Over the past few weeks, major corporations such as Walmart and Target have begun scaling back their diversity, equity, and inclusion (DEI) programs.
These initiatives, which were widely adopted after the social justice movements of 2020, were designed to create more inclusive work environments and provide opportunities for historically marginalized communities. But with businesses now shifting away from DEI efforts, questions arise about the future of workplace diversity and corporate responsibility.
Public Reaction to DEI
When we took to the streets to ask people their thoughts on DEI and what it means to them, we were met with silence. Many individuals declined to comment, highlighting the complexities and, in some cases, discomfort surrounding the topic.
Dr. Bryce Yates, a DEI expert with over 14 years of experience in the field, provided insight into what DEI actually encompasses and why it matters.
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What is DEI?
Yates explains that DEI consists of three separate but interconnected components:
“Diversity recognizes all the differences we have—socioeconomic status, race, gender, disability, veteran status, and more. Inclusion is about creating environments where all individuals feel welcome. Equity ensures historically marginalized groups have access to the same opportunities, whether in education, health care, or employment. It’s about making sure everyone is seen, heard, and respected.”
While DEI programs were initially intended to promote fairness in the workplace, some companies struggled with implementation. According to Yates, many businesses viewed DEI as a simple diversity quota rather than a comprehensive initiative that includes inclusion and equity.
Checking the Box, Not Making Progress
Corporate America often fell into a pattern of hiring diverse candidates but failing to create a truly inclusive work environment.
We were getting stuck at diversity, saying, ‘Okay, we hired people from different backgrounds,’ but were those employees feeling included? Were they given equitable opportunities for promotions, leadership, or professional development?” Yates said. “That’s where companies struggled. We weren’t seeing the inclusive environment or the equitable opportunities to go along with diversity.”
With DEI programs now being scaled back, Yates warns that the long-term impact could be significant for both employees and businesses.
More Than Just Race and Gender
Despite common misconceptions, DEI extends beyond race and gender representation. It also includes accessibility for individuals with disabilities, parental leave policies, and resources such as lactation spaces for working mothers.
Diversity goes beyond race and ethnicity. It includes disability rights, veteran status, pregnancy accommodations, and even parental leave. When DEI programs are cut, it can affect things like ADA compliance, making sure fathers get fair parental leave, and ensuring workplaces provide resources for mothers returning to work,” Yates explained. “Companies need to understand—diversity impacts all of us in some way.”
What’s Next for DEI?
With major corporations rolling back their DEI efforts, the question remains: Will these changes set back progress, or will new programs emerge? Some experts believe companies that eliminate DEI initiatives could see long-term consequences, including lower employee morale and decreased customer loyalty.
Yates encourages organizations to reassess their decisions before making cuts to DEI.
I want companies to look at their DEI programs and ask: Did they work? Were they making an impact? If not, why weren’t they being measured? Diversity should not be seen as a divisive issue—it should bring us together,” Yates said.
As businesses weigh their approach to DEI, the conversation around workplace diversity and inclusion is far from over.
