Image Credit: Mina Rand / Unsplash
Submitted by Steve Abramowicz of Heartland Journal –
In the face of growing global awareness surrounding human rights, the Human Rights Commission (HRC) has emerged as a pivotal entity in advocating for equality and justice. Established in 1948 following the aftermath of World War II, the HRC was created to ensure that human rights are upheld across all nations. Its foundational document, the Universal Declaration of Human Rights, set a global standard for the treatment of individuals, fostering a culture of respect and inclusivity.
Over the decades, the HRC has expanded its focus, particularly in the realm of Diversity, Equity, and Inclusion (DEI). The advent of the Equality Index, developed by the HRC, has aimed to quantify and promote corporate practices that align with these values. However, this initiative has not come without controversy, particularly regarding its implications for corporations and their engagement with political candidates.
The Equality Index ranks companies based on their commitment to DEI principles, influencing public perception and consumer behavior. While the intention behind this index is commendable, critics argue that it can inadvertently harm corporations. Many companies find themselves under pressure to adopt policies that may not align with their core business interests, leading to accusations of performative activism rather than genuine commitment to social justice. This has raised concerns about the authenticity of corporate engagement with DEI initiatives and the potential for a superficial approach to social responsibility.
Moreover, the intersection of the Equality Index with political campaigns has led to significant scrutiny. Corporations that score well on the index may feel compelled to support candidates who advocate for progressive policies, often resulting in a misalignment with their stakeholders’ diverse views. This dynamic can create backlash from consumers who feel that corporations are prioritizing political alignment over their business objectives, potentially alienating segments of their customer base.
In a stunning series of events, two leading media organizations—The New York Times and Bloomberg—abruptly shelved coverage of a groundbreaking study that raises serious concerns about the psychological impacts of Diversity, Equity, and Inclusion (DEI) pedagogy.
The study, conducted by the Network Contagion Research Institute (NCRI) in collaboration with Rutgers University, found that certain DEI practices could induce hostility, increase authoritarian tendencies, and foster agreement with extreme rhetoric.
With billions of dollars invested annually in these initiatives, the public has a right to know if such programs—heralded as effective moral solutions to bigotry and hate—might instead be fueling the very problems they claim to solve. The decision to withhold coverage raises serious questions about transparency, editorial independence, and the growing influence of ideological biases in the media.
The NCRI study investigated the psychological effects of DEI pedagogy, specifically training programs that draw heavily from texts like Ibram X. Kendi’s How to Be an Antiracist and Robin DiAngelo’s White Fragility.
The findings were unsettling, though perhaps not surprising to longstanding opponents of such programs. Through carefully controlled experiments, the researchers demonstrated that exposure to anti-oppressive (i.e., anti-racist) rhetoric—common in many DEI initiatives—consistently amplified perceptions of bias where none existed.
Participants were more likely to see prejudice in neutral scenarios and to support punitive actions against imagined offenders. These effects were not marginal; hostility and punitive tendencies increased by double-digit percentages across multiple measures.
Perhaps most troubling, the study revealed a chilling convergence with authoritarian attitudes, suggesting that such training is fostering not empathy, but coercion and control. The same New York Times reported, anti DEI crusader Robby Starbuck of Tennessee,” a 35-year-old former music video producer’s call to boycott Tractor Supply until it changed course and dropped its policies aimed at diversity, equity and inclusion. “So now everybody, remind Tractor Supply who their customers actually are,” he said.
“With 674,000 followers on X and 353,000 followers on Instagram, Mr. Starbuck has a not-exactly-gigantic fan base when measured against other influencers’. But his posts about Tractor Supply — roughly 30 in total, over the course of a few weeks — were forwarded and posted so often that the name of the company started trending on X.”
The company, which has nearly $15 billion in annual revenue, took notice. On June 27, it announced in a statement that it would retire its D.E.I. goals. It would stop sponsoring pride festivals. And it would no longer submit data to the Human Rights Campaign, the Washington, D.C., nonprofit that grades companies on their policies when it comes to L.G.B.T.Q. workers.
