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HIDEKI KAMIYA MANDA A CALLAR A LOS FANS QUE LLAMAN ICONO LGBTQ A BAYONETTA Hideki Kamiya acaba de soltar la papeada del mes y mandó a callar a los fans que querían cambiar el canon de Bayonetta. Un usuario etiquetó al creador llamando a la bruja un "ícono LGBTQ" y Kamiya, fiel a su estilo agresivo, le respondió tajantemente que se callara. El creador ya había dejado claro (especialmente en Bayonetta 3) que ella tiene una familia oficial con Luka y su hija Viola, enterrando las teorías de quienes la emparejaban románticamente con Jeanne.

I am reaching out to the @X community for advice with the likely risk of sharing TMI. I have been sufficiently upset about the whole matter that I have lost sleep thinking about it and I am hoping that this post will enable me to get this matter off my chest. By way of background, I started a family office called TABLE about 15 years ago and hired a friend who had previously managed a family office, and years earlier, had been my personal accountant. She is someone that I trusted implicitly and consider to be a good person. The office started small, but over the last decade, the number of personnel and the cost of the office grew massively. The growth was entirely on the operational side as the investment team has remained tiny. While my investment portfolio grew substantially, the investments I had made were almost entirely passive and TABLE simply needed to account for them and meet capital calls as they came in. While TABLE purchased additional software and other systems that were supposed to improve productivity, the team kept increasing in size at a rapid rate, and the expenses continued to grow even faster. While I would periodically question the growing expenses and high staff turnover, I stayed uninvolved with the office other than a once-a-year meeting when I briefly reviewed the operations and the financials and determined bonus compensation for the President and the CFO. I spent no time with any of the other employees or the operations. The whole idea behind TABLE was that it would handle everything other than my day job so that I would have more time for my job and my family. Over the last six years, expenses ballooned even further, employee turnover accelerated, and I became concerned that all was not well at TABLE. It was time for me to take a look at what was going on. Nearly four years ago, I recruited my nephew who had recently graduated from Harvard and put him to work at Bremont, a British watchmaker, one of my only active personal investments to figure out the issues at the company and ultimately assist in executing a turnaround. He did a superb job. When he returned from the UK late last year after a few years at Bremont, I asked him to help me figure out what was going on with TABLE. When I explained to TABLE’s president what he would be doing, she became incredibly defensive, which naturally made me more concerned. My nephew went to work by first meeting with each employee to understand their roles at the company and to learn from them what ideas they had on how things could be improved. He got an earful. Our first step in helping to turn around TABLE was a reduction in force including the president and about a third of the team, retaining excellent talent that had been desperate for new leadership. Now here is where I need your advice. All but one of the employees who were terminated acted professionally and were gracious on the way out (excluding the president who had a notice period in her contract, is currently still being paid, and with whom I have not yet had a discussion). The highest compensated terminated employee other than the president, an in-house lawyer (let’s call her Ronda), told us that three months of severance was not enough and demanded two years’ severance despite having worked at the company for only two and one half years. When I learned of Ronda's request for severance, I offered to speak with her to understand what she was thinking, but she refused to do so. A few days ago, we received a threatening letter from a Silicon Valley law firm. In the letter, Ronda’s counsel suggests that her termination is part of longstanding issues of ‘harassment and gender discrimination’ – an interesting claim in light of the fact that Ronda was in charge of workplace compliance – and that her termination was due to: “unlawful, retaliatory, and harmful conduct directed towards her. Both [Ronda] and I [Ronda’s lawyer] have spoken with you about [Ronda’s] view of what a reasonable resolution would include given the circumstances. Thus far, TABLE has refused to provide any substantive response. This letter provides the last opportunity to reach a satisfactory agreement. If we cannot do so, [Ronda] will seek all appropriate relief in a court of competent jurisdiction.” The letter goes on to explain the basis for the “unsafe work