Executives Say They’re Still Committed to DEI Policies Despite Rising Backlash
“57% of 322 U.S. execs surveyed in November 2023 by the employment law firm Littler said their organizations have expanded their DEI programs over the past year”
The corporate world still hasn’t learned their lesson. There will be more ‘Bud Light’ situations in 2024.
Axios reports:
Executives say they’re still committed to DEI, new survey finds
Executives remain committed to DEI — diversity, equity and inclusion — despite a rising backlash against it, per a survey released Wednesday.
Why it matters: The survey’s results come as the anti-DEI noise is getting louder.
Zoom in: 57% of 322 U.S. execs surveyed in November 2023 by the employment law firm Littler said their organizations have expanded their DEI programs over the past year. And 36% have maintained them.
- At the same time, 59% of execs, a mix of chief legal officers, chief diversity officers, chief people officers and other c-level folks, said they believe backlash towards these efforts has increased since the Supreme Court’s June decision that race couldn’t be used as an explicit factor in university admissions.
Catch up fast: The court’s ruling wasn’t about employers, but in its wake companies grew anxious that any programs that take race into account would be vulnerable to litigation.
- And since then, activists have filed so-called reverse discrimination lawsuits against law firms for their minority fellowship programs.
- There’s also ongoing litigation — filed by the same group behind the Supreme Court affirmative action case — over the Fearless Fund, a VC firm that focuses on Black women.
What’s happening: For the most part, instead of panicking and getting rid of programs, companies are auditing their initiatives to ensure there are no legal risks, said Jeanine Conley Daves, a shareholder at Littler.
DONATE
Donations tax deductible
to the full extent allowed by law.
Comments
DEI is such a fraud, massive legal liability for employers. Let the lawsuits begin,
I agree. Only when companies understand that “DEI” carries massive legal risks and costs will you see a change in corporate behavior and attitudes.
From day one, “DEI” has been in direct contravention of, and, in direct opposition to, every single federal anti-discrimination statute that applies to an employment situation and scenario. Now, finally and belatedly, myriad lawsuits are starting to drive that point home.
Never doubted it
Because most of these ‘executives’ are now contract workers hired from outside the company.
The days of people becoming executives after working 25 years for the company are over.
And because they have no loyalty to the company and don’t particularly CARE if the company succeeds after their contract is up, they think pushing their political ideology at the expense of company welfare is a perfectly acceptable trade-off.
To be fair, the companies have made it abundantly clear that they have no loyalty to their employees.
Or for many of them, their customers either.
DEI Duds Entitled Idiots.
Any other suggestions?
Destroying everything important.
Diversity, Inclusion and Equity: DIE
Destroy Extort Indoctrinate
That’s a good one.
Discrimination Enables Incompetence
Another good one.
Whites, Asians, etc, should bail out of DEI focused companies, the we can watch them fail. DEI versions of Bud. DEI usually only works when competent people are hired to be an assistant for the DEI dud.
“Whites, Asians, etc”
Who are “etc?” Please be specific.
I think the et cetera people would be Hispanics, blacks, and other minorities who work and don’t see themselves through the prism of their minority status.
I don’t think he meant what you think he meant. That’s why I asked him what he meant.
50% black males don’t finish high school. But corp america is racist for not hiring them at same rate as other demographics? DEI is woke joke.
They should be sued into total destitution … and then the pitchfork mobs should set upon them.
Old trees have to die before new ones can see the sun.
The quickest way to end the DEI lecturing is to ask what the end state is. There must be an articulated goal to reach or it isn’t about doing X, Y and Z as necessary steps to achieve the purpose. If no concrete, quantifiable end state is articulated then the purpose is revealed as as a means of perpetual discrimination and grievance grifting. Hint -they will not answer this question with any sort of specific numbers/percentage nor will they seek to apply their ‘equitable’ solutions across careers. Much like feminism before it they always limit the discussion to C suite career paths or gov’t power but never jobs that involve physical labor or are inherently dangerous or extremely dirty/difficult. Nope it always seems to be about more cushy upper management positions than any sort of equitable redistribution among brick layers.
