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      To Obey Trump or Not to Obey

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      In 1978, my parents went to Poland, the first foreign trip in each of their lives. When they returned to our home in Moscow, my mother couldn’t stop talking about what they’d seen — not a place but a movie, Bob Fosse’s “Cabaret.” One scene in particular stayed with her. Three friends are returning from a weekend trip. Sleep-deprived, hung over and preoccupied with their sexual and romantic entanglements, they pull over at a roadside cafe. There, a teenager wearing a Hitler Youth uniform starts singing. He is both earnest and, in his brown pants tucked into white knee-high socks, puerile. But after a minute, other young people in uniform join in, and soon all but one customer are standing and singing. The protagonists duck out. They have been pushing Nazism out of their minds, but at this moment they realize that they are in the minority, that life as they’ve been living it is over. The song everyone around them is singing is “Tomorrow Belongs to Me.”I was 11 when my mother couldn’t stop talking about “Cabaret,” and I was confused. I thought my parents had gone to an actual cabaret and somehow gained an insight into the nature of the Soviet regime. A few years later, after I’d seen the movie myself, I realized my mother was right: That scene is the single most vivid portrayal of what it feels like to live in a society that is falling in line before a totalitarian leader. I experienced this in real life as an adult, when Vladimir Putin came to power in Russia and my world suddenly felt like a chessboard from which an invisible hand was picking off pieces faster than I had thought was possible.Now, in Donald Trump’s America, I am living through something similar, and it is moving at a faster rate still. For me, it began before the election, when the owners of The Los Angeles Times and The Washington Post decided to pull their papers’ endorsements of Kamala Harris for president. It continued with Mark Zuckerberg remaking Meta to reflect what he called the “cultural tipping point” that was the presidential election; with ABC News handing over millions of dollars in response to one of Trump’s frivolous lawsuits and CBS considering doing the same; and most recently, with the great erasure: of records of trans care for minors provided by hospitals and of diversity-and-inclusion policies at many universities and corporations. Now some universities are quietly retooling their programming in hopes of conforming with expectations that have not yet been clearly laid out.I am talking not about deletions of pages from government websites, such as those of the White House and the Centers for Disease Control and Prevention, presumably mandated by newly installed officials; I am talking about actions that individual people or private institutions took pre-emptively, with some measure of free will.The Yale historian Timothy Snyder has called this “anticipatory obedience.” In his 2017 book “On Tyranny: Twenty Lessons from the Twentieth Century,” lesson No. 1 was “Do not obey in advance.” Those who anticipate the demands of a repressive government and submit to these demands before they are made, Snyder wrote, are “teaching power what it can do.”Snyder is right, of course, but his admonition makes obeying in advance sound irrational. It is not. In my experience, most of the time, when people or institutions cede power voluntarily, they are acting not so much out of fear but rather on a set of apparently reasonable arguments. These arguments tend to fall into one or more of five categories.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      Walmart Pulls Back on D.E.I. Initiatives Amid Conservative Pressure

