No. Dialogue/discovery. Same as if one discovered a partner attended a David Duke rally or donated money to an anti-Semitic charity.
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For a partner, I'd try $$$$$$$$$ cash severance + would add diverse staff & board members to counteract the harmful perspective.
So any manager who openly supports Trump but doesn't want to talk to you about their political beliefs is offered severance?
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You started this by saying something was uncontroversial. But now we know what the something is, that's pretty controversial.
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Only the ones who have given $$$$$$$$ to the candidate + spoke at the convention + refused to disavow candidate's racist remarks +
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-- that's the deal. even aside from trump, i'd stop associating with thiel just on the basis of what he himself has said.
End of conversation
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+ engaged themselves to speak at a forum alongside white supremacists + serve on board/as partner in firms w/dismal diversity efforts
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Yes, I think the preponderance of evidence--if they refused to dialogue--points to, "We must part, b/c our core values don't match."
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You asked what I would do. As an immigrant who'd be mentoring immigrants + working on recruiting underrepresented minorities--
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I wouldn't hopefully be in this position b/c from Day One I'd recruit diverse staff & board members so it was clear where I/we stand.
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But again (!!!!) --firing/severance is the last last last resort. I believe in grace, dialogue, 2nd/3rd chances, working with people.
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