There is a growing backlash against diversity, equity and inclusion (DEI) programs in business organizations, U.S. state governments, health care and educational institutions.
Negative attitudes against DEI
A number of companies such as Meta, Zoom, Tesla, and Home Depot have eliminated DEI programs and positions within companies that address diversity within the company.
Additionally, 26 states have currently proposed or have already passed anti-DEI legislation that seeks to limit or eliminate DEI initiatives, and 30 states have introduced bills that would limit or eliminate DEI programs in higher education.
The backlash appears to have reached widespread proportions. For example, when a large cargo ship collided with the Francis Scott Key Bridge in Baltimore in March 2024 and destroyed it, Utah State Representative Phil Lyman claimed that DEI was responsible. In July 2024, conservatives used shooting at current President of the U.S. Trump’s rally to attack DEI efforts at Secret Service. In fact, DEI has become a scapegoat for many problems facing society.
The backlash against DEI programs is worrying at the present time, given the growing diversity in the US and European Union populations. There are increasing numbers of racial and ethnic minorities, older people, neurodiverse people, and people who want to be more authentic about their sexual orientation.
The benefits of diversity
Despite negative attitudes towards DEI, research shows that diversity and inclusion bring a range of benefits to individuals and organizations. Such research shows positive impacts on organizational outcomes, such as productivity, return on equity and market performance, improved decision-making, increased creativity, greater customer satisfaction, and increased employee perceptions of belonging, inclusion, engagement, and organizational culture.
If organizations dismiss the importance of diversity, they will not be able to capitalize on the many talents and skills that, for example, women, older workers or people with disabilities bring to the workplace. Such a reduction in the employment of people will make it harder for companies to fill all their positions and compete with organisations in the global marketplace.
Calling them by another name
In the last over 10 years, Meta, formerly known as Facebook, has grown exponentially because of its diverse teams and the communication with its users that connects them to one another. Rather than recognition for the successes, DEI has been discarded, but the programs are not disappearing completely, but are being rebranded.
Meta announced that they will no longer have a team dedicated to DEI, but are refocusing their efforts on accessibility and engagement. Both terms are part of DEI.
“Engagement” in many ways can be seen as synonymous with “inclusion” or recruitment. “Accessibility” is the corporation’s responsibility to people with disabilities and is covered by DEI.
In times of turbulence, it is becoming clear which are the companies that stand by their values sincerely, and which are those that use the DEI theme tendentiously to attract audiences and profits, but are not authentic in their messaging.