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      The retailer is the largest company to be targeted by the conservative activist Robby Starbuck.Lowe’s. Tractor Supply. Harley-Davidson.Now Walmart.The company, which is the nation’s largest retailer with some two million employees, is pulling back on some of its initiatives for diversity, equity and inclusion, known as D.E.I.Robby Starbuck, an anti-D.E.I. activist and a social media influencer, declared victory on Monday, saying that Walmart, the country’s largest private employer, was taking several actions in response to his threatened conservative consumer boycott before the holiday shopping season. A spokeswoman for Walmart confirmed the changes, some of which were already in motion.The retailer, like many other companies, has been reviewing its practices since the Supreme Court knocked down affirmative action at colleges last year.“We’ve been on a journey and know we aren’t perfect, but every decision comes from a place of wanting to foster a sense of belonging, to open doors to opportunities for all our associates, customers and suppliers, and to be a Walmart for everyone,” the company said in a statement.As a result of the changes, third-party merchants will no longer be able to sell some L.G.B.T.Q.-themed items on Walmart.com that are marketed to children. The company will also stop funding the Center for Racial Equity, a nonprofit initiative that Walmart has backed with $100 million, when the agreement expires next year. And the company will stop sharing data with the Human Rights Campaign, a nonprofit that tracks businesses’ L.G.B.T.Q. policies. It will also stop using the terms D.E.I. and Latinx in official communications.Mr. Starbuck has waged online campaigns against several companies whose policies he deems to be too “woke.” While Mr. Starbuck is benefiting as much from a trend to reverse D.E.I. policy as he is instigating it, companies across the United States have been preparing for the potential of possible attacks by activists. Walmart’s actions underline the risk it may see in a public fight, particularly as the anti-D.E.I. agenda gets a boost after Donald J. Trump’s election.In a post on social media, Mr. Starbuck said he had told executives at the company that he was working on a story about “wokeness” at Walmart, but instead the two sides had “productive conversations.”Mr. Starbuck initially focused on companies with customers whom he thought would most likely be sympathetic to his cause, like Tractor Supply and John Deere. Walmart represents a different kind of company: one with employees and customers on both sides of the political divide.“America just voted, and we voted against ‘wokeness,’” Mr. Starbuck said in a video posted on X, as he announced his next targets: Amazon and Target. More

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      York Theater Artistic Director Out After ‘Hurtful’ Diversity Comments

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      James Morgan, who has been with the small New York theater company for 50 years, blamed the effects of a stroke for his behavior.The longtime leader of the York Theater Company, a small New York nonprofit known for its emphasis on musical theater, is acknowledging making “hurtful” comments about diversity that he says prompted his abrupt departure from the organization.James Morgan, who has served as producing artistic director of the York since 1979, and who has been with the company for 50 years, issued a letter on Monday saying that he had suffered a stroke in 2022, and attributed his behavior to that medical incident.“During a recent staff meeting, I responded to a colleague’s concerns about the diversity of our audiences in a way that was inappropriate and hurtful,” Morgan wrote in the letter. “The words came out — at a raised volume that has been one of the side effects of the stroke — differently than I intended them.”The York is a niche company, founded in 1969, that operates out of a church on Manhattan’s Upper East Side. During fiscal 2023, it had an annual budget of $2.2 million, according to a filing with the Internal Revenue Service; Morgan was paid a salary of $95,000.On Friday at 5 p.m., the company issued a news release saying that Morgan had “resigned from his duties, effective immediately.” Jim Kierstead, the board’s president, raised the diversity issue in his statement in the news release, saying, “We will soon be announcing plans for a future filled with diversity, talent, and musical theater in order to continue our long legacy of supporting artists of all backgrounds.”It quickly became clear that Morgan’s departure had been preceded by the resignation of Gerry McIntyre, the theater’s associate artistic director.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      Women Entrepreneurs Are Hitting a Funding Wall

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      For women starting new businesses, early funding from venture capital firms led by other women is vital. But few are large enough to lead subsequent rounds of financing.When Oriana Papin-Zoghbi was looking for venture capital funding to develop a new type of test for ovarian cancer, she found her pitch did best with women investors. “They were able to resonate with the problem we are trying to solve,” she said.Avestria Ventures, a fund focused on women-founded start-ups, led an early investment of $5 million in Ms. Papin-Zoghbi’s company, AOA Dx. And two years later, Good Growth Capital, a firm founded by women, led an additional $17 million investment.Ms. Papin-Zoghbi expects raising the next round of funding to be more difficult. Medical devices are expensive to develop, and AOA Dx is looking for an additional $30 million to bring its first product to market. “Most women-led funds cannot lead a round that size,” she said.More than 100 women-led venture capital funds, many specifically focused on investing in companies started by women, have been founded in the last decade, a trend that has contributed to a gain in fund-raising by women who are just starting their businesses. Female-founded start-ups received 7 percent of pre-seed and seed funding, the earliest funding a start-up raises, in 2023, up from 5 percent in 2015, according to the data platform Crunchbase.But women-led funds tend to be small, limiting their influence to early funding rounds. More mature companies led by women have not seen the same increase in funding. For women-founded businesses seeking investments past a Series B round, typically the third funding round, the share of venture capital dollars contracted to 1 percent from 2 percent over the same period, according to Crunchbase.Founders like Ms. Papin-Zoghbi are hitting — or fear hitting — a funding wall, an obstacle they say has been heightened by a rollback in diversity, equity and inclusion efforts and a general downturn in start-up investing.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      D.E.I. in College, Attacked and Defended

