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It has been a tumultuous few weeks since Donald Trump took office for the second time as president of the United States, While Trump has garnered headlines for his outlandish executive orders aimed at recasting the country in his own shape, Elon Musk, the tech billionaire turned government quango-buster as the head of the Department of Government Efficiency (DOGE), has been no less busy. Musk and a small group of staff working under him have been traveling between government departments, demanding access to data they hold with the purported goal of making government operations more efficient. Serious questionsincluding by the U.S. Treasury itselfhave been raised about whether thats the case, with Musk and his team running roughshod over government and data access norms. (That those barriers exist, Musk and his team have argued on social media, is exactly why they need access to details of how the government works.) The immediate impact is already being felt. And plenty of alarms are being raised. But its not just the here and now that millions of Americans need to consider when thinking about their data integrity. The shockwaves of Musks shock and awe approach to accessing government data will continue for decades to come. What we know from Musk’s model of what he did to Twitterwhich, unfortunately, seems to be the model for what he’s doing with sort of orders of magnitude more complex and sensitive government systemsis really not reassuring, says Ian Brown, a visiting professor at the Getulio Vargas Foundation Law School in Rio de Janeiro. (DOGE did not respond to Fast Company‘s request for comment.) Reports indicate that DOGE has already been granted access to highly sensitive personal information across a number of federal agencies. That sensitive data includes information such as a persons social security number (SSNs), family income, and tax records. It is hard to overstate how devastating any leakage of information of this level of sensitivity would be because it is high-value data to identity thieves, deeply personal, and difficult to fix as this type of information is intended to stick with you for a long time, says Elizabeth Laird, director of equity in civic technology at the Center for Democracy and Technology, a U.S. non-profit. (SSNs are appended to you for your entire lifemeaning that any breach of them could have a long-term impact.) What Musk is reportedly doing is not just to say, In order to modernize these U.S. government federal processes, we’re going to take significant parts of the data and do new things with it, says Brown. Hes saying, Were going to just completely bypass all those controls, take the data wholesale out of the protected government environments, and import it into environments DOGE is running with who knows what security and privacy controls, who knows what technical limits on what is done with that data, who gets access to it. There doesnt have to be an actual breach of that data in order to have an impact on users, Laird reckons. Just knowing that this information has been shared without your consent can inflict distress and can lead to life-impacting harms like identity theft, she says. Ideally, the best way to mitigate the risk of a data breach would be to not collect or share that data in the first place, Laird says. The second best thing to do is to place strict safeguards on its handling and sharing, she adds. Unfortunately, the public, including individuals whose data is being shared, is left in the dark about what is being done to protect them in the face of these increased security risks. Anupam Chander, a law professor at Georgetown University, feels these concerns on a personal level. When I filed my tax return electronically last year, I didn’t think that my data might possibly end up in the hands of people poring through files with a political agenda, he says. One hopes our private data is not sitting unencrypted on a 19-year-old’s laptop somewhere.
Category:
E-Commerce
Lately, you may have noticed headlines about anti-DEI executive orders. While these orders are aimed at the federal government and dont directly affect companies, they can make anyone who cares about inclusion feel uneasy. If your organization is serious about creating a fair and welcoming workplace, now is a good time to review and refresh your strategy. Lets chat about some practical ways to stay focused on your values and navigate these challenging headlines. Reassure your team that inclusion is legal First things first, its important to remind everyone that diversity, equity, and inclusion work is completely legal. In an email interview, Working IDEALs Jenny Yang and Pamela Coukos shared with me that no executive order can stop private employers from advancing equal opportunity under Title VII of the Civil Rights Act of 1964. In simple terms, if your DEI strategy is about creating a fair workplace without giving tangible preferences to one group over another, youre in the clear. Take a moment to review your programs with your legal counsel. This will help you adjust any practices that might seem risky, like hiring quotas or mandatory training that could be misinterpreted. A quick check can reassure your team and help you move forward confidently. Be clear about your DEI intentions Your employees look to you for guidance. In todays fast-paced world, assumptions fill in the gaps when information is missing. Thats why its a good idea to make a clear statement about your organizations commitment to inclusion. For example, you might say, At our organization, we care deeply about creating a workplace where everyone feels valued and can thrive. No need for jargonsimple, honest language goes a long way. Leaders at companies like Costco and Cisco have already set the tone by speaking openly about why inclusion matters, and that kind of clarity builds trust both inside and outside the company. Prepare talking points for your