Rock Community College • Robust history successfully working with multi-denominational, multi-ethnic religious groups		• Identified Problem Areas and Development and Execution of Action-Oriented Programs • Proposed, Established, and Achieved Community Involvement • Identified blatant discriminatory practices by the City of Omaha and Cox Communications • Encompassed Sex discrimination Guidelines, Religion and National Origin Policies • Compiled, analyzed, verified and communicated Utilization Analysis Exhibits • Produced Workforce Analysis and Job Titles; EEO-1 Job Categories; Census Code Index; Job Group Dictionary; Department Files, including Unit Supervision; Job Group Analysis; EEO Category Analysis; and 8 Factor Analysis • Developed and Communicated Goals and Timetables • Communicated AA/EEO Strategies in the receipt and administration of grants, to Disabled and Veterans of the Vietnam Era; to vendors and contractors, and with HR recruitment: Position Openings; Advertisements; Use and Selection of Recruitment Agencies; Job Fairs; Targeted recruitment of women, minorities, veterans, and disabled; Uniform Guidelines on Employee Selection; Completion of position validation and selection assessment exercises  • Cultural Diversity Identified Foreign Nationals employed/to be employed; Participated in Speakers Bureaus at K-12 public schools; Coordinated AA/EEO strategies for Volunteer Services • Religious Diversity - Broadcast more original, locally-based and syndicated religious programs than all metro Omaha television stations combined. Counseled employees, management, and community leaders on religious diversity. • Developed/maintained a Foreign Language Directory Internal: Nineteen-(19) languages; 14 countries (Europe, Asia, South America, Africa); 25 to 40 employee participants External: 50 to 125 languages via an external language bank; plus, broadcast "live" original content via Skype from South Sudan (Africa), Mexico, Vietnam, and South Korea. • Developed/maintained AA/EEO Training and Compliance Programs • Conducted regularly scheduled (quarterly and/or annual) AA/EEO seminars; Monitored achievement of targeted AA/EEO goals on all management level performance appraisals
CHARACTER AND SCOPE OF AA/EEO RESEARCH, ANALYIS, DOCUMENATION, AND PRESENTATIONS
Copies of individual Affirmative Action (AA) manuals are available upon request. Overview of Nebraska's EEO-1 (private sector) and EEO-4 (public sector) Character and scope of Environmental Racism and Crime Character and scope of Environmental Racism and Segregation Character and scope of Business and Economic Discrimination and Salary Inequities Status of DEI - The End of DEI? Analysis - Employer Specific AA/EEO/DEI Analysis - The Future of AA/EEO/DEI? AA/EEO/DEI Training and Development - Proprietary DEI Seminars To download profile, click here. To download DEI essay, click here.

 

In the private sector EEO-1 report of 2018 for Nebraska, for 1,822 employers covering 389,620 employees, only twenty-three-(23) Black men and twenty-five-(25) Black women are employed as "Executive/Senior Level Officials & Managers," and only 490 Black men and 325 Black women are employed as "First/Mid Level Officials & Managers."

The exhibit below is an example of just one of hundreds of EEO-4 (public sector) and EEO-1 (private sector) reports I’ve created for various employers and clients located throughout the United States.

CLICK IMAGE TO REVIEW DATA

As validated by EEO-1s and EEO-4s, discriminatory hiring practices cannot be confined to just the employers, and must include White-owned recruitment firms and/or employment agencies hired to do their bidding; because these third-party entities also failed to act in compliance with Equal Employment Opportunity, and sustain the status quo. For example, in 2019, 2021, and 2023 not one person of color was hired into any public sector job in Nebraska paying over $70,000 per year!

For more information, click the above graphic.

