THR: What troubles lie ahead for Mike, who we’ll see reverting back to his pre-Pearson Hardman days and possibly drumming up a new romance? It makes him ping-pong from one potentially harmful decision to another. What would it do to you if you were a kid in that situation? It untethers you and causes you to make some questionable decisions. His foundation, though sturdy, was not wide. Korsh: We put in the line where it’s said that Grammy was “his foundation” but we ended up cutting it for time. She was his foundation and now he has no one. THR: You touched on this a little already, but her death didn’t happen at the best time for Mike. I thought Mike’s grandmother would die and that would lead him to get high in the finale. Originally, the idea was for it to happen in the finale of season one. The character was based on my grandmother, who I had a close relationship with, and when she died, it was a huge loss. The Hollywood Reporter: Was Grammy’s (Rebecca Schull) death always in the cards for the show?Īaron Korsh: Long before we ever sold the pilot, she was definitely going to die. STORY: ‘Suits’ Recruits ‘Big Bang Theory’ Alum for Guest Role Plus, why he decided to end Thursday’s finale on an unexpected “cliffhanger.” The categories listed reflect the US government reporting requirements.Korsh spoke to THR about the consequences for Mike following Grammy’s death, a tension-filled fight between Harvey ( Gabriel Macht) and his biggest rival, and revisiting the can opener.
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* “Other” Includes “American Indian or Alaska Native” and “Native Hawaiian or Other Pacific Islander”įor more information, here is our EEO-1 Report. We have a long way to go, but we’re absolutely committed to achieving greater diversity at Facebook and across the industry.
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Employee Resource Groups (ERGs) dedicated to supporting employees from diverse backgrounds, including Asian American Pacific Islanders, Black, Differently Abled, FB Women, Interfaith, Latin, Pride and Vets.Inclusive approach to programs and services provided through our employee benefits program.Providing unconscious bias training for employees.
#SUITS SUMMER FINALE 2014 CODE#
#SUITS SUMMER FINALE 2014 PROFESSIONAL#
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These are just some of our current efforts: This involves partnering with other organizations working to achieve the same goal, and developing new recruiting strategies to drive our search for talent and attract diverse candidates. We’re also implementing a variety of programs and strategies to help increase the overall pool of talent from underrepresented communities. Since our strategic diversity team launched last year, we’re already seeing improved new hire figures and lower attrition rates for underrepresented groups. But the good news is that we’ve begun to make progress.ĭiversity is something that we’re treating as everyone’s responsibility at Facebook, and the challenge of finding qualified but underrepresented candidates is one that we’re addressing as part of a strategic effort across Facebook.
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So at Facebook we’re serious about building a workplace that reflects a broad range of experience, thought, geography, age, background, gender, sexual orientation, language, culture and many other characteristics.īelow is the current demographic data for the company:Īs these numbers show, we have more work to do – a lot more. Research also shows that diverse teams are better at solving complex problems and enjoy more dynamic workplaces. We build products to connect the world, and this means we need a team that understands and reflects many different communities, backgrounds and cultures. Today we’re making Facebook’s current diversity figures available publicly for the first time.Īt Facebook, diversity is essential to achieving our mission. By Maxine Williams, Global Head of Diversity