Standing Firm: The Critical Fight to Defend Diversity, Equity, and Inclusion
The recent article in USA Today highlighting civil rights groups' efforts to push back against anti-DEI campaigns is a powerful reminder of the broader fight to preserve and advance diversity, equity, and inclusion (DEI) in the workplace. While these efforts are commendable, it's crucial to understand that the attacks on DEI are not driven by a lone actor like Robby Starbuck. Starbuck is merely a cog in a much larger machine of anti-DEI activism that includes prominent figures like Christopher Rufo, Stephen Miller, Ron DeSantis, and JD Vance.
These individuals are part of a well-funded network that seeks to dismantle the gains made in equity and inclusion across various sectors of American society. Vance, for example, introduced the "Dismantle DEI" bill in the House of Representatives with the explicit goal of eliminating DEI initiatives within the federal government and federal contractors. This legislative attack is part of a broader, coordinated strategy that aligns with the agenda outlined in Project 2025, an effort designed to further marginalize DEI programs at the national level.
What is heartening, however, is the collective resistance we are witnessing from civil rights groups, who are standing up to defend decades of pro-business DEI programs. These efforts, which include leadership from organizations like the Human Rights Campaign, NAACP, and the National Women’s Law Center, demonstrate that they are ready to fight back against these reactionary forces. The letter sent to Fortune 1000 CEOs by these groups marks an important moment of collective action to counter the growing campaign to abolish workplace DEI policies. As the letter rightly states, these divestments weaken businesses and the American economy more broadly, making workplaces less safe and less inclusive for millions of Americans.
But it’s not just civil rights groups raising alarms. Corporate responsibility organizations like As You Sow are also stepping in. Andrew Behar, CEO of As You Sow, is leading a coalition of investors to hold companies accountable for their DEI commitments. Shareholder resolutions are being filed, demanding that corporations review their performance on DEI and ensure they are living up to their stated values. These efforts remind us that DEI isn’t just a moral obligation—it’s an essential aspect of business accountability. When companies fail to deliver on their commitments, it’s not just a PR problem; it’s a breach of fiduciary responsibility to shareholders, employees, and consumers alike.
What is perhaps most frustrating about this wave of anti-DEI activism is its clear shortsightedness. The data is overwhelmingly in favor of diversity, equity, and inclusion as a business imperative. According to a 2020 report from McKinsey & Company, companies in the top quartile for both gender and ethnic diversity are 12% more likely to outperform other companies. On the flip side, companies in the bottom quartile for diversity significantly underperform, by as much as 27%. This data is not new, nor is it surprising. Diverse teams lead to greater innovation, better decision-making, and stronger financial performance.
By capitulating to far-right political forces, corporations risk alienating their most valuable employees and consumers. As shown by an Edelman survey from 2024, 60% of employees say an inclusive work culture with a well-supported diversity program is critical to attracting and retaining them. That’s an increase of 9 points from just two years ago. Furthermore, Pew research found that only 16% of employees believe DEI programs are a bad thing. This clear majority underscores the fact that diversity is not a political issue—it is a reflection of the reality of today’s workforce and consumer base.
Walking away from DEI programs also comes with significant financial risks. Women, people of color, individuals with disabilities, and members of the LGBTQ+ community make up powerful consumer segments. Women alone control two-thirds of global consumer spending, and are projected to control two-thirds of all consumer wealth within the next decade. Black consumers wield $1.7 trillion in purchasing power, and the LGBTQ+ community commands $1.4 trillion. These are not figures that businesses can afford to ignore. Alienating these groups will have a lasting, detrimental impact on long-term profitability and brand loyalty.
Moreover, businesses that abandon DEI efforts are failing to prepare for the future. Gen Z, the fastest-growing segment of the workforce and consumer market, is the most diverse generation in American history. One in four Gen Zers are Hispanic, 14% are Black, and 30% identify as LGBTQ+. The nation's disabled population is also growing, with over 70 million adults in the United States identifying as disabled in 2024, according to the CDC. These are the employees, consumers, and leaders of tomorrow. To future-proof their businesses, corporate leaders must embrace, not retreat from, diversity, equity, and inclusion.
CEOs and corporate board members have a duty to defend these principles. As business leaders who have helped build DEI programs, they know firsthand that DEI makes good business sense. Now is not the time to back down. Capitulating to anti-DEI forces not only undermines decades of progress, but it also exposes companies to increased risks of bias and discrimination. It weakens the foundation of fairness, innovation, and inclusion that drives business success.
At this critical juncture, we must applaud civil rights organizations and shareholder advocates like Andrew Behar for holding corporations accountable to their DEI commitments. Their fight is not just about policies and programs—it’s about ensuring that businesses remain places where all employees are treated with fairness and respect, regardless of gender, race, ability, or sexual orientation.
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The fight to preserve DEI is about the future of American businesses and the diverse talent that powers them. Now, more than ever, we need corporate leaders to stand up, speak out, and resist the political pressure to abandon their commitments. The stakes are too high to do otherwise.
Effenus Henderson
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So well said Effenus Henderson.
Retired
5 个月I agree