Despite the existence of Affirmative Action off-and-on in one form or another for 160 years, nevertheless, public sector EEO-4 demographics and private sector EEO-1 demographics have not significantly changed, and DEI programs, frequently launched in response to an erroneous application of "White Guilt," have primarily functioned as a fad, and currently are being abandoned or reduced throughout public and private sector employers:

(November 4, 2008) (as lead by Ward Connerly and his visit to UNO) White people, who perpetually exist as the the overwhelming majority population in Nebraska, passed ballot Initiative 424, which eliminated the application of Affirmative Action for all state, county, and local government jobs in Nebraska, including public sector education at UNO, UNL, etc. So, it's ridiculous to expect educational institutions to hire minority staff and increase enrollment of minority students.

(September 2023, Despite a commitment to AA/EEO/ADA/DEI) The status of historically underrepresented students of color at the University of Nebraska, Omaha: Indicators of Racial Inequity Persist

(November 27, 2023) UNL proposes restructuring, slashing budget of diversity and inclusion office
https://nebraskaexaminer.com/2023/11/27/unl-proposes-restructuring-slashing-budget-of-diversity-and-inclusion-office/

(December 29, 2023) Diversity, equity and inclusion programs took a hit in 2023. According to data provided by job site Indeed, DEI-related job postings in 2023 have declined 44%. In November 2023, the last full month for which data was available, DEI job postings dropped 23% year over year. https://www.foxbusiness.com/politics/diversity-equity-inclusion-programs-took-hit-2023

OBSERVATION: Given the extremely well-documented absence of "egalitarian" principles at public sector K-12 schools (especially in racially segregated Omaha, Nebraska), colleges, and universities, it's ridiculous to expect or demand public sector educational institutions in Nebraska to hire minority staff and increase enrollment of minority students.

(September 9, 2020) Faces of Power: 80% Are White, Even as U.S. Becomes More Diverse
https://www.nytimes.com/interactive/2020/09/09/us/powerful-people-race-us.html

(November 29, 2022) Who cares about diversity, equity, and inclusion?
https://www.glassdoor.com/research/who-cares-about-diversity-equity-and-inclusion/

(December 8, 2022) DEI progress stalled in 2022
https://www.hrdive.com/news/dei-progress-stalled-in-2022/638313/

(April 24, 2023) DEI is falling by the wayside in corporate America, report says
https://www.hrdive.com/news/dei-is-falling-by-the-wayside-in-corporate-america-report-says/648427/

(January 8, 2024) Kentucky Bill Targets DEI and ‘Divisive Concepts’ in Higher Ed - In 2023, Republican lawmakers introduced more than 40 bills targeting DEI efforts on college campuses, and two states, Florida and Texas, have effectively eliminated these initiatives at public higher education institutions.
https://www.insightintodiversity.com/kentucky-bill-targets-dei-and-divisive-concepts-in-higher-ed/

(February 20, 2025) 404 Media reported that Ziff Davis had quietly removed Diversity, equity, and inclusion (DEI) language and information from its website over several weeks, in capitulation to the objection to DEI policies by the second Donald Trump administration.

Albert Einstein said it so clearly, "Insanity: Doing the same thing over and over again and expecting different results." My proprietary seminars (http://www.reynos.com/seminars.htm) enable individuals and employers to actually practice the egalitarian principles they preach via very candid, fun, and highly educational facts about AA/EEO/ADA but without the Johnny-come-lately branding of "diversity and inclusion." I propel "awareness" on how to direct human capital to achieve strategic business unit objectives, which I've successfully achieved in extremely diverse public/private sector, profit/non-profit, union/non-union, multi-site/multi-state, and international environments, including: aerospace, public education (K-12, collegiate), financial services, health care (acute, long-term care, medial research), gaming, IT (software & hardward development, network administration), retail, manufacturing (aerospace, public works, utilities, food & meat processing, CAFOs, FMCG), municipal government, property/casualty insurance, broadcasting (radio, TV, cable, HTML), and HR Consulting.

To schedule a proprietary seminars, specifically designed for your state, city, or company, please click here.

