Oh Robby, Robby, Robby

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Jaya

Stretch

Over the past week, there has been an uptick in the news cycle as we hear of major corporations choosing to divest from the diversity, equity, and inclusion initiatives. The latest corporations of note include:

• Tractor Supply Co.
• Jim Bean
• Harley-Davidson
• John Deere
• Ford Motor Co.
• Lowes
• Target

Much of this recent wave of divestment has been driven by activists like Robby Starbuck , a conservative activist who believes that politics has become too immersed in business. His approach has been to target a business that has a substantially conservative base, pepper their social media pages (primarily using X) with criticism of DEI efforts the company may be attempting, and encourage others to do the same. Unsurprisingly, he also encourages wallet activism, instructing his followers to not patronize these organizations unless they bend to the will of their conservative patrons.?

He’s seen success with this approach. First starting with a smaller company called Tractor Supply Co. where he bought his farming supplies from, with a newer DEI program, they quickly scrapped their DEI efforts once faced with this pressure. Realizing the effectiveness of his approach, he moved on to other organizations with the same operating procedure, yielding similar success. He claims that DEI programs and departments are “Trojan horses for pushing leftism” and is someone who is a staunch advocate against LGBTQ+ rights, and climate change activism, among other things.

There are a few interesting things to note about Robby’s belief system and others who may subscribe to a similar one. Let’s walk through them together:

1. Selective extraction of politics from business: Capitalism inherently relies on governmental regulation to ensure a fair and free market for businesses to flourish. You can’t disentwine politics and business at a fundamental level unless people decide to participate in laissez-faire markets . Robby, and the rest of us benefit from politics in business.
2. Robby’s magical thinking: I think Robby thinks he is making all of this happen. What Robby is not accounting for, at least not publicly, is the onslaught of anti-DEI legislation in higher education and corporations that have been coming hard and fast as soon as DEI initiatives, business functions, and teams began to exist in 2020. Robby just started to talk at the right time and targeted what I liked to call “fledgling efforts—essentially those who are just getting started. Which honestly is opportunistic and gross. They didn’t even have a chance to show what they were capable of.
3. Robby wants to make a name for himself: A person’s motivations for doing something are just as important as what they are doing. Before his activism work, Robby worked in Hollywood as a director. Before this newly found notoriety, Robby was a staunch Trump supporter in 2020, passionately against Covid vaccinations and social distancing mandates. Conservative complaints are his stomping ground. This month’s flavor is anti-DEI efforts, which have gathered some traction. I’m curious how long it will stick.

Now that we’ve had some fun analyzing Robby, let’s get back to a more important matter, which is the fact that a substantial number of high-profile companies have pulled back on their DEI initiatives in very real ways. Having dealt with the anti-DEI backlash firsthand that many corporations are currently navigating, I can attest that it can feel like an intimidating place to be. But DEI work isn’t for the faint of heart.?

Ultimately, why does this work exist? Because workplaces and communities weren’t originally created to welcome and embrace all of us. DEI practitioners enter these spaces to help correct these inequities and make as many spaces and places as possible feel welcoming to as many people as possible, so they can contribute to the companies they work for, the communities they live in, and to help people engage with each other respectfully and with humanity.?

When I see companies pulling back on commitments and initiatives that seek to serve these objectives, I see a lack of leadership, moral compass, and ability to stand by the values that company espouses.

If that stung as you read it, I implore you to reflect on that. Because the people who are hurting more are:

• Those who are unable to come to work without being harassed, othered, or promoted fairly
• See a future where they aren’t treated differently because of who they are.
• A future of hope

Doesn’t everyone deserve that?

Reflect

1. How might reducing DEI efforts affect marginalized groups within the organization and in the broader community?
2. What message does the scaling back of DEI programs send to current and potential employees, customers, and stakeholders?

Act

Regardless of your organization’s commitment to DEI, here are a few ways you can show your individual commitment:

1. Mentorship: Offer to mentor or support colleagues from underrepresented groups to help them navigate the workplace and advance in their careers.
2. Champion Diversity in Hiring: Advocate for diverse hiring panels and inclusive job descriptions to ensure the recruitment process remains equitable.
3. Promote Inclusive Behaviors: Lead by example by consistently promoting inclusive behaviors in meetings, decision-making processes, and team interactions.