Published on: July 8, 2025 at 3:57 pm
Plenty of leaders talk the talk about their belief in diversity, equity, and inclusion (DEI), but fewer actually walk the walk by setting specific objectives and investing sufficient resources to make significant improvements.
Academy of Management Scholar Quinetta Roberson of Michigan State University said that for organizations to truly earn the boost to their reputation that investing in a DEI program is likely to deliver, they must demonstrate a commitment, beyond just issuing press releases or making public statements.
“You often find that there are organizations that will express a commitment to DEI; you’re rarely going to find an organization that says, ‘We hate DEI; we’re not going to anything related to DEI; it doesn’t make sense for our organization,’ although you will have organizations do so on occasion,” Roberson said.
For example, in June 2024, Tractor Supply Company issued a statement that the organization will “no longer submit data to the Human Rights Campaign…stop sponsoring nonbusiness activities like pride festivals and voting campaigns, eliminate DEI roles and retire our current DEI goals while still ensuring a respectful environment, and withdraw our carbon emission goals and focus on our land and water conservation efforts.”
Why?
Tractor Supply Company pointed to customer feedback.
“In a way, they’re saying that those issues are not important to them anymore, so they’ve decided what they think is important to their customer base and their other stakeholders,” Roberson said. “But a lot of times you find organizations [whose leaders] hear about DEI and say, ‘We should probably do it,’ but they have limited knowledge of what that means for their part of the business and they don’t really give it deep thought about how to do it.
“They also don’t think about the demonstration of commitment to DEI; they just say things like, ‘We believe in an equitable workplace, and we believe in an inclusive workplace,’ but then when it comes time to do it, they go and look to see what everybody else is doing,” she said. “And there’s this normative effect, where they say, ‘We probably should have diversity training, employee resource groups, and some kind of outreach,’ but they pick and choose from the menu of diversity practices without thinking about what the end state is and what they want their DEI program to look like.
“And it’s perfectly fine for an organization to say, ‘We’re not really trying to change things; we just want to look good,’ because having a good reputation is an outcome that can be a driver of organizational action, but they also have to realize that if that’s all they’re doing and if people are unhappy or disengaged and they leave, or they’re having trouble recruiting, they shouldn’t be surprised, because they’re literally just expressing a commitment to DEI; they’re not demonstrating a commitment to it or trying to change their environment in any way.”