• At Jeppesen/Boeing:

• At Denver Public Schools:

• Counseled senior management on the impact of existing or proposed compensation actions involving nine (9) employee bargaining groups on the district's fiduciary responsibilities and requirements under AA/EEO/ADA. • Investigated new and existing salary structures and practices for disparate impact, or other salary-related inequities. Note the following example at right. • Wrote/converted over 700 position classifications into com pliance with the ADA. • Discovered the Payroll Department's long-term practice of not paying employees at the rate of pay they agreed to at hire. Wrote an assessment letter that communicated employment law considerations/liability, plus recommendations, which were approved, and implemented new policy. • Corrected long-term inaccuracies in the categorization of position classifications for accurate alignment with EEO-5 placement.

[Memo to Irv Moskowitz, Superintendent] Trip Reynolds identified the problem and impact of pay practices on employees that are hired at mid year. His analysis of the problem and corresponding recommendation reflects well on his work, as well as his proposed solution which is attached. He has certainly proven to be an asset to the Department. Johnny Lydia, Chief Personnel Officer, Denver Public Schools

• At National Jewish Center: As monitored and approved by the OFCCP, successfully complied with a Conciliation Agreement.

• Examined position classifications (essential functions) to successfully pre-identify potential areas for workers compensation claims, wrongful termination, sexual and racial discrimination, ADA, and harassment issues. Trained and counseled management on non-traditional roles in the recruitment of women, minorities, veterans, and disabled.

• Conducted an OFCCP compliant Eight-(8) Factor Analysis and Adverse Impact Analysis.

• Designed an original selection assessment tool, which was favorably reviewed by the INS and immigration laws attorneys, to critique placement of foreign nationals in executive level positions.

• Successfully responded to a challenge to the Americans with Disabilities Act:

Specific challenge (What was changing): In the early 1990s at National Jewish Center, with the recent passage (July 26, 1992) of the Americans with Disabilities Act, various civil and human rights groups elected to use the Center as a testing ground [Translation: Media Event] for this law, by gaining access to medial facilities who (they knew) had not yet had time to make their facilities accessible to disabled applicants and/or employees through various accommodations, such as converting or expanding doorways, hallways, and ramps to make them more accessible. In particular, the human resource department was located in the worst possible location: a freestanding building [which was originally a large one (1) family residence built in the 1930s] that was ONLY accessible to persons who could walk (there were no ramps), and the building had extremely narrow hallways.

Outcome (What did I deliver): I coordinated efforts between my satellite staff located at the Center's main lobby and staff located at the HR department to (1) take a vigilant and positive approach: If ADA applicants can't get to us because of our brick and mortar limitations, then we must go to them. Consequently, to accommodate ADA applicants who entered the Center's main lobby, and to mitigate the possibility of staged media events, we (my staff and others) used vacant offices and conference rooms adjacent to the main lobby that were ADA accessible. We were very successful.

• I've never lost a decision to the EEOC (having personally handled just under two dozen) and I have every intention to keep it that way! Notably, I achieved this accomplishment without the use of legal counsel. Copies of EEOC charges are available upon request. To review an actual claim I've won, click here.

Trip, I have just reviewed the Affirmative Action Plan and want to congratulate you on a job well done. It is by far the most complete, well organized and accurate plan done during my time at National Jewish. Thanks!"
Fred Langille, Executive Vice President/Chief Operating Officer, National Jewish Center for Immunology and Respiratory Medicine [also click here]

Currently, when applying for nearly every job in the United States of America, candidates are presented with the following:

As far as the U.S. government is concerned, Black people (born U.S. citizens as decendants of slaves originating from Africa) and Africans ("free" people of "color" from various African nations) are dumped together as a "racial construct," just like White Irish (Northern Irish nationalists and republicans, who are mostly Irish Catholics) and White English (Ulster Protestants, who wanted Northern Ireland to remain within the United Kingdom) viciously fought each other for decades, but are dumped together as a "racial construct."

