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Corporate DEI Rollbacks: What's Going On?

Several corporate giants like Meta, Amazon, and McDonald’s have recently scaled back their DEI initiatives. Meta cited "shifting legal and policy landscapes" as their reason for cutting programs and tweaking how they work with diverse suppliers. Amazon followed suit, calling some of their programs "outdated."

Across the board, companies are under pressure. Between legal challenges like the U.S. Supreme Court’s decision on affirmative action and a growing backlash against so-called "woke capitalism," DEI efforts are facing resistance.

But here’s the kicker: DEI isn’t just a feel-good initiative. It’s a game-changer for innovation, decision-making, and financial performance. According to McKinsey, companies with higher racial and ethnic diversity outperform their peers by a whopping 35%.

The Critics Speak... But Are They Missing the Point?

Critics argue that traditional DEI programmes can be divisive, accusing them of promoting identity politics, tokenism, or even reverse discrimination. And honestly? Some DEI efforts have earned the critique by becoming nothing more than tick-the-box exercises or flashy PR stunts.

When DEI is reduced to surface-level initiatives, it erodes trust. We’ve seen it happen. Companies like Budweiser and Disney faced public boycotts for their perceived "woke" strategies. But should we throw out the whole concept just because some have fumbled the execution?

Enter Targeted Universalism: A Fresh Approach to Equity

So, what’s the solution? Mamobo introduces a framework called targeted universalism. This concept, developed by John A. Powell at the Othering and Belonging Institute, sets universal goals while tailoring strategies to address unique barriers faced by different groups.

Think of it like this: If the goal is equal pay for all employees, targeted universalism recognizes that not everyone starts from the same place. Marginalized groups might face systemic hurdles that require targeted mentorship programs, pay transparency, and leadership training.

This approach shifts the narrative from identity-focused models to shared goals, fostering unity rather than division. It’s about building bridges, not walls.

So, What’s Next?

The rollback of corporate DEI programs might feel like a setback, but it’s also a chance to hit reset. Companies can adopt strategies like targeted universalism to address critiques while staying true to the spirit of equity.

The truth is, inclusive workplaces benefit everyone—whether you’re part of a minority or the majority. Belonging boosts morale, attracts top talent, and helps businesses thrive in an increasingly diverse global market.

What Do You Think?

Are these corporate rollbacks a challenge or an opportunity to evolve? Can frameworks like targeted universalism pave the way for a more effective DEI future?

We’d love to hear your thoughts! Drop a comment below, and let’s keep the conversation going.

Key Takeaways:

• DEI rollbacks are happening across major corporations due to political, legal, and societal pressures.
• Critics argue that traditional DEI programs can be divisive or ineffective when poorly implemented.
• Targeted universalism offers a way forward by balancing universal goals with tailored strategies.
• Inclusive workplaces drive innovation, creativity, and higher profits—it's not just about optics.

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