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… But that doesn’t mean they aren’t scared. Around 55% of leaders surveyed say they have serious concerns about lawsuits, additional government actions, and shareholder votes, forcing them to make serious changes to their programs. Costco and Apple, for example, were recently faced with proposals from anti-DEI shareholder activists, both of which were voted down.
Keeping a cool head right now is critical. Some research suggests that businesses that rapidly change viewpoints on issues customers care about could face backlash for coming off as “inauthentic.” And experts say that despite the fear created by Trump’s recent executive orders focused on eliminating DEI, if a corporate diversity program is open to everyone and compliant with existing civil rights laws, it’s perfectly legal.
“Despite the increased scrutiny, many companies seem to be taking a measured approach, rather than rushing to end or scale back IE&D efforts,” Jeanine Conley Daves, an employment attorney at Littler and member of the firm’s IE&D consulting practice, told Fortune. “It makes sense not to make extensive changes to efforts and initiatives that have helped to build a strong company culture.”
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