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Yet more prominent voices, including Congressmen and leading black boardroom pioneers are rallying in support of corporate diversity, equity, and inclusion (DEI) programs following intensified legal and political pressure on such initiatives.
Amid the pushback, former CEOs of major corporations, Democratic lawmakers, and industry advocates continue to argue the case for DEI policies as essential for creating fair workplaces, particularly as some US companies scale back their commitments to inclusivity.
Forty-nine House Democrats, led by Rep. Robert Garcia of California, have urged Fortune 1000 companies to preserve their DEI initiatives. They addressed their concerns in a letter, highlighting the economic and social benefits of DEI. “Inclusion is a core American value,” the letter declared. “By embracing it, businesses create safer and fairer workplaces without sacrificing quality or financial success.”
The plea follows recent announcements by corporations, including John Deere and Harley-Davidson, of a reduction in DEI initiatives as conservative legal groups target such policies, labelling them as divisive.
Critics argue that DEI undermines merit and fosters “reverse discrimination.” The US Supreme Court’s ruling against affirmative action in college admissions has added momentum to the movement, with some groups aiming to dismantle DEI programs altogether.
Boardroom pioneers and ex-Merck and Amex CEOs back DEI
Former Merck CEO Ken Frazier, the first Black chief executive of a major pharmaceutical company, and former American Express CEO Ken Chenault, only the third Black CEO of a Fortune 500 company in history at the time, have joined the debate, emphasizing DEI’s role in fostering workplace equality. The two business leaders, both of whom overcame significant barriers, contend that DEI is vital for identifying and nurturing talent from underrepresented backgrounds.
“At its best, DEI is about developing talent and finding hidden talent in a world where not everybody has an equal chance to exhibit their abilities,” Frazier said. He warned that abandoning DEI efforts could restrict opportunities for future leaders who face systemic disadvantages.
Chenault pointed out that the concept of “merit” has often been skewed by privilege. He argued that historical definitions of merit favored those with specific connections or resources, excluding others based on race or background. “The standards for college admissions or promotions are generally much higher today,” Chenault said.
Supporters of DEI initiatives, including EEOC (Equal Employment Opportunity Commission) Chair Charlotte Burrows, argue that such programs are instrumental in countering workplace discrimination. The agency recently reported a 10% increase in complaints of workplace discrimination in 2023 compared to the previous year. Burrows described DEI as an “antidote” to discriminatory practices, stressing its value in promoting inclusive work environments.
Frazier and Chenault warn that companies abandoning DEI could face significant challenges in retaining diverse talent.
“For companies that integrated DEI into their business fundamentally, it’s marbled into the meat, so to speak. They’re not trying to change that,” Chanault said.
