Walmart has announced plans to scale back certain diversity, equity, and inclusion initiatives. The retail giant will stop using the term “DEI” in its communications and will phase out the Center for Racial Equity, a nonprofit it launched in 2020. Additionally, Walmart will no longer mandate racial equity training for its employees or take part in the annual Human Rights Campaign rankings. This decision aligns with similar actions taken by companies such as Ford, Lowe’s, Boeing, and Harley-Davidson, following pressure from an activist.
In recent years, the landscape of workplace diversity, equity, and inclusion has undergone significant shifts. This is raising questions about the future of such programs and their impact on marginalized communities, including the LGBTQ+ community. As we navigate these changes, it’s crucial to consider what the future holds for LGBTQ+ individuals in the workplace and how companies can continue to foster inclusive environments.
Despite progress in legal protections and societal acceptance, LGBTQ+ employees still face considerable challenges in the workplace. A 2021 Survey by the Williams Institute found nearly half of LGBTQ+ workers reported experiencing discrimination or harassment at some point in their careers. This includes being fired, not hired, or harassed due to their sexual orientation or gender identity. Transgender employees, in particular, face even higher rates of discrimination and harassment compared to heterosexual counterparts. Moreover, many LGBTQ+ employees feel the need to hide their identities at work. This concealment can lead to increased stress and decreased job satisfaction, ultimately affecting their overall well-being and productivity.
DEI programs play a vital role in creating supportive and inclusive workplaces. Research shows companies with robust DEI initiatives tend to have higher employee engagement, better performance and greater innovation. The recent trend of scaling back DEI programs poses a risk to these gains. It’s essential for organizations to recognize that DEI is not just a moral imperative but also a strategic advantage.
I strive to maintain objectivity in my column, refraining from over-sharing personal values and feelings, and I aim to be as politically correct as possible, most of the time. This is not one of those times. Walmart and other major corporations are aligning with the new administrative initiatives and are stating they are focusing on individuals rather than groups. However, the groups they are no longer supporting face significant challenges as the new administration withdraws support and protections for the LGBTQ+ community. Many are frightened, their families are concerned for their well-being. Vendors who identify as such, worry about their future. Withdrawing support at this critical time reveals much about these organizations core values, regardless of how they present it.
For companies who value DEI initiatives and support and equality for all, companies must ensure inclusion in the workplace, and one way to do so, is to adopt several strategies:
1. Implement comprehensive policies: Establish clear anti-discrimination and anti-harassment policies that specifically address LGBTQ+ issues
2. Promote inclusive benefits: Offer benefits that cater to the LBGTQ+ employees, such as inclusive parental leave policies, health care coverage specific to their needs and support for same sex couples.
3. Foster employee resource groups: Encourage the formation of LGBTQ+ resource groups to provide a support network for employees and to raise awareness about related issues within the organization.
4. Conduct regular training: Provide ongoing training for all employees on inclusion and focusing on creating a respectful and supportive work environment. This training should also address unconscious biases and promote the use of inclusive language.
5. Measure and monitor progress: Use data-driven approaches to track the effectiveness of DEI initiatives via employee feedback. Identify areas for improvement and make the changes.
Leaders must actively champion LGBTQ+ inclusion and set the tone for the rest of the organization. They must hold themselves and others accountable for fostering an inclusive culture and ensuring that DEI goals are integrated into the company’s overall strategy
The future of LGBTQ+ inclusion in the workplace will depend on the continued commitment of companies to uphold and advance DEI principles. While some organizations may face pressure to scale back their efforts, it’s important to remember that diversity and inclusion are key drivers of innovation, employee satisfaction and business success.
The path to true inclusion is ongoing and requires sustained effort from both employers and employees. By embracing diversity and fostering a culture of inclusion, companies can not only support their LGBTQ+ employees but also drive long-term success and innovation.
This article was originally posted on The Morning Call on January 12, 2025. Tina Hamilton is an Entrepreneurs' Organization (EO) member in Philadelphia, and is the founder and CEO of myHR Partner.