So many of the reactions seem to be "I don't believe it, they don't care, they're evil", but that doesn't strike me as being particularly useful or realistic, because it misunderstands one very important fundamental human dynamic: the vast majority of villains think that they are the hero. Much harm is caused by those that don't understand that they are harming others. Many that knowingly do harm think that their doing harm serves a higher, more important purpose that, in fact, demands they continue that pattern of harm. Leaders of all stripes do things that are harmful, believing that the ends justify the means and that they are in fact doing good by doing harm.
This statement helps empower employees to say to illustrate to their corporate leadership that they are not, in fact, doing such a great job of being good guys. I have personally gone to managers that I work for and said "I think we need to invest in our employees more" and been told "we're not in the business of growing our employees". I've had managers that state that have demonstrated wanting the things that I want but refusing to act on those wants because they believe that those wants are selfish and immature, and that acting counter to their actual desires is a form of discipline that serves a higher purpose. Many believe this is good management like making your kid eat their vegetables in spite of their protest is good parenting.
For example, I have been in positions where I wanted to move on from old technologies and reported to engineering managers who also wanted to move on from old technology. I've even seen them demonstrate this by learning the newer tools and building side projects with them. Those same managers still could not be convinced to go to bat for the newer tools because they do not believe that they have a mandate to help their employees grow. I've personally seen leadership and especially middle managers make decisions based solely on the statement of shareholder value and ask how, for example, modernizing tooling helps shareholders.
This document strikes me as incredibly helpful to workers in the position that want to advocate for their own career growth. If you agree with these principles, do not look on it with skepticism. Instead, view it as a tool in your own arsenal that you can use to advocate for positive change in your own org.