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      More from our inbox:Why Trump Doesn’t Want Another DebateTrump’s Mental FitnessCancel the Sentinel Missile ProgramA Walker in Manhattan Eli DurstTo the Editor:Re “D.E.I. Is Not Working in Colleges. We Need a New Approach,” by Paul Brest and Emily J. Levine (Opinion guest essay, Sept. 5):Mr. Brest and Dr. Levine underscore the importance of inclusion for all students’ academic success. I agree: For students to succeed, they must have access to a rigorous learning environment in which they also feel they matter.But I disagree with the professors on the history and roles of diversity offices that are responsible for fostering such a sense of belonging. Diversity, equity and inclusion efforts in higher education are mission-driven, evidence-backed, research-informed and tailored to meet the particular needs of each campus.These practices seek to bring people together and collaboratively eliminate barriers to success, and they have evolved with legislative and judicial efforts to address decades of discrimination against protected categories under Title VI of the Civil Rights Act of 1964.Given the complexities of differing institutional types, historical legacies and current contexts, the solution includes acknowledging that we live in a pluralist society, that we can value differences as a community of learners, and that doing so is not contrary to academic freedom and critical thinking.There is work ahead to ensure we can continue to meet the needs of our ever-evolving communities. There always will be work ahead; the pursuit of progress is, by definition, unending.Paulette Granberry RussellWashingtonThe writer is the president and C.E.O. of the National Association of Diversity Officers in Higher Education.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      If Kamala Harris Is a D.E.I. Candidate, So Is JD Vance

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      Ever since speculation began that Vice President Kamala Harris might replace President Biden at the top of the Democratic ticket, there has been a steady, ugly chorus on the right. The New York Post published a column that declared that Harris would be a “D.E.I. president,” and quickly the phrase ricocheted across the conservative media ecosystem.The invocation of diversity, equity and inclusion programs meant to bring people from underrepresented backgrounds into institutions of power and influence clearly implied that a Black woman got power because of racial preferences. Black achievement, in this narrative, is always unearned and conferred without regard to merit.Listening to JD Vance’s speech at the Republican convention on Wednesday night, as he laid out his remarkable biography — a young man with roots in an economically devastated backwater who scaled the heights of the American elite — I couldn’t help thinking to myself: If Harris is a D.E.I. candidate, so is Vance. It just depends on what kind of diversity you mean. It depends, indeed, on how you understand the role of identity in shaping the opportunities that define anyone’s life.All politics is, at some level, identity politics — the business of turning identity into power, be it the identity of a candidate or demographic group or political party or region of the country. For modern presidential and vice-presidential candidates, one of their most valuable assets is their life story. Some elements of that story are bequeathed at birth, but what makes politicians successful is their talent at narrating that story in a manner that allows voters to see some version of themselves and their own aspirations in the candidate. This kind of storytelling, embedded in American archetypes and ideals, has shaped our politics.Vance’s entire business and political career has flowed from his life story, which is embedded in identities he did not choose: Born a “hillbilly,” of Scotch-Irish descent, he grew up in poverty, son of a single mother who was addicted to drugs. Overcoming this adversity, these disadvantages, lies at the core of his personal narrative. His ascent would hardly be so remarkable if he started from a life of middle-class comfort. But no one is portraying Vance’s elevation to the Republican ticket as the outcome of some kind of illegitimate identity politics, nor is Vance perceived as having benefited from a political form of affirmative action.And yet he almost certainly did. Race is not the only kind of diversity that gets noticed and embraced. Elite institutions love up-by-your-bootstraps Americans, and that archetype is all over Vance’s life story. A promising white candidate from a county that sends few students to an elite college like Yale would get a strong look, even if that person’s grades and test scores were less impressive than other applicants’. (To be clear, I have no idea what kind of grades or scores Vance had.) Regardless of race, applicants from working-class backgrounds, especially if they were the first in their family to attend college, are deemed to add class diversity.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      Is This the End for Mandatory D.E.I. Statements?

