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What does DEI stand for? -

DEI stands for diversity, equity, and inclusion. It's a common term used in business and other spaces to refer to fair and equitable hiring practices. Some critics feel it could be considered reverse discrimination, however. 

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Diversity -

Diversity means embracing the differences that others bring to the table regardless of their age, race, ethnicity, religion, sexual orientation, or other aspects.

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Equity -

Equity means to treat everyone fairly and provide equal opportunities.

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Inclusion -

Inclusion means respecting other's voices and creating a culture in which people with diverse backgrounds feel like they can express their ideas and perspectives safely. 

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Historical roots of DEI -

DEI has evolved drastically from a 1960s compliance-focused effort against racial bias to a strategic business imperative today. Originally, DEI focused on gender and racial equity but it has expanded over the years to include broader identities.

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Why are people concerned now? -

Following the 2024 US presidential election, concerns about DEI initiatives have intensified. Certain companies had even started scaling back their DEI efforts before the inauguration on January 20, 2025.

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Specific companies scaling back DEI initiatives -

The following slides will highlight nine of these companies but it's not an exhaustive list. The extent of cutbacks can vary and there are changes every day.

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Amazon -

According to The Washington Post, Amazon removed several policies from its public website. These included policies aimed at protecting workers, solidarity pledges with Black employees, and health care benefits for transgender workers.

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Meta -

Not long after Mark Zuckerberg announced the end of Meta's fact-checking program, the company also announced they'd be ending all major DEI programs effective immediately. 

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McDonald's -

McDonald's announced that they will be changing various DEI aspects. This includes "retiring setting aspirational representation goals and pausing external surveys" focused on inclusion, such as the Human Rights Campaign's Corporate Equality Index.

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Walmart -

Walmart is the world's largest retailer and in November 2024, it confirmed that it would not be renewing a five-year commitment to an equity racial center set up in 2020. Additionally, the company will no longer consider race and gender as a litmus test to improve diversity in suppliers.

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Boeing -

In November 2024, the new CEO, Kelly Ortberg, dismantled the DEI department and accepted the resignation of the office's vice president.

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Lowe's -

In August 2024, the retailer decided they would no longer participate in the HRC index. Additionally, they would stop sponsoring parades and participating in events that are not in their core business areas.

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Ford Motor Co. -

The CEO of Ford, Jim Farley, sent a memo to the automaker's employees in August of 2024 that outlined significant changes to the company's DEI policy. It included the decision to stop taking part in HRC's Corporate Equality Index.

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Brown-Forman -

Brown-Forman which is known for its Jack Daniel's whiskey and other beverages, emailed its employees with the message they'd no longer be participating in initiatives such as the HRC index.

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John Deere -

John Deere, the farm equipment maker, said in a July 2024 statement that they will no longer sponsor "social or cultural awareness" events.

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Why can DEI in business be considered valuable? -

Research by Catalyst from organizations around the world found that DEI benefits individuals, organizations, teams, and society. Some statistics include a 59.1% increase in creativity, innovation, and openness for companies that establish inclusive business cultures and policies.

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Impact of DEI on workplace culture -

According to the same Catalyst study, women who work in inclusive workplaces experience less discrimination and harassment.

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Intersectionality in DEI -

DEI often tries to address overlapping identities and tailor initiatives for diverse groups.

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Criticism and challenges of DEI -

There are critiques of DEI efforts in the corporate world including the question of whether it is reverse discrimination or not. Others say that while DEI is helpful, there needs to be more training on implementing it.

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Problems getting leaders to support DEI efforts -

An incredible 87% of C-suite executives believe that taking a public stance on a social issue (such as DEI) is riskier than remaining silent. 

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Challenges of measuring DEI impact -

There are several challenges in measuring the true impact of DEI efforts. For example, quantitative versus qualitative metrics: which is better? Or matters more? Additionally, bias in data collection and a lack of standardized metrics can cause confusion in the business world.

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When did DEI become a top priority in the US? -

DEI really became a priority in 2020 following George Floyd's murder. At this time, you saw Fortune 1000 companies committing to the promotion of racial diversity and pledging to raise significant funds for the cause.

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The intersection of DEI and ESG -

DEI is an important component of the "social" pillar in the Environmental, Social, and Governance (ESG) framework.

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The future of DEI -

Different sources have vastly different opinions on the longevity of DEI efforts in the workplace. Only with time will we see the impact that politics and economic challenges will play.

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The role of leadership in driving DEI -

DEI efforts are largely driven by a company's senior executives. These individuals hold a lot of power and can often directly impact how a company shows (or ignores) DEI efforts.

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Generational perspectives on DEI - Consulting firm EY studied different generations in relation to DEI in the workplace and 63% of respondents currently prioritize Diversity, Equity, and Inclusiveness in choosing a company. For GenZ and millennials, it's even more important.

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Trends in DEI investment and policy changes -

As discussed, some companies have scaled back while others are standing strong in their commitments to DEI. Other major influences on the future of DEI will include political, legal, and societal factors.

Sources: (CNBC) (Advocate) (InStride) (EY) (Catalyst) (Forbes) (CNN) (Notre Dame University) (Inc.)

See also: Diversity, equity, inclusion, and belonging: why should you care?

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