Adding to the complexity of this landscape is the involvement of consulting firms like McKinsey & Company, which have faced criticism for promoting Environmental, Social, and Governance (ESG) frameworks. Recent allegations have surfaced regarding McKinsey making false claims about the efficacy of their ESG strategies, raising questions about the validity of data used to inform corporate decisions. These claims, when coupled with the HRC’s Equality Index, paint a troubling picture of accountability and transparency in corporate governance.
The repercussions of this intricate web of human rights advocacy, corporate responsibility, and political engagement are profound. As companies navigate the expectations set forth by the HRC and the demands of the Equality Index, they must also contend with the potential harm that such measures can inflict on their operations and reputations. The challenge lies in fostering genuine commitment to DEI principles while maintaining a focus on business integrity and stakeholder interests.
In a tweet on 11/26 Mr Starbuck wrote:
“MASSIVE news: Walmart is ending their woke policies. I can now exclusively tell you what’s changing and how it happened. Last week I told execs at @Walmart that I was doing a story on wokeness there. Instead we had productive conversations to find solutions.
Below are the changes Walmart committed to. I have to give their executives major credit because this will send shockwaves throughout corporate America. This is the biggest win yet for our movement to end wokeness in corporate America.
Here are the changes Walmart committed to:
• Surveys: Walmart will no longer participate in the HRC’s woke Corporate Equality Index.
• Products: Monitor the Walmart marketplace to identify and remove inappropriate sexual and / or transgender products marketed to children.
• Funding of Grants: Review all funding of Pride, and other events, to avoid funding inappropriate sexualized content targeting kids.
• Equity: We will not extend the Racial Equity Center which was established in 2020 as a special five-year initiative.
• Supplier Diversity: We will evaluate supplier diversity programs and ensure they do not provide preferential treatment and benefits to suppliers based on diversity. We don’t have quotas and won’t going forward. Financing eligibility will no longer be predicated on providing certain demographic data. • LatinX: Walmart will no longer use the term in official communications.
• Trainings: Walmart will discontinue racial equity training through the Racial Equity Institute.
• DEI: Walmart will discontinue the use of DEI as a term while ensuring a respectful and supportive environment. Our focus is on Belonging for ALL associates and customers.
“Remember, Walmart is the #1 employer in America with over 1.6 Million Employees and they have a market cap of nearly $800B. This won’t just have a massive effect for their employees who will have a neutral workplace without feeling that divisive issues are being injected but it will also extend to their many suppliers. We’ve now changed policy at companies worth over $2 Trillion dollars, with many millions of employees who have better workplace environments as a result. I’m happy to have secured these changes before Christmas when shoppers have very few large retail brands they can spend money with who aren’t pushing woke policies. Companies like Amazon and Target should be very nervous that their top competitor dropped woke policies first. I think Target specifically will suffer serious sales problems as a result and Walmart will benefit. Our campaigns are now so effective that we’re getting the biggest companies on earth to change their policies without me even posting a story outlining their woke policies. Companies can clearly see that America wants normalcy back. The era of wokeness is dying right in front of our eyes. The landscape of corporate America is quickly shifting to sanity and neutrality. We are now the trend, not the anomaly. We are winning and one by one we WILL bring sanity back to corporate America. If you love what we’re doing, subscribe to my X page for $5 a month to help fund our growing team! You can also support us by sending any amount once at this link: https://buy.stripe.com/8wM8xC7Qs5uXcSc3cc… If you want to expose your woke workplace, send tips at http://robbystarbuck.com/dei So far you’ve helped me change corporate policy at Tractor Supply, John Deere, Harley Davidson, Polaris, Indian Motorcycle, Lowe’s, Ford, Coors, Stanley Black & Decker, Jack Daniels, DeWalt tools, Craftsman, Caterpillar, Boeing, Toyota and now WALMART! We are a force to be reckoned with and we won’t stop until wokeness is extinct.”
The Human Rights Commission has undeniably played a crucial role in advancing human rights on a global scale. However, as it intersects with corporate practices, the implications of the Equality Index and DEI initiatives warrant careful consideration. The balance between ethical responsibility and corporate viability remains a contentious issue, one that will likely continue to evolve as society grapples with the complexities of human rights in the modern era.
As DEI programs continue to expand across schools, workplaces, and governments, the stakes could not be higher.
