“Major Corporations Scale Back Diversity, Equity, and Inclusion Efforts – Startling Revelations”
In February, Google informed its employees that it will no longer have hiring targets linked to representation. The company is currently reassessing its DEI programs and initiatives, including those deemed to be less impactful or presenting potential risks. Google’s chief people officer, Fiona Cicconi, stated in a memo to staff the commitment to fostering an inclusive workplace where all employees have equal opportunities for success. A Google spokesperson mentioned that the company has been reviewing its initiatives over the past year to enhance inclusivity. The spokesperson also indicated that Google has updated the language in its annual 10-K report to reflect these changes and is evaluating adjustments required following recent court decisions and executive orders.
Target also rolled back several DEI initiatives amid anti-DEI executive orders issued by President Trump. In January, Target announced the discontinuation of its three-year DEI goals and shifted its focus to align with the evolving external landscape. The company will no longer partake in diversity surveys or a program aimed at increasing products from minority-owned businesses. Additionally, Target will rename its “Supplier Diversity” team to “Supplier Engagement.”
In January, Meta reduced its DEI team, citing changes in the legal and policy landscape regarding diversity, equity, and inclusion efforts in the United States. The company announced that it would no longer have a dedicated DEI team, emphasizing a shift away from preferential treatment. Changes in diversity efforts across hiring, supplier selection, and training were highlighted in an internal memo.
McDonald’s paused some of its DEI initiatives in January, including setting representation goals and participating in external surveys related to DEI. The company also ended a requirement for supply chain partners to adhere to DEI targets and renamed its diversity team as the “Global Inclusion Team.” Despite these changes, McDonald’s reiterated that inclusion remains a core value.
Harley-Davidson announced in August that it would discontinue diversity-related programs following criticism from conservative groups. The company decided to halt diversity-based spending goals, social training for employees, and participation in an annual LGBTQ acceptance rating. The changes were made in response to external pressures.
The company expressed disappointment over the recent negativity on social media, which has been aimed at dividing the Harley-Davidson community. This follows calls from Starbuck for the company to apologize and amend its policies. Bloem, from the Human Rights Campaign, stated that stepping back from Diversity, Equity, and Inclusion (DEI) initiatives negatively impacts both employees and customers. Harley-Davidson’s decision to step away from the Corporate Equality Index was described as a hasty move influenced by extremist groups attempting to dismantle workplace initiatives. John Deere faced criticism from Starbuck on social media in July and subsequently scaled back its DEI commitments. Similarly, Tractor Supply Company and Polaris also reduced their DEI efforts following social media campaigns. Lowe’s announced changes to its DEI programs, including withdrawing from surveys by the Human Rights Campaign and consolidating resource groups for minority employees. The Senior Vice President of Programs of Research and Training at the Human Rights Campaign warned that scaling back on DEI policies could have long-term negative impacts on companies. Ford also announced changes to its participation in diversity rankings.
Employee resource groups at Ford are being restructured to be inclusive for all staff, while the company has decided to withdraw from certain diversity rankings. This decision follows quality issues and vehicle recalls faced by Ford recently. The Human Rights Campaign expressed disappointment with Ford’s actions, accusing the company of shirking its responsibilities to employees, consumers, and shareholders.
Molson Coors is scaling back on its diversity, equity, and inclusion policies, including removing supplier diversity quotas and shifting focus away from DEI-based training programs to prioritize business objectives. This move aims to ensure that executive compensation is tied solely to business performance.
On the other hand, Walmart is also rolling back its DEI programs, including discontinuing support for minority-owned suppliers and ending the use of the phrase DEI in company documents. Walmart will no longer share details of its LGBTQ+ corporate policies with the Human Rights Campaign and will stop allowing third-party sellers to list items marketed towards the LGBTQ+ community.
“Walmart has sent a message to all of America admitting that they are not perfect, as stated in a communication to BI. On social media platform X, conservative activist Robby Starbuck took credit for Walmart’s policy change, hailing it as a significant victory for the movement against corporate wokeness. Meanwhile, Nissan has decided to roll back some of its diversity, equity, and inclusion (DEI) initiatives, as announced by Starbuck on social media in December. In response to Starbuck’s post, Nissan emphasized its belief in being a company that welcomes everyone – employees, customers, business partners, and communities. The company stated that its commitment to respect and inclusion, dating back almost four decades, has fostered an environment where all team members can make meaningful contributions and has contributed to the overall success of the business.
Starbuck claimed that Nissan was responsive when he raised concerns about their ‘woke policies.’ He shared a letter allegedly sent to Nissan employees by executive Jeremie Papin, in which it was mentioned that the company would cease participating in third-party surveys conducted by organizations with strong political activism leanings. This decision meant that Nissan would no longer partake in the Corporate Equality Index by the Human Rights Campaign, an LGBTQ advocacy group. The letter also outlined a shift in employee training to focus on core business objectives that support personal job performance and career advancement.
Nissan clarified to BI that they were already addressing internal employee communication concerns before their dialogue with Starbuck, although they acknowledged having discussions with him prior to the public announcement. Overall, these developments reflect ongoing conversations and actions within both Walmart and Nissan regarding their corporate policies and initiatives.”
