Joseph Gerth expresses hope that DEI initiatives will continue despite recent cuts by major companies
Louisville: So, Nelson Auge shot me a message the other day. He often disagrees with my takes. This time, he was pretty excited about Meta cutting 95% of their DEI policies. He thinks it’s a sign that even the left is waking up to the idea that DEI is done for.
He was celebrating after Mark Zuckerberg announced on Joe Rogan’s podcast that he’s ditching diversity initiatives. Plus, he’s all about embracing masculinity now. I mean, isn’t it a bit odd to have to announce that? It’s like those guys who brag about being “alpha males.”
Anyway, I really hope Auge is mistaken. I’d like to think that companies are just trying to avoid backlash from stockholders and not completely abandoning the idea of fair workplaces.
We’ve seen some signs that companies might still care about diversity, even if they’re changing the names of their programs. I want to believe that they’ll keep working to ensure women and minorities have a place in their ranks.
In Kentucky, there’s been a noticeable backlash against DEI. Schools like the University of Kentucky and the University of Louisville are pulling back on their programs, and even Brown-Forman is following suit.
On a national level, big names like Walmart and Lowe’s are also stepping away from DEI. The rhetoric against it has ramped up since Trump’s reelection, with folks like Donald Trump Jr. blaming everything on “woke DEI policies.”
But let’s be real, the issues with the wildfires in Los Angeles have nothing to do with the race or gender of the city’s leaders. It’s a lot more complicated than that.
Republicans have been quick to label people like Vice President Kamala Harris and Defense Secretary Lloyd Austin as “DEI hires” just because they’re Black. It’s frustrating and frankly, pretty racist.
There’s this weird belief that if someone who isn’t a straight white male gets promoted, it’s only because of their identity. It’s like they forget that straight white males have also benefited from their own privilege.
When DEI is done right, it helps us understand and respect our differences. It also aims to elevate qualified women and minorities into leadership roles.
Take the NFL’s Rooney Rule, for example. It requires teams to interview minority candidates for coaching positions. It doesn’t force them to hire anyone unqualified, but it ensures that minority candidates at least get a shot.
Since the Rooney Rule was introduced, the number of Black head coaches has increased. The NFL seems to be sticking with its commitment to diversity, equity, and inclusion.
I really hope Auge is wrong about DEI being dead. It’s too important to just let it go.
Feel free to reach out to me at 502-582-4702 or jgerth@courierjournal.com. You can also follow me on social media.