environment” claim at TABLE: “In early 2026, Pershing Square’s founder Bill Ackman installed his nephew in an unidentified role at TABLE, Ackman’s family office. [His nephew]—whose only work experience had been for TABLE where he was seconded abroad for the last four years to a UK watch company held by Ackman—began appearing at TABLE’s offices and conducting interviews of employees without a clear explanation of his role or the purposes of these interviews. During this period, he made a series of inappropriate and genderbased [sic] comments to multiple employees that created an unsafe work environment. Among other things, [his nephew] made remarks about female employees’ ages (“Tell me you are nowhere near 40”), physical appearance (“Your body does not look like you have kids”), as well as intrusive questions about family planning and sexual orientation (“Who carried your son? Who will carry your next child?”). These incidents were reported to senior leadership at TABLE and Pershing Square. Rather than being addressed appropriately, the response from senior management reflected, at best, willful blindness to the inappropriateness of [his nephew]’s remarks and, at worst, tacit endorsement.” The above allegations about my nephew had previously been brought to my attention by TABLE’s president when they occurred. When I learned of them, I told the president that I would speak to him directly and encouraged her to arrange for him to get workplace sensitivity training. The president assured me that she would do so. When I spoke to my nephew, he explained what he actually had said and how his actual remarks had been received, not at all as alleged in the legal letter from Ronda’s counsel. I have also spoken to others at the lunch table who confirmed his description of the facts. In any case, he meant no harm, was simply trying to build rapport with other employees, and no one, as far as I understand, was offended. Ironically, Ronda claims in her legal letter that TABLE didn’t take HR compliance seriously, yet Ronda was in charge of HR compliance at TABLE and the person who gave my nephew his workplace sensitivity training after the alleged incidents. In any case, Ronda, as head of compliance, should have kept a record or raised an alarm if indeed there was pervasive harassment or other such problems at the company, and there is no evidence whatsoever that this is true. So why does Ronda believe she can get me to pay her nearly $2 million, i.e., two years of severance, nearly one year of severance for each of her years at the company? Well, here is where some more background would be helpful. Over the last two months, I have been consumed with a major family medical issue – one of my older daughters had a massive brain hemorrhage on February 5th and has since been making progress on her recovery – and I am in the midst of a major transaction for my company which I am executing from a hospital room office next to her . While the latter business matter is publicly known, the details of my daughter’s situation are only known to Ronda because of her role at our family office. Now, let’s get back to the subject at hand. Unfortunately, while New York and many other states have employment-at-will, there has emerged an industry of lawyers who make a living from bringing fake gender, race, LGBTQ and other discrimination employment claims in order to extract larger severance payments for terminated employees, and it needs to stop. The fake claim system succeeds because it costs little to have a lawyer send a threatening letter and nearly all of the lawyers in this field work on contingency so there is no or minimal cash cost to bring a claim. And inevitably, nearly 100% of these claims are settled because the public relations and legal costs of defending them exceed the dollar cost of the settlement. The claims are nearly always settled with a confidentiality agreement where the employee who asserts the fake claims remains anonymous and as a result, there is no reputational cost to bringing false claims. The consequences of this sleazy system (let’s call it ‘the System’) are the increased costs of doing business which is a tax on the economy and society. There are other more serious problems due to the System. Unfortunately, the existence of an industry of plaintiff firms and terminated employees willing to make these claims makes it riskier for companies to hire employees from a protected class, i.e., LGBTQ, seniors, women, people of color etc. because it is that much more reputationally damaging and expensive to be accused of racism, sexism, and/or intolerance for sexual diversity than for firing a white male as juries generally have less sympathy for white males. The System therefore increases the risk of discrimination rather than reducing it, and the people bringing these fake claims are thereby causing enormous harm to the other members of these protected classes. So