To prevent workplace discrimination, companies have adopted Diversity, Equity, and Inclusion (DEI) initiatives over the years as part of their corporate social responsibility. DEI policies garnered significant attention in 2020 following a global outcry over racial tensions in the United States.
Although a number of big corporations had been implementing DEI programs, the term came into the mainstream after the 2020 murder of George Floyd. According to the BBC, “after the Black Lives Matter protests, companies listed on the S&P 100 added more than 300,000 jobs – 94% of which went to people of color.”
However, the DEI efforts are now at a crossroads with several major companies such as Walmart, Amazon, Meta, and McDonald’s, among many others, retreating from these commitments.
Walmart, the largest retailer in the US, employing more than 1.6 million people, has announced its withdrawal from DEI in the workplace. Reportedly, they are not planning to renew their five-year commitment to the Racial Equity Center, established in 2020.
Similarly, McDonald's issued a press release stating that “we are retiring Supply Chain’s Mutual Commitment to DEI pledge. We are evolving how we refer to our diversity team, which will now be the Global Inclusion Team.”
Moreover, in an official memo, Meta claimed “Instead of equity and inclusion training programs, we will build programs that focus on how to apply fair and consistent practices that mitigate bias for all, no matter your background.”
In 2025, DEI initiatives are primarily under scrutiny following President Trump’s 'Executive Order' on federal policies related to gender.
In his address, Trump mentioned, “We will forge a society that is color-blind and merit-based and …that the government will only recognize two genders, male and female.”
The U.S. Department of Education also announced it had placed employees "charged with leading" DEI initiatives on paid administrative leave.
In spite of this, there are many companies like Costco that are continuing their efforts to promote and implement DEI trainings and programs, arguing that such initiatives reward shareholders and “enhance our capacity to attract and retain employees who will help our business succeed.” Apple is also one of those companies that is adamantly defending DEI policies to advocate for a diverse workforce.
“The loss of DEI-Phobic companies is my gain,” wrote billionaire investor, Mark Cuban, on X. “Having a workforce that is diverse and representative of your stakeholders is good for business.”
In recent years, companies in Pakistan have also focused on DEI policies to enable a diverse and inclusive environment for all individuals. Nestle, Pepsi, Jazz, Faysal Bank, and UBL, among other organizations, have documented their involvement in DEI practices mainly setting a benchmark for the minimum female workforce they employ. Their noteworthy involvement earning them the GDEIB (The Global Diversity, Equity & Inclusion Benchmarks) award.
Additionally, coworking spaces have emerged as hubs for inclusivity in the country, owing to the flexible work environment. They have contributed to creating a cohesive and collaborative ecosystem that welcomes individuals from all backgrounds, genders, ethnicities, and abilities. The DEI initiatives enable communities to feel accepted, respected, and valued, allowing them to experience freedom at work.
In countries like Pakistan, DEI initiatives are of paramount importance for addressing the disparities faced by minorities in the workplace. They play an important role in establishing a safe haven that not only empowers people but also offers them a sense of belonging. Correct implementation of corporate DEI policies ensures equal work opportunities, mitigating discrimination on the basis of race, gender, or religion.
The current rollback of inclusive policies in the US is most likely to witness a spillover effect, affecting a global community of marginalized groups and people with disabilities. It can potentially compromise the future of DEI centric work roles like chief diversity officers and disregard resource groups responsible for enforcing policies of equity, inclusion and accessibility. Till now, there has not been a concrete framework for measuring DEI's impact in the workplace. Therefore, the question remains, if DEI efforts fall short, what other alternatives should be considered globally?