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The growing pushback against Diversity, Equity, and Inclusion (DEI) initiatives is a long-overdue reckoning for companies that have embraced these divisive programs. Under the guise of fostering inclusivity, many DEI efforts have devolved into exercises of exclusion, prioritizing certain groups at the expense of others. Now, as legal challenges and political backlash mount, some companies are quietly scaling back their DEI strategies—not out of newfound enlightenment, but because they fear potential lawsuits and the wrath of those questioning these discriminatory practices.
Take the Fearless Fund, for example, now embroiled in a lawsuit accusing it of discriminating against non-Black women in one of its grant programs. This is not an isolated incident but part of a broader trend that gained momentum with the Supreme Court’s decision to end affirmative action in college admissions. The ripple effect is hitting corporate DEI programs hard, as businesses face the uncomfortable reality that their well-intentioned but flawed initiatives might violate anti-discrimination laws.
Some corporations, of course, continue these efforts but with more discretion—perhaps hoping to evade legal scrutiny. But the legal and political climate is forcing a much-needed course correction. Companies should focus on merit and qualifications rather than pandering to the latest DEI trends, which ultimately do more harm than good.
apnews.com/article/dei-diversity-corporations-affirmative-action-309864f08e6ec63a45d18ca5f25d7540
www.axios.com/2024/04/02/dei-backlash-diversity
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