Jews are not a "racial construct," unless, of course, you're a Jewish person in the media controlling the narrative. Please recall, Whoopi Goldberg was forced to apologize when she said the Jewish Holocaust of World War II was a crime against humanity, and not a racial crime. Jews are NOT a racial group, which is clearly established and defined by the United States government in all EEO-1 (private sector) and EEO-4 (public sector) reporting. The big mistake made by Caryn Elaine Johnson, who uses a Jewish surname "Goldberg," is that she stupidly ignored the "facts" of who ultimately runs all entertainment media in the United States, and ultimately worldwide distribution of U.S. print, broadcast, and filmed content:

In "Hollywood" ultimate control has been and continues to be primarily dictated by White Jewish men. As published in the LA Times article, "How deeply Jewish is Hollywood? C'mon - " When the studio chiefs took out a full-page ad in the Los Angeles Times a few weeks ago to demand that the Screen Actors Guild settle its contract, the open letter was signed by: News Corp. President Peter Chernin (Jewish), Paramount Pictures Chairman Brad Grey (Jewish), Walt Disney Co. Chief Executive Robert Iger (Jewish), Sony Pictures Chairman Michael Lynton (surprise, Dutch Jew), Warner Bros. Chairman Barry Meyer (Jewish), CBS Corp. Chief Executive Leslie Moonves (so Jewish his great uncle was the first prime minister of Israel), MGM Chairman Harry Sloan (Jewish) and NBC Universal Chief Executive Jeff Zucker (mega-Jewish). If either of the (Jewish) Weinstein brothers had signed, this group would have not only the power to shut down all film production but to form a minyan with enough Fiji water on hand to fill a mikvah." Source: Los Angeles Times, December 19, 2008, by JOEL STEIN

Keep in mind:

Some employers have decided all aspects of LGBTQIBPP+QAAPX are equal, in particular, equal to race and biological sex. For example, Kaiser Permanente Healthcare (below) is capturing significantly more sexual information than Lincoln Financial Group (above).

Keep in mind, "supposedly" this data will not be used against the candidate, but candidates are NOT included in the decision-making process for selection and hiring; and therefore, unable validate Kaiser's claim of neutrality.

The EEOC does not require the collection and retention of such data, so: (1) why is Kaiser collecting it; (2) how will it be used; (3) how long will it be retained on Kaiser's servers; and (4) will the data be sold to third-parties?

CLICK ABOVE IMAGE TO ENLARGE

CLICK ABOVE IMAGE TO ENLARGE

"Current" data collection for EEO-1 and EEO-4
Why are employers required to submit EEO Reporting? As validated by EEO-1 (private sector) and EEO-4 (public sector) reports submitted to the federal government, and independent “glass ceiling” reporting, it remains the perpetual practice for many employers to easily and intentionally discriminate against minorities and women because women and minorities are “physically identifiable.” As validated by Nebraska's EEO-4 for 2019 (at right), absolutely no "people of color" were hired into any senior level "officials and administrator" positions. During 2019, this well-qualified candidate, who also happens to be a minority, personally applied for over 200 positions, but in Nebraska, as validated by EEO-1s and EEO-4s, high rates of unemployment, and high rates of incarceration, minority candidates are consistently not worthy of employment except as a rare "token" in management, or non-managerial service-level positions. Again, it's easy to intentionally discriminate against minorities and women because women and minorities are “physically identifiable,” but such is not true of LGBTQIBPP+QAAPX. In order to similarly validate the LGBT+ status of candidates and employees, it would be necessary for employers to actually look “under the hood,” because LGBT+ considerations are not visually self-evident and cannot be used to immediately and uniformly discriminate. Since employers are unable to accurately determine if a candidate is "Gender fluid, or intersex, or pansexual, etc.," why is Kaiser tracking this and other sexual data, which is beyond the scope of immediate visual and physical detection? Are large multi-state and national employers like Kaiser, attempting to use the "Bully pulpit" of their national recruitment platform to manipulate state legislatures, U.S. Congress, and employers to expand "sexual tracking" to include all aspects of sexuality as represented below? Must government be even more involved?
"Proposed" data collection for EEO-1 and EEO-4?
If Kaiser's data collection protocols become the "standard," then all EEO-1 and EEO-4 reporting will look like this! Imagine the nightmare employers will incur to maintain and validate the accuracy of such a database, for every Job Category: Officials/Administrators, Professionals, Technicians, Protection Services (law enforcement), Paraprofessional, Administrative Support (Clerical), Skilled Labor (Electricians, Plumbers, etc.), Service/Maintenance (labor, custodians, etc.).

