Your best interest is in mind... As long as you're not a straight white male.
I’ve been thinking about this situation more, and... it’s far worse than many folks originally thought. At first, the whole ‘thing’ was being viewed as ‘increasing’ focus on diversity, equity, and inclusion (DEI) at companies like Microsoft - just another 'phase' of corporate social responsibility initiatives. But no. After digging deeper, the reality is far more insidious...
The BRIDGE program that Kirsche (@KirscheVerstahl) has been warning us about is here, and it’s being hidden in plain sight. Official DEI departments have been replaced by something far more covert: a rebranding under the guise of Benchmarking Race, Inclusion, and Diversity in Global Engagement (BRIDGE).
This isn't just another "check-the-box" diversity initiative; it's a strategic operationalization of DEI principles that embed into the very DNA of a company’s culture and business model… without the ability to point to a specific dept. of DEI as the culprit for the inevitable downfall.
"Be your authentic self"
Unless... that means you're a normal, straight white male...
What Is BRIDGE?
BRIDGE is an institutional survey designed to assess the state of DEI across various sectors globally. It stands for Belonging, Representation, Inclusion, Diversity, and Equity, with the "G" representing the gap they aim to bridge… which is about as gay as the people behind this ‘initiative’.
But here's where it gets tricky: after years of collecting DEI data, BRIDGE has evolved into a 2.0 initiative, as detailed on their website wearebridge.com.
This transformation wasn't just a rebranding; it was about attempting to normalize DEI as an integral part of how businesses function. DEI is no longer a separate entity or department; it's being deeply woven into the fabric of every decision, especially hiring practices.
In their words, BRIDGE is about operationalizing inclusion as a business practice, not just a moral imperative. And this is where things take a turn.
According to their CEO, Sheryl Daija, "We are trying to change the narrative of DE&I from a philosophy, or even a moral imperative—which obviously it is, but that hasn't gotten us to where we need to go—to figure out how we operationalize inclusion as a business practice." Which, yes… sounds about as crazy as she looks.
Their ‘mission’ is clear: to fundamentally alter the cultural landscape of corporations globally. It’s no longer about having a DEI team or department—it’s about making DEI invisible, integrating it into everything from hiring practices to product development. And they’re doing it quietly. Purposefully.
Microsoft’s Role in All This
The most alarming part? Microsoft is a key player in all this nonsense.
In a recent September 11th BRIDGE SmartBrief, a section called "Cultural Competency and DEI Initiatives" outlined how companies like Microsoft are paving the way for transformational change in DEI and ESG (Environmental, Social, and Governance) standards.
Kirsche has been on top of this from the jump, and posted a tweet about BRIDGE’s Sheryl Daija speaking at Microsoft’s panel during the Cannes Lions festival, with Microsoft’s branding prominently displayed PowerPoint slides. Key phrases like "AI & Impact" and "Economics, Inclusivity, Sustainability" were showcased, exposing Microsoft’s deep involvement in this initiative. They don’t want this to get out. They try not to mention it anywhere… but the hard evidence is right there.
The BRIDGE tactic is being employed at one of the world’s largest tech companies, hiding DEI practices under the guise of ESG while continuing to operationalize DEI as part of their business model. Instead of having an ‘official’ DEI department that’s easy to spot and criticize, Microsoft is embedding DEI across their organizational framework, making it harder for those who oppose these initiatives to push back… initiatives that insert non-gamers into crucial roles for hiring gamers.
The passion… is gone.
The Halo Studios Case
A prime example of this covert operationalization is what’s happening at Halo Studios. Melissa Boone is in charge of hiring - and based on looking at her LinkedIn profile, has some extreme personal biases, heavily influenced by her sexual identity and her connection to the DEI/ESG framework. Bring your true self, as long as that’s not including being a straight heterosexual male…
This is a clear indication of BRIDGE being utilized at Microsoft. Hiring decisions are being made not based on who can push the gaming industry forward or who has the talent and passion for creating groundbreaking experiences being best for a position… but rather - to fulfill ESG goals.
This is not “racism” or “sexism” or any other “ism” the DEI proponents try to pin on critics. It’s reality—and it’s tragic.
Unqualified, non-gamers are placed into roles simply to check diversity boxes, with no passion for the medium they’re working on.
The sad truth is that it’s not only happening in the gaming industry but across many sectors where DEI is becoming the DNA of business operations.
It’s quietly but effectively reshaping the future, all while ruining game experiences.
BUT.... It's Not Just Melissa Boone...
Executive Producer Casey Wu and COO Elizabeth Van Wyck have brought their own activist-driven priorities to the table at Halo Studios, raising concerns about whether they are more focused on pushing ideological agendas than creating quality games. I mentioned this in my previous coverage, but it's worth noting that in 2019, Casey Wu was part of a panel titled "Open Worlds: Women and Diversity in Gaming," where she promoted the dubious claim that "45% of gamers are women."
This statement was designed to push a narrative about representation... realistically, it's detached from the actual player base that built franchises like Halo. Instead of focusing on the core audience that made the series a success, Wu is more interested in reshaping the industry according to her social agenda. The emphasis on "being your authentic self" is celebrated—but only if that self fits the preferred DEI narrative, sidelining any straight white men who have historically formed a significant part of the gaming industry's success... You know... With pure passion instead of checkboxes?
Elizabeth Van Wyck, with her long-standing career at Microsoft, shares similar activist tendencies. She’s been actively involved with AnyKey, an organization that prioritizes social justice and inclusion in gaming, reflecting her alignment with broader DEI efforts.
Like Wu, Van Wyck promotes the ideas of "authenticity" but ...again, it's selective—advocating for certain identities while alienating others. Her activism raises the question: is her focus on reviving the Halo franchise or simply fulfilling ESG mandates? Do these people ACTUALLY play video games??
Both Wu and Van Wyck are far more concerned with making statements and headlines than crafting the immersive, quality gameplay that Halo fans expect, contributing to the inevitable franchise's doom.
Don't believe me? Just wait...
In the meantime, grab some popcorn.
A More Insidious Reality
This isn’t a phase that’s going to pass. BRIDGE is here, and it’s the new face of corporate DEI initiatives—designed to be harder to spot, more ingrained in the business ecosystem, and nearly impossible to push back against. Microsoft’s role in this transformation, and Halo Studios' downfall, is an unfortunate sobering example of how far this operationalization has gone.
Companies like Microsoft are using BRIDGE to reframe their DEI goals, replacing the overt DEI teams with something far more covert and deeply entrenched in corporate operations. And in doing so, they are not just reshaping the workplace—they are reshaping the industries they dominate.
It’s not about diversity, equity, and inclusion anymore. It’s about reshaping the future of industries to serve ESG goals, at the expense of creativity, passion, and industry expertise. And sadly, it’s happening …right under our noses.
~Smash
