There are companies fully embracing the progressive ideology of Diversity, Equity & Inclusion (DEI). Not only are these companies funding DEI programs, but they are requiring DEI of their employees through policies and mandatory trainings.

Parental rights advocate Sylvia Rhodea explained that in the traditional sense of the words, diversity and inclusion are beautiful—all people are valued, regardless of their ethnicity, sexuality, religion, gender and age, born or unborn. Equity, however, refers to equal outcome, which goes against the American value of equal opportunity.

In comparison, DEI ideology “uses these words to:

• Divide us by race as oppressed or oppressors based on skin color

• Assert America is built on structural racism rather than structural opportunity

• Assert generational poverty needs to be fixed with the socialist value of equity, rather than the American value of hard work

• Indoctrinate our kids to hate our country and hate their parents who don’t espouse ‘wokeism’” —Sylvia Rhodea, April 19, 2022

One way to get a sense of where companies stand is to look at their community engagements, sponsorships, and messaging. Additionally, there are websites that identify organizations pushing DEI and then grade them on their efforts—one example is the Human Rights Campaign (HRC), the nation’s largest LGBTQ+ civil rights organization.

HRC scores companies across the country based on five criteria:

1. Workplace Protections: to include sexual orientation and gender identity/gender identity or expression for all operations.

2. Inclusive Benefits: to be equivalent for same- and different-sex spouse, same- and different-sex domestic partner, and spousal and domestic partner family formation benefits regardless of sex; equal health coverage for transgender individuals without exclusion for medically necessary care; LGBTQ+ Benefits Guide.

3. Internal Training and Inclusive Culture: to include LGBTQ+ internal training, accountability, and data collection efforts; implementation of a trans-inclusive restroom/facilities policy, gender-neutral dress code, or allowance of optional sharing of gender pronouns.

4. Corporate Social Responsibility: to include outreach/engagement to the broader LGBTQ+ community and/or across the firm; contractor/supplier non-discrimination standards and philanthropic giving guidelines.

5. Responsible Citizenship: not to include large-scale official or public anti-LGBTQ+ blemish on recent records.

In 2023, HRC gave 595 businesses the title of “Equality 100 Award: Leader in LGBTQ+ Workplace Inclusion” for earning a perfect score in DEI.

Meijer, MillerKnoll, and Steelcase were three of the recipients.

For consumers and even job seekers, HRC offers the ability to search for scores on companies, and specifically on Michigan companies, healthcare facilities, and cities.

There is a growing trend with companies to remove the “equity” and focus only on the “diversity” and “inclusion” of DEI. SHRM (Society of Human Resource Management) is one such organization.

SHRM stated, “By emphasizing Inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization… Equity will be integrated under the broader Inclusion framework, continuing to be a priority in our strategy and leadership decisions.”

SpartanNash looks to be an I&D company. The company met 20% off the HRC criteria and states: “As a part of our People First culture, we lead with inclusion…” Equity is referenced intermittently on the SpartanNash website.

On the contrary, Family Fare—whose parent company is SpartanNash—has no mention of DEI on the company site, is not scored by HRC, and has a family-first spokesperson, decorated veteran Melissa Stockwell.

When customers across the country spoke up to say they could not support Tractor Supply because they were pushing DEI, Tractor Supply listened.

Speaking up will impact other companies as well. If consumers choose to spend their money on products and services of companies that share their values, change can be affected.