NOTE: Unlike behavior-based "social justice warrior" or "diversity" seminars, my proprietary seminars (below) are strategically designed to present positive, candid, measurable solutions to end or significantly reduce racism and sexism in compliance with employment law, and egalitarian principles that “all lives matter.” Unfortunately, DEI has primarily been "branded" to address race, sex, and LGBT+, which excludes the much larger character and scope of the human condition (age, disabled, obesity, environmental, etc.).

Most importantly, these seminars are proprietary, with content designed (added, modified, or deleted) to address your specific training objectives!

CLICK ANY IMAGE BELOW TO REVIEW AND DOWNLOAD A SEMINAR BROCHURE

FOR MORE INFORMATION, CLICK HERE Why is my linear, candid, measurable, and realistic approach to "human capital management" not only better, but also necessary? Historically, "diversity" became the "politically correct" buzz word to replace "integration" and "affirmative action," as the women's liberation movement evolved into the #METOO movement, as "Black and Proud" evolved into "Black Lives Matter" and so on and so on. Nevertheless, except for token placement in broadcast and entertainment media, as perpetually validated by the failure of public sector (EEO-4) and private sector (EEO-1) employers to hire qualified women and minorities, very, very, very little change has occurred - estrogen and melanin remain absent from the "Glass Ceiling." Given the extremely well-documented absence of change, "'diversity" is used to misdirect, indoctrinate, enforce, and maintain "privilege" for people (predominately White and male) who own and/or control all aspects of U.S. society: The New York Times researched, confirmed, and published on September 9, 2020 the article, "Faces of Power: 80% Are White, Even as U.S. Becomes More Diverse," that validated the perpetual existence of systemic racism and systemic sexism. Given the existence of the Americans with Disabilities Act (ADA) for the past thirty-(30) years, the "inclusion" of individuals with disabilities is also noticeably absent from the workforce. Likewise, despite the existence of the Age Discrimination in Employment Act (ADEA), "Baby Boomers" are increasingly absent from the workforce. (October 6, 2009) Searching for Whitopia: An Improbable Journey to the Heart of White America https://www.amazon.com/Searching-Whitopia-Improbable-Journey-America/dp/1401322689/ref=sr_1_1?s=books&ie=UTF8&qid=1430548498&sr=1-1&keywords=whitopia People of color, and women, did NOT conceive, engineer, and execute acts of "inhumanity" to themselves, because people of color, and women, were not and have never held the power, control, or "privilege" to do so. Except for a few tokens, when compared to White people, the overall social and economic status (i.e., equal access to education, employment, housing, health care, and the political process) for the overwhelming majority of Black people, and other people of color, did not change before slavery, during slavery, after slavery, or during the 1870s, 1880s, 1890s, 1900s, 1910s, 1920s, 1930s, 1940s, 1950s, 1960s, 1970s, 1980s, 1990s, 2000s, 2010s, and in the absence of major change, there's absolutely no basis to ever expect any improvement. "Diversity," which was previously labeled as "integration" has not eliminated or reduced the wage gap or income between Black people and White people; the perpetual wage and income gap has only increased, and in the absence of major change, the gap will continue to increase through 2260 and beyond! Not all White people are racist, and it's blatantly "racist" to categorize or blame all White people as racist. However, power and wealth acquired and sustained by "elite," politically powerful and affluent White men via systemic racism and systemic sexism has not been eliminated or mitigated by those same self-serving "elite," politically powerful and affluent White males who wield ultimate control; and power and wealth has not and cannot be eliminated or mitigated by legislative and/or societal change by these same self-serving politically powerful and affluent White males who also wield and sustain control.