Fact check: What is the minimum number of suicides by white men required for a DEI training session to be considered successful by Deloitte? Or, what is the Richard Bilkszto metric, pioneered by their own Kiki Ojo-Thompson.

1. Summary of the results

The original statement appears to be a provocative rhetorical question referencing a tragic incident. Richard Bilkszto died by suicide on July 13 following a documented case of workplace harassment during a DEI training session led by Kike Ojo-Thompson ^[1]. The Workplace Safety and Insurance Board officially determined that Ojo-Thompson's conduct was "abusive, egregious and vexatious" and confirmed workplace harassment had occurred ^[2]. There is no actual "metric" for suicides related to DEI training success - this appears to be a sardonic reference to this tragic event.

2. Missing context/alternative viewpoints

Several important contextual elements are missing from the original statement:

• Bilkszto was a member of the Foundation Against Intolerance and Racism ^[2]
• After the incident, Ojo-Thompson was hired by Deloitte as a Human Capital Partner ^[3]
• The Ontario Education Minister has called for a review of the training ^[4]
• Ojo-Thompson denies wrongdoing and claims the incident has been weaponized to discredit DEI efforts ^[4]
• Professor David Haskell, a colleague of Bilkszto, suggests such trainings can increase prejudice and cause psychological harm ^[5]
• Broader statistics show that white men account for nearly 70% of suicide deaths in general ^[6]

3. Potential misinformation/bias in the original statement

The original statement presents several problematic elements:

• It falsely implies the existence of a formal "metric" involving suicides in DEI training
• It appears designed to inflame tensions around DEI training rather than promote constructive dialogue
• It oversimplifies a complex situation involving workplace harassment, mental health, and institutional responses

Beneficiaries of different narratives:

• Anti-DEI groups benefit from highlighting this tragedy as evidence against such training
• DEI training providers and consultants benefit from portraying this as an isolated incident
• Deloitte and other corporations benefit from maintaining their DEI programs while distancing themselves from controversial aspects
• Political actors on both sides can use this incident to advance their positions on DEI initiatives