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      Harvard and M.I.T. no longer require applicants for teaching jobs to explain how they would serve underrepresented groups. Other schools may follow.For years, conservatives condemned the use of diversity statements by universities, which ask job applicants to detail their commitment to improving opportunities for marginalized and underrepresented groups.Critics called such statements dogmatic, coercive and, in one lawsuit seeking to end the practice in California, “a modern day loyalty oath” that recalled when professors were required to denounce the Communist Party.But the use of diversity statements continued to grow, and eventually became a requisite when applying for a teaching job at many of the country’s most selective universities. That seems to be changing.Harvard University’s Faculty of Arts and Sciences and the Massachusetts Institute of Technology have each recently announced that they will no longer require diversity statements as a part of their hiring process for faculty posts.The decisions by two of the nation’s leading institutions of higher learning could influence others to follow suit.“The switch has flipped as of now,” said Jeffrey S. Flier, the former dean of Harvard Medical School. Many professors on hiring committees, he said, may have been reluctant to voice their concerns about mandatory diversity statements before now. “But I think the large, silent majority of faculty who question the implementation of these programs and, in particular, these diversity statements — these people are being heard.”We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      The Museum Revolution Gains Momentum

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      Faced with dwindling attendance and changing demographics, museum directors are shifting their approach, with an eye toward “radical hospitality.”When Melissa Chiu began her tenure as the director of the Hirshhorn Museum and Sculpture Garden 10 years ago, she had a stray thought about the institution’s location, on the National Mall, and its appearance, a doughnut-shaped concrete structure by the architect Gordon Bunshaft with a certain resemblance to a spaceship.“Maybe some of our visitors thought it was the Air and Space Museum,” she said of the popular institution next door, which, like the Hirshhorn, is part of the Smithsonian and which was getting more than six million visitors a year at the time. “So, OK,” she said, “that’s not a bad thing.”Chiu — who is appearing this week at the Art for Tomorrow conference in Venice with the artist and writer John Akomfrah to discuss how artists and museums can work together to address social, political and ecological issues — did not wait around for confusion to boost attendance at her museum. (The annual conference was founded by The New York Times, and is convened by the Democracy & Culture Foundation, with panels moderated by Times journalists.)Melissa Chiu, the director of the Hirshhorn, in front of Torkwase Dyson’s “Bird and Lava #04” at the museum. Her mantra for the museum? “Radical accessibility.”Lexey Swall for The New York TimesThe number of people visiting the Hirshhorn has increased dramatically since she started in 2014, when the museum received 552,000 visitors. In 2018 and 2019 that figure was up more than 50 percent, and even in the post-lockdown phase of the pandemic, a time when many museums have faced a slump in visitors, the numbers are still well above that decade-old baseline.The issue of attendance has been a focus of museums large and small across the country lately, as tourism has shifted, interest on the part of younger people has waned in some places and regional demographics have changed. Museums have taken various steps to manage the challenge: featuring newer and sometimes lesser-known artists, catering more to local audiences, and adding technological enhancements to attract nontraditional visitors.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More