leaders In a time when DEI is often in the spotlight, it helps to be ready with a few friendly, clear talking points. Equip your managers and team leaders with simple responses that highlight your organizations commitment. For instance, they might say: We are committed to inclusion because it helps us attract the best talent and better serve our community. Our focus on fairness and belonging drives innovation and strengthens our team. By having these talking points at the ready, your leaders can confidently address questions from employees, the media, or even casual conversation. This preparedness shows that you are proud of your commitment and ready to discuss it openly. Reset the narrative around DEI A lot of the current debate around DEI comes from misunderstandings. Its not about setting quotas or forcing anyone into a boxits about educating our teams and creating an environment where everyone can succeed. Instead of getting tangled in polarizing language, consider framing your approach around ideas like fairness, belonging, and the value of diverse perspectives. When you do this, its easier for people to see that DEI work benefits everyone, not just a select group. Show the cost of exclusion It might sound a bit business-like, but sometimes numbers speak louder than words. Studies show that companies can boost global profits by billions of dollars when they have more inclusive work cultures. Think of it this way: Excluding great talent because of outdated practices costs more in turnover, lawsuits, and missed opportunities than investing in a fair workplace ever could. The return on investment for DEI can be hard to measure but it is not impossible. By showing the tangible benefits of inclusion, you can make a strong case that your DEI efforts are not only the right thing to do but also smart for business. Take a proactive approach According to a recent study by Resume.org, 87% of companies are committed to including DEI initiatives in their workplaces. Instead of waiting for critics to question your commitment, why not take charge of the conversation? Consider hosting an event, writing a blog post, or issuing a press release that shares your organizations success stories around inclusion. When you speak first, you set the tone and frame the narrative on your own terms. Its a chance to show that youre not just reacting to anti-DEI headlines, but actively building a better future for your team. Use your voice for change Many people trust businesses to lead social change. If inclusion is a priority for you, use your influence to push for policies that support fairness in the broader community. Whether its by lobbying local lawmakers or partnering with other organizations, standing up for what you believe in can make a difference beyond your own company. For instance, Salsforce recently threatened to leave Indiana over legislation that would harm the LGBTQ+ community. Thanks in part to the companys involvement, the law didnt pass. In the end, anti-DEI executive orders are just one piece of the bigger picture. They do not directly impact your organization if youre committed to doing the right thing. By reassuring your team, communicating clearly, preparing thoughtful responses, and taking proactive steps, you can keep your focus on building a truly inclusive workplace. Remember, saying no to outdated practices isnt a rejectionits a redirection toward a future where fairness, respect, and inclusion guide every decision.
Category:
E-Commerce
California-based seafood manufacturer Tri-Union Seafoods has issued a voluntary recall of select canned tuna products due to a potential contamination risk from Clostridium botulinum, a bacteria that can cause serious and potentially fatal food poisoning. The recall follows a supplier notification that a manufacturing defect in the easy open pull-tab lids may compromise the product’s seal, leading to leaks or contamination over time. While no illnesses have been reported, Tri-Union say it’s taking precautionary measures to ensure consumer safety. Which products were impacted? The recalled tuna products were distributed across multiple retailers nationwide under the Genova, Van Camps, HEB, and Trader Joes brands. The affected brands and locations include: H-E-B label Texas Trader Joe’s label Delaware Illinois Indiana Iowa Kansas Kentucky Maryland Michigan Minnesota Missouri Nebraska New Jersey New York North Carolina Ohio Pennsylvania Virginia Washington, D.C. Wisconsin Genova 7 oz Costco in Florida and Georgia Genova 5 oz Harris Teeter Publix H-E-B Kroger Safeway Walmart Genova 5 oz (independent retailers) Alabama Arkansas Arizona California Florida Georgia North Carolina New Jersey Tennessee Texas Van Camp’s label Walmart and independent retailers in Pennsylvania, Florida, and New Jersey Tri-Union Seafoods has confirmed that no other products are affected by this recall. What Is Botulism? Botulism is a rare but serious illness caused by a toxin produced by Clostridium botulinum. According to the Centers for Disease Control and Prevention (CDC), the toxin affects the nervous system, potentially leading to paralysis and breathing difficulties, and can be fatal if untreated. What are the symptoms of Botulism? Difficulty swallowing Muscle weakness Double or blurry vision Drooping eyelids Slurred speech Difficulty breathing Difficulty moving the eyes Nausea, vomiting, diarrhea, or stomach pain (foodborne cases) In infants: Weak crying, poor feeding, drooping eyelids Anyone experiencing these symptoms should seek immediate medical attention. What if I have a recalled tuna product? Consumers are urged not to eat the recalled tuna, even if it looks or smells normal, and to return the recalled cans to the store for a full refund. Contact Tri-Union Seafoods for a retrieval kit and a replacement coupon. You can also read the recall notice on the website of the Food and Drug Administration (FDA).
Category:
E-Commerce
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