what happened here? Ronda was vastly overpaid and overqualified for the job that she did at TABLE. She was paid $1.05 million plus benefits last year for her work which was largely comprised of filling out subscription agreements and overseeing an outside law firm on closing passive investments in funds and in private and venture stage companies, some compliance work, and managing the office move from one office to another. She had a very good gig as she was highly paid, only had to go into the office three days a week, and could work from anywhere during the summer. Once my nephew showed up and started to investigate what was going on, she likely concluded that there was a reasonable possibility she would be terminated, as her job was in the too-easy-and-to-good-to-be-true category. The problem was that she was not in a protected class due to her race, age or sexual identity so she had to construct the basis for a claim. While she is female and could in theory bring a gender-based discrimination claim, she reported to the president who is female and to whom she is very close, which makes it difficult for her to bring a harassment claim against her former boss. When my nephew complimented a TABLE employee at lunch about how young she looked – in response to saying she was going to her 40-year-old sister’s birthday party, he said ‘she must be your older sister’ – Ronda immediately reported it to our external HR lawyer. She thereby began building her case. The other problem for Ronda bringing a claim is that she was terminated alongside 30% of other TABLE employees as part of a restructuring so it is very difficult for her to say that she was targeted in her termination or was retaliated against. TABLE is now hiring an external fractional general counsel as that is all the company needs to process the relatively limited amount of legal work we do internally. In short, Ronda was eminently qualified and capable and did her job. She was just too much horsepower for what is largely an administrative legal role so she had to come up with something else to bring a claim. Now Ronda knew I was a good target and it was a good time to bring a claim against me. She also knew that I was under a lot of pressure because on March 4th when Ronda was terminated, my daughter had not yet emerged from consciousness, she was not yet breathing on her own, and my daughter and we were fighting for her life. I was and remain deeply engaged in her recovery while at the same time I was working on finishing the closing for the private placement round for my upcoming IPO. Ronda also knew that publicity about supposed gender discrimination and a “hostile and unsafe work environment” are not things that a CEO of a company about to go public wants to have released into the media. And she may have thought that the nearly $2 million she was asking for would be considered small in the context of the reputational damage a lawsuit could cause, regardless of the fact that two years of severance was an absurd amount for an employee who had only worked at TABLE for 30 months. She also likely considered that I wouldn’t want to embarrass my nephew by dragging him into the klieg lights when her claims emerged publicly. So, in summary, game theory would say that I would certainly settle this case, for why would I risk negative publicity at a time when I was preparing our company to go public and also risk embarrassing my nephew. Notably, she hired a Silicon Valley law firm, rather than a typical NY employment firm. This struck me as interesting as her husband works for one of the most prominent Silicon Valley venture firms whose CEO, I am sure, has no tolerance for these kinds of fake claims that sadly many venture-backed companies also have to deal with. I mention this as I suspect her husband likely has been working with her on the strategy for squeezing me as, in addition to being a computer scientist, he is a game theorist. My only advice for him is to understand more about your opponent before you launch your first move. All of the above said, gender, race, LGBTQ and other such discrimination is a real thing. Many people have been harmed and deserve compensation for this discrimination, and these companies and individuals should be punished for engaging in such behavior. Which brings me to the advice I am seeking from the X community. I am not planning to follow the typical path and settle this ‘claim.’ Rather, I am going to fight this nonsense to the end of the earth in the hope that it inspires other CEOs to do the same so we shut down this despicable behavior that is a large tax on society, employment, and the economy and contributes to workplace discrimination rather than reducing it. Do you agree or disagree that this is the right approach?

