As these attacks evolve, it's crucial for members of the community and allies to understand the basics of the anti-inclusion movement, its impact on the lives of LGBTQ+ people and ways you can be involved in our work to defend inclusive workplaces.  

The Backlash Against DEI and Workplace Inclusion 

The recent attacks on DEI in corporate America are part of a larger, coordinated campaign led by the same actors who have been driving the wave of anti-LGBTQ+ legislative and legal attacks across the country. 

The early targets of the anti-DEI movement were primarily in higher education, with many of the same groups focusing on challenging race-conscious admissions policies. However, a key turning point came in summer 2023, with the U.S. Supreme Court’s ruling against affirmative action in college admissions. Although this decision was limited to higher education, it had a chilling effect on corporate America, sparking fear that similar DEI policies in their organizations could come under fire.

This ruling also emboldened extremists intent on shifting focus toward corporate America and its DEI initiatives. These groups and individuals are now pushing businesses to roll back their inclusive policies, framing them as part of a broader "woke" agenda. One of the most vocal figures in this movement is Robby Starbuck, a far-right social media influencer who has made vilifying companies for their DEI commitments a central part of his platform. A central part of Starbuck strategy has been to target the Corporate Equality Index, misrepresenting it as a coercive tool forcing businesses to adopt “woke” policies. In reality, the CEI has been a voluntary, widely respected benchmark for LGBTQ+ workplace inclusion for over 20 years. 

In fact, Starbuck has spread disinformation and conspiracy theories, painting companies’ commitment to workplace inclusion as part of a left-wing agenda, mobilizing his followers against businesses. 

“We’ve seen the negative impact of extremist actors trying to use corporate America as political pawns,” said Bloem. “These efforts to roll back inclusion efforts are driven by a dangerous agenda that seeks to create division and harm both employees and businesses.”

The Impact on Businesses and Employees

Backlash against workplace inclusion has had real consequences for businesses. Companies like Ford, Lowe’s, and Molson Coors have faltered under pressure by changing their inclusion practices and distancing themselves from the CEI, fearing the political and financial backlash that could follow. These tactics have intimidated businesses to roll back their inclusion initiatives in an attempt to avoid controversy, despite evidence that these policies drive business success.

The potential business impact of DEI backlash is significant. Research from the HRC Foundation’s 2024 LGBTQ+ Climate Survey shows that when companies abandon DEI initiatives, they risk alienating their consumer base and their employees. Specifically, 76% of LGBTQ+ adults say they would have a less favorable opinion of companies that roll back DEI efforts, and 80% would boycott those companies. The loss of customer trust translates directly into lost revenue, as LGBTQ+ consumers wield $1.4 trillion in purchasing power.

“Rolling back inclusion practices doesn't just impact the bottom line — it’s a direct blow to the lives of millions of employees who depend on these policies and practices for their well-being and success,” said Bloem. “When employees feel excluded or marginalized, it undermines their ability to contribute fully to their jobs, stifling creativity, morale and productivity. It also jeopardizes their access to essential benefits, like health care and family formation and leave, which are crucial for them and their families.”

For LGBTQ+ workers, and particularly those who are people of color, the erosion of DEI initiatives can mean losing critical support systems that help them navigate the workplace and thrive. These policies aren’t just about diversity — they are about ensuring that every employee, regardless of their background or identity, feels valued and has equal access to opportunities and resources.

HRC’s Response 

The Human Rights Campaign has responded to these challenges with a multipronged strategy; engaging directly with corporate leaders and offering guidance on how to navigate these difficult pressures, developing new data supporting the business case for inclusion, exposing the true intent of bad actors and their anti-business campaign and mobilizing workers and customers to make sure their voices of support for workplace inclusion are heard. This work is done in coalition with the nation's leading civil rights organizations. 

In September, HRC issued a call to action to Fortune 1000 executives and board members to remain steadfast in their commitments to workplace inclusion and the inherent risks in abandoning decades-long best practices. The letter was signed by other leading civil rights organizations, including the NAACP, American Association of People with Disabilities, Asian Americans Advancing Justice - AAJC, UnidosUS, National Women's Law Center, National Urban League and the National Organization for Women. Moreover, HRC worked with federal legislators and elected officials became increasingly concerned about the wellbeing of their constituents,organizing 49 members of Congress urging Fortune 1000 companies to retain their DEI initiatives. 

“It is crucial that we establish a well-grounded case for DEI initiatives across all workplaces in the country,” said HRC President Kelley Robinson. “We do not get to full LGBTQ+ equality if we cannot be authentically and openly ourselves while at work, which is where most Americans spend their time. But it goes beyond visibility. We need workplace policies and practices that are designed to help us thrive and succeed in our careers, help us build our own homes and families, and help us access appropriate healthcare and tend to our unique health needs. And this isn’t just the case for LGBTQ+ employees. Many different communities and demographics need the same support.” 

A Call to Action

As we continue to adapt and navigate to the evolving backlash against workplace inclusion, HRC members and supporters play a crucial role in holding businesses accountable and ensuring that DEI remains a priority. Here’s how you can help:

1. Share the facts: Help combat the misinformation being spread by bad actors.  Share accurate information about the CEI and educate others on the importance of workplace inclusion in driving business success. Advocating for HRC’s work helps companies create safer, more supportive workplaces for LGBTQ+ employees.
2. Speak out and engage businesses: Use your voice to thank companies that are staying committed to workplace inclusion and the CEI and that it matters.  Similarly, reach out to companies that have rolled back their inclusion initiatives to express your disappointment and urge them to recommit. Use the tools available on HRC’s Protecting Workplace Inclusion page 
3. Support businesses that support inclusion: Spend your hard-earned dollars with companies that are committed to inclusion, and use CEI data to help you make your purchasing decisions.  Your purchasing power sends a strong message about the importance of maintaining inclusive policies.

Together, we can push back against this wave of disinformation and ensure that businesses remain inclusive, respectful, and welcoming for all employees.