Business
Digital ID in sports: Detroit Pistons Partner with Digital ID Company to Implement Biometric Verification
By Ken Macon
Digital ID is entering more aspects of everyday life.
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The Detroit Pistons, enjoying one of their most competitive seasons in years, are embracing a digital transformation with a partnership with ID.me, a company specializing in biometric ID verification and digital identity wallets. This move reflects a growing trend in professional sports, where teams are adopting digital identity tools under the guise of enhancing fan experience but also expanding the use of biometric systems in everyday activities.
More: Biometric Entry For Major League Baseball Games is Becoming More Prevalent Through this collaboration, the Pistons will deploy ID.me’s technology to streamline services for their community, including season ticket holders, loyalty program members, and groups like teachers, nurses, and military personnel. According to the Pistons, biometric verification will ensure that benefits, tickets, and exclusive offers reach actual fans rather than being snatched up by bots and scalpers. “ID.me is thrilled to help Detroit Pistons fans access tickets and special offers in a more secure, frictionless way,” said Taylor Liggett, chief growth officer at ID.me. He emphasized how digital identity wallets combat increasingly sophisticated fraud attempts by bad actors in the ticketing market. Adam Falkson, Vice President of Business Intelligence for the Pistons, framed the partnership as a response to evolving threats. “Like most industries, the risk and sophistication around fraud continues to be a threat and a challenge,” he said. Falkson added that the shared vision with ID.me is to protect customers while enhancing services in a secure and gated manner. However, critics have noted that the growing adoption of digital ID systems in sports goes beyond ticket security, potentially normalizing the use of biometrics in everyday transactions. Sports franchises are increasingly positioning biometric verification as essential for modern fan experiences, extending its use to concessions, merchandise, alcohol purchases, and VIP access. ID.me, which has recently seen a surge in partnerships, views sports as a fertile ground for advancing its technology. The adoption of these systems aligns with the industry’s broader trend of integrating biometrics into live events, framing it as a way to “strengthen fan relationships” and streamline services. While the Detroit Pistons and ID.me tout the convenience and security of such systems, the broader implications of tying everyday activities to biometric verification risks the growth of a checkpoint society. |
MxM News
Quick Hit:
The Justice Department has withdrawn a discrimination lawsuit against Elon Musk’s SpaceX that was filed during the Biden administration. The lawsuit accused SpaceX of discriminatory hiring practices against asylum seekers and refugees. The move follows ongoing cost-cutting measures led by Musk as the head of the Department of Government Efficiency under the 47th President Donald Trump’s administration.
Key Details:
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The DOJ filed an unopposed motion in Texas federal court to lift a stay on the case, signaling its intent to formally dismiss the lawsuit.
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The lawsuit, filed in 2023, alleged SpaceX required job applicants to be U.S. citizens or permanent residents, a restriction prosecutors argued was unlawful for many positions.
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Elon Musk criticized the lawsuit as politically motivated, asserting that SpaceX was advised hiring non-permanent residents would violate international arms trafficking laws.
Diving Deeper:
The Justice Department, led by Attorney General Pam Bondi, has moved to drop the discrimination lawsuit against SpaceX, marking another reversal of Biden-era legal actions. The case, initiated in 2023, accused SpaceX of discriminating against asylum seekers and refugees by requiring job applicants to be U.S. citizens or permanent residents. Prosecutors claimed the hiring policy unlawfully discouraged qualified candidates from applying.
The DOJ’s decision to withdraw the case follows a judge’s earlier skepticism about the department’s authority to pursue the claims. No official reason for the withdrawal was provided, and neither Musk, SpaceX, nor the DOJ have issued public statements on the development.
Elon Musk was outspoken in his criticism of the lawsuit, labeling it as a politically motivated attack. Musk argued that SpaceX was repeatedly informed that hiring non-permanent residents would violate international arms trafficking laws, exposing the company to potential criminal penalties. He accused the Biden-era DOJ of weaponizing the case for political purposes.
The decision to drop the lawsuit coincides with Musk’s growing influence within the Trump administration, where he leads the Department of Government Efficiency (DOGE). Under his leadership, DOGE has implemented aggressive cost-cutting measures across federal agencies, including agencies that previously investigated SpaceX. The Federal Aviation Administration (FAA), which proposed fining SpaceX $633,000 for license violations in 2023, is currently under review by DOGE officials embedded within the agency.
Meanwhile, SpaceX’s regulatory challenges appear to be easing. A Texas-based environmental group recently dropped a separate lawsuit accusing the company of water pollution at its launch site near Brownsville. The withdrawal of the DOJ lawsuit signals a significant victory for Musk as he continues to navigate regulatory scrutiny while advancing his business ventures under the Trump administration.
MxM News
Quick Hit:
PepsiCo is the latest major U.S. company to adjust its diversity, equity, and inclusion (DEI) policies as 47th President Donald Trump continues his campaign to end DEI practices across the federal government and private sector. The company is shifting away from workforce representation goals and repurposing its DEI leadership, signaling a broader trend among American corporations.
Key Details:
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PepsiCo will end DEI workforce representation goals and transition its chief DEI officer to focus on associate engagement and leadership development.
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The company is introducing a new “Inclusion for Growth” strategy as its five-year DEI plan concludes.
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PepsiCo joins other corporations, including Target and Alphabet-owned Google, in reconsidering DEI policies following Trump’s call to end “illegal DEI discrimination and preferences.”
Diving Deeper:
PepsiCo has announced significant changes to its DEI initiatives, aligning with a growing movement among U.S. companies to revisit diversity policies amid political pressure. According to an internal memo, the snacks and beverages giant will no longer pursue DEI workforce representation goals. Instead, its chief DEI officer will transition to a broader role that focuses on associate engagement and leadership development. This shift is part of PepsiCo’s new “Inclusion for Growth” strategy, set to replace its expiring five-year DEI plan.
The company’s decision to reevaluate its DEI policies comes as President Donald Trump continues his push against DEI practices, urging private companies to eliminate what he calls “illegal DEI discrimination and preferences.” Trump has also directed federal agencies to terminate DEI programs and has warned that academic institutions could face federal funding cuts if they continue with such policies.
PepsiCo is not alone in its reassessment. Other major corporations, including Target and Google, have also modified or are considering changes to their DEI programs. This trend reflects a broader corporate response to the evolving political landscape surrounding DEI initiatives.
Additionally, PepsiCo is expanding its supplier base by broadening opportunities for all small businesses to participate, regardless of demographic categories. The company will also discontinue participation in single demographic category surveys, further signaling its shift in approach to DEI.
As companies like PepsiCo navigate these changes, the debate over the future of DEI in corporate America continues. With Trump leading a campaign against these practices, more companies may follow suit in reevaluating their DEI strategies.
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