🚨AHORA: El gobierno de Rusia ha prohibido oficialmente el acceso a MyAnimeList (MAL), la base de datos de anime más grande del mundo. La prohibición se debe a la acusación de que el sitio web contiene "contenido extremista LGBTQ+", de acuerdo con las leyes del país. Esta prohibición afecta a millones de usuarios que usan MAL para rastrear y calificar series de anime y manga.

2025年4月16日 約３年ぶりに僕の著者となるフォトエッセイを発売します。 2023年7月26日にファンの皆さんの前でゲイであることをカミングアウトした僕のこれまでの人生を振り返り、カミングアウトまでの道のりと、その後に感じたことを記しました。 幼少期にあった違和感やエピソード、 「AAA」としてデビューをするも誰にも言えなかった悩みや孤独感、 自分と向き合う為、自分らしい人生を送るためにロサンゼルスへの留学・移住を決断したことなど、カミングアウトするまでの出来事や、その時々に抱いていた感情を出来る限り詰め込みました。 僕自身、これまでの人生には大きな葛藤がありましたが、自分らしく生きられる道を自分の手で切り開こうと前向きにもがいてきました。 それは"今も"かもしれません。 LGBTQ +の方々だけでなく、 みんな人それぞれ、誰にも言えないような葛藤や悩みはあると思います。 そんな方々に、 「こんな生き方もあるんだ」 と、少しでも勇気を持って貰えたり、励ましとなればいいなと思ってます。 予約受付に関しては、本日からAmazonや楽天ブックス、各種ネット書店等でスタートしています。 また、書店お渡し会イベントも開催予定です。 場所、日時、内容などの詳細は後日発表するので、待っててください🙇‍♂️

今年も株式会社 明治さんのLGBTQ+の理解者・支援者の集まりであるアライ（Ally）ネットワーク「Marble（マーブル）」から、 「マーブルパウチダイバーシティパッケージ」が発売されてます👏🏳️‍🌈😄 今年は去年よりもっとカラフルなデザインにリニューアルして登場しました！ ダイバーシティパッケージには 「理想が日常になりますように」という想いが込められていて、今回も5つのメッセージが込められています🙈✨ ① DEAR PARTNER！　大切なパートナーへ。 ② MANY THANKS！　めーいっぱいの「ありがとう。」をこめて。 ③ JUST LOVE YOURSELF！　ありのままのキミが好き。 ④ FULL OF SMILE！　あなたの笑顔でシアワセ広がる。 ⑤ MILLION COLORS！　みんなの数だけ色がある。 バレンタイン前でもあるので、 みなさん思い思いの形で、このチョコレートをキッカケに「人との繋がり」を感じとれたら素敵ですね😆✨ #マーブルパウチ# #PR#

年齢、人種、セクシュアリティに関係なく、全ての人が心も身体も健康に、笑顔になれることを目指すオンラインサロン 【SHINJIRO ATAE Official Online Salon You Only Live Once】をオープンしました！ 初めての生配信を観てくれた方もありがとうございました😊 まだ観れてないかたはアーカイブも残っているのでぜひチェックしてや🕺✨ これからここでしかみれない限定のオフショットや生配信、自分のライフスタイルの発信は勿論、みんなのおすすめの美容健康法や、英会話について、そして、メンタルヘルスやLGBTQ＋について情報交換や相談の場、一人一人が明るく笑顔に支え合っていける場所を作っていきます😄 既に参加してくれて、勇気を出して色々相談してくれている方や、それに対してアドバイスをしてくれている方、みんなありがとうー🙌 ちゃんとみているし、参考になるか分からないけど、これからもっとそこに対しての僕の考え方や気持ちもシェアしていけたらと思っています😆 今後直接1on1でのオンライントークの企画も出来ればと思ってるので、それも楽しみ🙈 全員で色んなことを学んで、1人でも多くの人がポジティブになれるように、みんなで助け合ってhappyに生きていきましょう🔥😍🫡 Regardless of age, race, or sexuality, Online Salon aims to create a space where people can smile and nurture a healthy mind and body. [SHINJIRO ATAE Official Online Salon You Only Live Once] has opened! Thank you to everyone who watched my first livestream😊 If you haven't seen it yet, there is a archived video of the livestream so be sure to check it out🕺✨ From now on, you will be able to enjoy exclusive off-shots and live broadcasts that can only be seen here, as well as information about my lifestyle. We will create a place where everyone can support each other with bright smiles, a place to exchange information and consult about everyone's recommended beauty and health tips, learn conversational English, talk about our mental health and LGBTQ+ issues😄 Thank you to everyone who has already participated, had the courage to consult with the community about various things, and to everyone who has given advice🙌 I've been watching it closely, and I don't know if it will be helpful, but I hope to share more of my thoughts and feelings about different topics in the future😆 I'm thinking about planning direct one-on-one online talks in the future, so I'm looking forward to that too🙈 Let's all learn new things and help each other create a happy life for ourselves and spread positivity to as many people as possible🔥😍🫡

年齢、人種、セクシュアリティに関係なく、全ての人が心も身体も健康に、笑顔になれることを目指すオンラインサロン 【SHINJIRO ATAE Official Online Salon You Only Live Once】を 日本時間10/15(日)0:00にオープンします！ 限定のオフショットや生配信、 僕のライフスタイルの発信は勿論、 みんなのおすすめの美容健康法や、 英会話について、 そして、メンタルヘルスやLGBTQ＋について情報交換や相談の場を作ります！ 皆んなにも時には弱いところや、悩みをさらけ出して欲しいし、伝えて欲しいです。 僕も沢山みんなに助けられたし、僕が何か出来ることがあればしていきたいし、支え合って行きたい。 そして、世界がより明るく、新たな光が射す方にみんなで一緒に向かっていけたら嬉しいです！！ また、日本時間10/15(日)11:00〜 から生配信を行います！ 初めの何分かはX(旧Twitter)同時配信もするので、ぜひチェックしてください！ ◆ ダウンロード アプリ名 ： Fanicon 対応端末 ： iPhone／Android版 提供場所 ： App Store／Google Play URL ： Regardless of age, race, or sexuality, we aim to create an online salon where everyone can achieve both mental and physical well-being. The SHINJIRO ATAE Official Online Salon You Only Live Once will open on October 15th at 0:00 (Japan time)! In addition to exclusive behind-the-scenes content and live streaming, I'll be sharing insights into my lifestyle. Furthermore, we will create a space for everyone to exchange information and seek advice on recommended beauty and health practices, and also a place to learn English. We'll also discuss topics related to mental health and the LGBTQ+ community. I want everyone to feel comfortable sharing their concerns and being vulnerable with one another. I've received so much support from everyone, and if there's anything I can do to help I want to do it and support each other. Moreover, I'd be delighted if together we could all move towards a brighter world, where new light shines! Additionally, on October 15th at 11:00 (Japan time), we will be conducting a live stream. We'll also have simultaneous streaming on X (formerly Twitter) for the first part of the stream, so please be sure to check it out! Download Information: * App Name: Fanicon * Compatible Devices: iPhone/Android * App Store/Google Play: Fanicon Download URL ：