In recent times, numerous well-known corporations have taken a step back from the diversity, equity, and inclusion (DEI) programs that gained widespread support during the protests triggered by the police killing of George Floyd in 2020. This shift has been propelled by a recent ruling from the U.S. Supreme Court that prohibited affirmative action in college admissions, emboldening conservative activists to challenge workplace initiatives. This push has led to a reevaluation and dismantling of corporate sponsorships, employee-led affinity groups, and hiring processes that aim to uplift historically marginalized communities.

Originally, DEI initiatives were designed as a remedy against various forms of discrimination. However, detractors argue that any program that differentiates participants based on race, gender, or sexual orientation is inherently unfair and believe everyone should have equal opportunities irrespective of such characteristics.

Several notable companies have begun to retract their DEI commitments:

**Meta Platforms**
The owner of Facebook and Instagram recently decided to disband its DEI program, which included specific guidelines for hiring, training, and selecting vendors. Following the Supreme Court’s ruling in July 2023 regarding affirmative action, Meta evaluated its DEI strategy. An internal memo highlighted that the ruling indicated a change in judicial attitudes toward DEI efforts. Consequently, Meta announced it would no longer maintain a dedicated team for diversity and inclusion, shifting focus instead to mitigate bias for all employees, irrespective of their backgrounds. The company discontinued its practice of considering diverse candidates for job openings.

**Amazon**
Amazon has paused several of its DEI initiatives without detailing the specifics. In a memo sent to employees, Candi Castleberry, a senior HR executive, stated that the company is winding down outdated programs and aims to complete this overhaul by the end of 2024. Emphasizing a results-driven approach to inclusivity, Castleberry indicated that Amazon would channel efforts into programs with proven results, rather than allowing individual groups to create their own initiatives.

**McDonald’s**
After a four-year push for greater diversity, McDonald’s has decided to eliminate certain diversity practices. The fast-food giant announced on January 6 that it would abandon specific diversity objectives for senior leadership and discontinue its supplier diversity training programs. McDonald’s also chose to halt external surveys, echoing the actions of several other corporations that withdrew from the Human Rights Campaign’s annual workplace inclusion assessment.

**Walmart**
Walmart, the largest retailer globally, confirmed it would not renew a five-year commitment to an equity racial center initiated after George Floyd’s death. Additionally, it announced it would stop participating in the Corporate Equality Index by the Human Rights Campaign. The company will enhance monitoring of third-party sales to exclude products aimed at LGBTQ+ minors, and it will no longer factor race and gender into supplier contract considerations, nor will it collect demographic data when assessing grant eligibility.

**Ford**
In August, Ford’s CEO Jim Farley informed employees of alterations to the company’s DEI strategy, specifying the cessation of participation in the Corporate Equality Index. Farley explained that while Ford does not use diversity quotas, it remains dedicated to maintaining a safe and inclusive work environment, dedicating resources to customer and community care instead of engaging in polarizing public discussions.

**Lowe’s**
Following the Supreme Court’s ruling, Lowe’s leadership stated they would restructure their DEI programs, merging existing employee resource groups into a cohesive organization. The company also opted out of participating in the Corporate Equality Index and withdrew from sponsoring events that fall outside its business focus.

**Harley-Davidson**
In an August post, Harley-Davidson indicated it would comprehensively review its sponsorships and affiliations, focusing solely on advancing motorcycling and supporting active military members and veterans. The company announced it would no longer engage in workplace equality rankings by the Human Rights Campaign and eliminate hiring quotas and diverse supplier goals.

**Brown-Forman**
The parent company of Jack Daniel’s also reassessed its approach, opting out of the Human Rights Campaign’s Corporate Equality Index. Leaders communicated to employees that their DEI strategy, initially launched in 2019, needed adjustments in light of the evolving societal and business landscape. As part of the revised strategy, Brown-Forman will eliminate workforce diversity targets and alter incentive structures to align with business results.

**John Deere**
In July, John Deere declared a halt to sponsoring “social or cultural awareness” events and planned to audit all training materials accordingly. The company specified that it does not have diversity quotas or pronoun identification policies but would keep track of diversity metrics within the workforce.

**Tractor Supply**
The rural retailer announced in June that it would discontinue various DEI and climate-oriented initiatives, eliminating all DEI roles while discontinuing current diversity goals. The company vowed to cease sponsorships of events outside its business realm, like Pride celebrations.

The National Black Farmers Association called for the resignation of Tractor Supply’s president shortly after the announcement, highlighting the discontent surrounding the company’s recent decisions.