VICTORY — Southwest Airlines Agrees to Abandon Illegal DEI Practices Following Federal Civil Rights Complaint Filed by America First Legal

Doug Napier, Executive Chairman and CEO of 1792 Exchange, joined John Solomon on Just the News, No Noise to discuss the American Company, the new national call for companies to earn the name American. He explained the standard a company must meet, how the Corporate Bias Ratings help companies hold themselves to it, and why Europe is a warning for America. Patriotism isn’t a dirty wordNapier calls patriotism a noble obligation for companies. The first test is the Constitution: a company must protect free speech, free exercise and free enterprise. It is pass or fail. A company that fails it does not move on to the rest of the standard.DeVito describes how companies exposed in 2024 pledged to stop funding controversial non-business causes. Our Back to Business Tracker followed through on those pledges, and companies like Walmart and Lowe’s shifted to six-figure grants for hurricane relief in North Carolina. A database companies act onNapier explains that companies use the Corporate Bias Ratings to rate themselves and their competitors. Many are moving to green, restoring merit as the basis for hiring and dropping the activist agendas that pull them down. Keep our house in orderNapier says the unrest in Western Europe is a wake-up call. America must take inventory of the principles …

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DEI Starbucks: A Breakpoint Between Better Business and Business Ends

DEI

November 2, 2026

Starbucks’ recent resolution of the lawsuit brought by the Florida Attorney General only scratches the surface of the business risks created by subordinating core operations to ideological priorities. Florida employees and applicants reported “feeling excluded or humiliated because they were White,” alleging that the company had effectively converted hiring and recruiting into a process that favored preferred demographic groups. The settlement, under which Starbucks agreed to forgo race- and sex-based goals, quotas, and preferences companywide, underscores that such practices carry both legal exposure and internal costs, even when the company does not admit liability. The deeper question is why these commitments became central in the first place. In Greenfield, Massachusetts, Last Ditch Bar and Arts Venue supplies a clear, small-scale illustration of the consequences. Last Ditch built its model around ideological priorities, one notable being an expansive open-door policy intended to accommodate a particular activist customer base. When financial pressures led the owners to make a limited operational adjustment- a one night a week deal to help the business make more money. Like a late Starbucks open-door policy. The bar advocated and accommodated everyone. What happened? The “advocate community,” the business’ main customer base, only tore the business apart. All …