Your experience of corporate America must be very different from mine. In my world, DEI is not justified or even defined. It is just an unmixed good, something that all decent people believe in. Asking awkward questions is akin to declaring that you hate puppies (with the added implication that you are some kind of ultra-MAGA supremacist whose further progress in the company is unwelcome). If you pressed the issue, the response would be that it is about ensuring competitiveness by hiring the best people. Underlying this Orwellian whopper is the fantasy that there are masses of highly qualified “diverse” candidates who are thwarted by the malign forces of systemic racism (just as bands of rogue cops roam our streets gunning down multitudes of black choir boys).
Executives are getting kickbacks to be so anti-consumer and anti-merit.
These companies have hire HR and PR departments made up of DEI personnel. These are the only places the grievance studies majors can serve in a firm. The grads are simply incapable of working a real job. They are too stupid, stubborn and strident for any other department.
If companies do not think my family is worthy of working there, that company is not worthy of my money.
As an investor or customer.
This is the point I had made, in response to a previous post on the subject of this noxious and racist “DEI” agenda.
(https://legalinsurrection.com/2023/12/dei-programs-in-the-tech-industry-are-in-broad-retreat/)
The vile Dhimmi-crats won’t stop implementing racial, sexual orientation and gender preferences in school admissions, job hiring and contract awards, no matter how many unfavorable SCOTUS rulings are handed down, because they’re fanatically committed to advancing this garbage. Only persistent and successful civil suit lawfare that costs companies time and money, and, risk paying out substantial damages/settlements, will change the tune of C-Suite management.
Now that the acronyms have come under much-deserved and harsh scrutiny and criticism (and legal challenges), the Dhimmi-crats will re-brand “DEI” and “ESG” under new monikers, and, will seek to use more subtle and underhanded means of advancing this corrosive and evil agenda.
In other words, when adhering to and promoting “DEI” orthodoxies/dogma become a massive legal liability carrying substantial pecuniary costs and risks, publicly-traded corporations will begin to change their attitudes. The process will be exceedingly slow, because management and HR are stocked to the brim with Dhimmi-crat idiots who have been marinating in this “DEI” garbage for decades. These clowns will have to be dragged kicking and screaming to the curb.
The key factor, here, is that these companies still care about their bottom line, despite their obnoxious and slavish devotion to promoting the Dhimmi-crat agenda and narratives.
https://reason.com/volokh/2024/01/13/employers-talking-about-race-any-race-with-a-constant-drumbeat-of-essentialist-deterministic-and-negative-language-risks-racial-harassment-liability/
Law firm survey –No conflicts; no business. Wanna bet it was a push-poll?
HR, Diversity, and Legal execs, plus some unspecified “other” — These issues n their programs are a massive turf-grab and field promotion for these folks.
I’d love to see EqualProtect.org initiate action against some of these companies. IBM (and their Red Hat subsidiary) chiefs were recently exposed on internal video advocating this crap and explicitly stating that they discriminate against white applicants. I wonder if you could find a few hundred middle aged white dudes who got declined after applying for a job at IBM and bring a class action suit on their behalf. Hammer IBM for a few hundred million $$ and take a cut of the action. Then you could afford to really get this party started.
This whole DEI b.s. is so exhausting. When do people just get to be who they are individually?
All of the vile Dhimmi-crats’ ceaseless and fanatical race agitation, incitement, racist conceits in the name of so-called “equity,” “inclusion” and “diversity” and perennially dishonest demagoguery denying obvious racial progress and bashing the U.S. as allegedly “systemically racist,” is exhausting, and, utterly corrosive. It’s how countries and societies are destroyed from within.
Jordan Peterson, years ago, pointed out that the ultimate expression of intersectionality, an unavoidable result of intersectionality’s constant reduction of people into smaller and smaller groups, is the individual.
Can we just call it anti-white racism?
Yes. Easier that way.
I’m trying my best to “be less white” but I keep getting arrested.
For what? Cultural appropriation?
And I am still committed to not spending any money on companies that support the DEI agenda.