Special to the Afro
Ryan Coleman
The origins of DEI programs date to the Civil Rights Movement, which played a
pivotal role in accelerating efforts to create more diverse and inclusive workplaces. The Civil Rights Act of 1964 outlawed employment discrimination based on race, religion, sex, color and national origin. It also banned segregation in public places, like public schools and libraries. And Title VII of the Civil Rights Act established the Equal Employment Opportunity Commission, or EEOC, which works to eliminate employment discrimination.
Credit: Courtesy photo
By the 1990s, there was a significant shift from merely complying with legal
requirements to recognizing the business value of a diverse workforce. The term
“multiculturalism” gained prominence during this period, emphasizing the
recognition, appreciation, and celebration of different cultural backgrounds within organizations. Companies started to see diversity and multiculturalism.
The early 2000s saw globalization intensify, bringing more diverse and multicultural workforces together. The concept of “inclusion” emerged, emphasizing not just the representation of diverse groups but also their full participation and integration into the workplace culture.
During the 2010s, the conversation expanded to include “equity”, addressing
systemic inequities affecting opportunities and outcomes for different groups. The concept of “intersectionality” gained prominence, recognizing that individuals have multiple, overlapping identities—including cultural identities—that can compound experiences of discrimination or privilege. This was further integrated into DEI efforts.
What is DEI?
DEI was created because marginalized communities have not always had equal
opportunities for jobs or felt a sense of belonging in majority-White corporate
settings.
Think of it as being able to get to the start line to race.
● Diversity is embracing the differences everyone brings to the table, whether
those are someone’s race, age, ethnicity, religion, gender, etc.
● Equity is treating everyone fairly and providing equal opportunities.
● Inclusion is respecting everyone’s voice and creating a culture in which
people from all backgrounds feel encouraged to express their ideas and
perspectives.
What is the opposite of DEI?
An environment with no diversity and all white men. An environment with not treating everyone fairly. An environment with individuals
unable to express their ideas.
What are critics saying?
Critics of diversity efforts have framed these initiatives as attempts to undermine
merit or promote favoritism or discrimination. This is a deliberate distortion.
Contrary to these mischaracterizations, providing fairness and opportunities for all is not about elevating one group at the expense of another; it is about eliminating barriers to success so that everyone has a fair shot at success.
The current discourse around DEI can be understood as the latest iteration in what is a pattern of right wing conservative groups, which previously have taken aim at critical race theory (CRT), “wokeness,” and cancel culture, to name a few of its targets. The current escalation in anti-DEI legislation as part of a long through-line in American history of a kind of racial backlash,a reaction that follows whenever there’s the perception of movement for racial progress.
The current attacks on DEI make up part of the ongoing response to the George Floyd protests of 2020. Since that time, backlash has often been focused on controlling what is taught in schools. We’re seeing the legislating of white identity politics, there is no hiding what this is about, the banning of books about Black people, the curtailing of the teaching of the history of race and racism in the U.S.
Companies ending their DEI programs?
The list of companies following the White House’s lead by dropping
DEI measures are:
Harley Davidson
Ford Motors
Boeing Aircrafts
Meta
Amazon
Google
X (FKA Twitter)
Lowe’s Home Improvement
John Deere
Brown-Forman Distilleries
Molson Coors
Jack Daniel’s
McDonald’s
Safeway
Aldi
Walmart
Target
The Smithsonian Institution
How Can Consumers Fight Back?
Whether you’re an employee of any of the companies named
above, or just a casual consumer, there are a few things you
can do to make your stance on DEI heard.
- Contact the White house. comments@whitehouse.gov
- Contact your Congressman
https://www.congress.gov/contact-us - Please support companies that support DEI- Wegmans,
Giant, Grocery Outlet, Costco, Traders Joe, Harris
Teeter, ShopRIte, Microsoft, Apple, , Ben & Jerrys,
Delta Airlines, Home Depot, Southwest Airlines, elf
Cosmetics, Chase & Co. - Please do not support companies that don’t value DEI
nor creating and environment for all: Lowes, Target,
Walmart, Amazon, Meta, McDonalds, Safeway, Aldi,
Ford, Coors, John Deere, X and Tractor Supply
Company - Support Reparations for Black Americans which is a
payment for building this country and ongoing racism - Support Home ownership incentives for Black
Marylanders to own a home. - Support a quality of living for Black Marylanders as
any other race - Hold School Systems accountable to increase Academic
Outcomes for Black students. 60% of Black students
nationwide are not performing at grade level in the
United States. Achievement gaps have grown over the
last decade as salaries have increased. - Have High Expectations on whatever we do.
Ryan Coleman is the President of the Randallstown NAACP
and can be reached at randallstownnaacp@gmail.com.
Ryan Coleman is the president of the Randallstown NAACP and can be contacted at
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