Companies that kept policies did just as well financially, even after Trump’s executive order, as those that didn’t
Conservative backlash was supposed to put an end to the diversity, inclusion and equity (DEI) movement as companies were warned “go woke, go broke”.
In January 2025, Donald Trump delivered a death knell, ending DEI within the federal government with executive orders and threatening to target companies that still supported it. Companies including Google, Goldman Sachs, McDonald’s and Walmart that had embraced DEI years earlier fell into line and announced an end to their policies.
But new research published on Friday and shared exclusively with the Guardian found that companies that resisted the pressure and kept their DEI practices, including Costco, Apple and Delta Air Lines, performed just as well as their competitors who pulled back.
I still laugh that Odyssey made so much fucking money. And still is making money. So far it has grossed over a billion. This, after so many conservatives told us that it was going to fail bigly because “woke”.
Somehow, I feel this is another thing (like Gamergate or Obama winning 2 terms, or them losing the stupid culture war over gay marriage, etc.) that will break the brains of conservatives and they will mete out their backlash later on normal Americans for it…
Anyway, imagine people not choosing their entertainment based on a movie being “woke” or not…just because something like Star Wars The Acolyte sucked ballz and was “woke” doesn’t mean people were rejecting it because it’s “woke”, and that’s where the conservative culture warriors go so wrong on culture-war bullshit.
Same goes for companies that bent the knee - or not - when it came to the wishes of the most hateful people in the country. I’m not surprised at all to learn that a company not being “woke” didn’t really matter to consumers and they were not really rewarded for getting rid of DEI or whatever, and that those that didn’t get rid of it were not punished.
I’m sure quite a few Qnut types think that everyone in America is going to just start showering non-DEI companies with cash, but that’s not how it works, LOL.
Go nazi declare bankruptcy
Redpilled, Get killed
Go fash lose cash
Lick boot, lose loot
Go right eat shite
All incel, no braincells
Nazi salute, go destitute
ADL, common L
Ku Klux, lose bucks
Apartheid, all downside
Costco just does the bare minimum of ethical behavior and is somehow one of the most ethical companies in America
No corporation is pro-working class.
That being said, some are certainly worse than others.
I will forever remain a loyal Costco member if they keep up their pro-consumer practices, including keeping their DEI programs.
The issue here isn’t necessarily DEI itself. The fact that some companies performed better after implementing DEI programs and policies doesn’t necessarily mean they performed better simply because they became more inclusive. I think what may have actually happened is that these companies changed their hiring methods and policies in ways that reduced nepotism, cronyism, and other forms of favoritism, creating a more merit-based hiring system. And of course, that can translate into better profits because you’re hiring the best-qualified employees rather than your cousin, brother, sister, or some guy who happens to look like you.
because you’re hiring the best-qualified employees rather than your cousin, brother, sister, or some guy who happens to look like you
That was the whole point of DEI. Data showed that diverse companies were more profitable. Addressing bias (like nepotism), especially unconscious bias (“I trust this guy more ~because he looks like me~”) was a primary initiative in DEI. The other was to encourage people who don’t normally speak up (either because they never get hired or because the environment is less psychologically safe for people like them) to do so and challenge group think. It was never meant to be”lower the bar”, but it was meant to force critical thinking around what the bar is.
That’s way too nuanced for anti-DEI folks to understand.
I know the other guy thinks I’m not nuanced enough to understand this, but the issue is that you guys aren’t actually understanding the distinction I’m making.
The side effect of DEI was, in many cases, a push toward combating nepotism, cronyism, and arbitrary hiring practices in favor of hiring based on merit. And frankly, that should have been the goal from the beginning. The DEI framework wasn’t necessarily required to accomplish that.
If you simply eliminate or curtail nepotism, cronyism, favoritism, and other arbitrary barriers to employment, you are already creating many of the outcomes people associate with DEI: a broader pool of candidates, more equal opportunity, and greater emphasis on qualifications rather than who someone knows or what social group they belong to.
That’s where I think the problem ultimately becomes one of semantics and framing. It’s similar to what George Carlin was getting at with examples like “shell shock” becoming “post-traumatic stress disorder”: sometimes we change the terminology and then end up arguing about the terminology rather than the underlying phenomenon.
By calling the entire project “DEI”, diversity, equity, and inclusion, the debate became about the meaning and implications of those words instead of focusing on the actual institutional problems we should be addressing.
And we keep doing this for some reason. We give a perfectly straightforward objective a politically loaded name, and then everyone spends their time fighting over the nomenclature instead of fixing the underlying problem.
Combating nepotism is a great idea. Calling it DEI was, in my opinion, a terrible idea.
The better approach would have been to focus on transparent hiring, equal opportunity, eliminating nepotism and cronyism, and selecting people based on their qualifications and ability to do the job. Those principles naturally produce a more diverse workforce when the old barriers to entry are removed.
And that’s the part I think gets lost in the argument: the goal shouldn’t be “including people into the workforce.” People don’t need to be artificially included if the system isn’t artificially excluding them in the first place.
Remove the arbitrary barriers, judge people on their qualifications, and let the resulting workforce be whatever it naturally becomes. That’s a much easier principle to defend than turning the entire discussion into a fight over what DEI does or doesn’t mean.
The side effect of DEI was, in many cases, a push toward combating nepotism, cronyism, and arbitrary hiring practices in favor of hiring based on merit.
That was not a side effect, that was the intent. I worked on DEI initiatives. Nepotism, managers higher their friends instead of the most qualified candidate was part of those conversations, they were raised by the employees we talked to. All those things are forms of bias.
The DEI framework wasn’t necessarily required to accomplish that.
Intentionally addressing bias isn’t necessary to combat people who have a bias against those who are not their friends or family?
By calling the entire project “DEI”, diversity, equity, and inclusion, the debate became about the meaning and implications of those words instead of focusing on the actual institutional problems we should be addressing.
That’s literally what you’re doing though. You are claiming the problem is how we named it, and arguing if we had only referred to it as something else, it would not have been a problem.
It’s easy to complain about the efforts trying to address a problem, it’s harder to actually put forth that effort.
Also, if a political group wants to demonize something, it doesn’t matter what you name it, they will demonize it. You had states legalizing Civil Unions instead of Marriages for same-sex couples: they STILL demonized the relationships. People like you were saying “the name Marriage is the problem, just call it something else”. We clearly see now that the name was never the problem.
everyone spends their time fighting over the nomenclature instead of fixing the underlying problem
Well said. What you’re describing reminds me of something I read long ago: essentially, auditioning for a position in an orchestra. But the person played from behind a curtain, so that the listeners/judges wouldn’t have bias. Simple, effective, and you get the most talented players in your ensemble
How to implement best practices, without giving it a label that malicious ass hats can manipulate
Thank you sir. I certainly appreciate it, although I have a feeling that this comment is going to get severely downloaded anyway.
The correct saying is, “Go Fash, Lose Cash.”
Apple absolutely shouldn’t be in this list. They are basically working for ICE at this point.
I’ve just been saying “go woke or go broke” for a little while now.
I like that one too.
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Where I work is pretty woke still, I don’t know why someone cares much about what their workmates are or want to be
Its is weird because I know people who work are target and a few who have been there for going on 30 years and their stories tend to be positive and describe a very inclusive environment. I mean compared to other companies in that market…
A culture and attitude of inclusion seems to be more important than any policy could be?
Lmao the same Apple that sucked up to the Trump admin?
