Target issued a memo on Friday announcing the end of its three-year DEI goals, including its Racial Equity Action and Change (REACH) program and “all external diversity-focused survey’s including HRC’s Corporate Equality index.” The Human Rights Campaign effort, which provides benchmarks on corporate policies relevant to LGBTQ+ employees, previously gave Target a score of 100 percent, dubbing the company a “Leader in LGBTQ+ Workplace Inclusion.”
In response, the largest Pride organization in Minnesota and the largest free Pride celebration in the United States, Twin Cities Pride, announced this week that it would be dropping Target as a sponsor for its 2025 events. The company had initially pledged $50,000, and had been involved in Pride celebrations for around two decades.
TCP executive director Andi Otto tells The Advocate that Target executives called him before their announcement, as they “wanted me to hear it from them before it had hit mainstream media.” The company insisted that “they were still very much committed to being at Pride and very much committed to sponsoring and continuing to support our year-round programming.”
Target was not backing down on its $50,000 pledge, but Otto says that TCP and their allies still saw the move as a betrayal, as the company is “taking away safety for the community not only in their employees, but in their suppliers.” As the community was “looking to us to hold them accountable,” TCP’s board made the decision to remove Target as a sponsor.
“This isn’t about the money,” Otto says. “Because if the money wasn’t there, would we even be questioning this decision? The answer is no. The reality of it is, is that it’s the right thing to do for our community.”
The end of DEI programs and LGBTQ+ inclusivity initiatives marks a significant shift for the Minnesota-based company, which once withstood protests from hate groups over its inclusive bathroom policies and Pride displays. However, the change was not sudden, as Target pulled some of its Pride Month merchandisein 2023 amid threats and violent protests in stores.
Target is among over a dozen major companies that have ended their DEI initiatives in the past year. Meta announced the end of its DEI programs by citing the shifting “legal and policy landscape surrounding diversity, equity and inclusion efforts in the United States.” McDonald’s also cited the Supreme Court decision against affirmative action, as well as changes among “other companies.”
Target executives said in their public statement and in private statements to Otto that the decision to end DEI programs was “due to changes in the landscape” — a nod to the Trump Administration, which has taken a hard stance against DEI in its first weeks by signing executive orders firing government employees and rescinding 1960s civil rights protections.
As Target had long stood by DEI and LGBTQ+ initiatives when it was politically beneficial, Otto says that the company’s reason for ending them “just didn’t sit right with us.”
“A lot of companies that are overturning [DEI] are doing it out of fear,” Otto says. “They look ahead and say, ‘This is what the next four years is going to be like.’ If we’re standing up for the diversity and inclusion, then we’re going to be, ironically, in the minority.”
“It’s crazy when you truly think about it — standing up for a minority group of folks, but when the other shoe drops, you don’t actually want to be part of that group,” he adds.
Companies’ willingness to abandon the LGBTQ+ community contributes to the long-standing debate among activists over “Rainbow Capitalism,” which refers to the trend of companies marketing to or profiting off the queer community without meaningfully supporting them. Examples include Disney using a rainbow logo while cancelling or censoring LGBTQ+ projects, Netflix claiming to support LGBTQ+ people while hosting Dave Chapelle’s harmful jokes about transgenderpeople, or Target scaling back Pride displays after pressure from extremists despite decades of precedent.
“I get a lot of push back about why we have sponsors at Pride. Pride was a protest, et cetera. But those sponsors allow me to do things,” Otto says, adding, “I get to pay every performer on the stage. I get to have a rainbow wardrobe, free personal care items, free clothing. We fed 300 people a holiday meal for free. … It allows us to have smaller costs for small businesses and LGBTQ and BIPOC businesses at our festival.”
While Otto did not believe it would be too challenging to find a replacement for Target, he “did not expect to be paid forward by the community.” TCP made the money back in less than 24 hours, raising nearly $78,000 just from individual donors as of Wednesday morning. Other organizations offering grants or sponsorships have brought that total to well over $100,000 — more than twice what Target promised.
“Everybody’s talking about eggs at this point. I know people are watching their money very closely, and I don’t blame them. Me as an individual, I’m doing the same thing,” Otto says. “So, I didn’t expect this outcome. It’s inspiring.”
Otto, who has heard from many community members that have decided to no longer shop at companies ditching DEI, emphasizes that “I’m not asking you to boycott Target — I’m asking you to make the best decision for your family.” Still, he hopes “companies see this and realize that this is going to cause people to really start selecting where they’re gonna shop.”
“I won’t close the door on Target. I want them to show their true colors, whatever that looks like in their world,” Otto says. “And my hope is that in 2026, they can come back. They can be loud, they can be proud of what they’ve done with their company, and we can move forward. But I need to see that beforehand.”
GLAAD president and CEO Sarah Kate Ellis took aim at Elon Musk during a panel discussion of business leaders at the World Economic Forum in Davos, Switzerland, warning that his consolidation of power and influence is fueling attacks on LGBTQ+ people and other marginalized groups.
Speaking at the “Open Forum: Protecting LGBTQI+ Lives” on Thursday, Ellis tied Musk’s actions to a broader pattern of billionaires targeting vulnerable communities while enriching themselves.
“We know that algorithms are where the money is made, and the hate algorithms are the better ones,” Ellis said. “What we’ve enacted is free speech for algorithms, not free speech for citizens. Because we do know that more people are accepting and believe in equality for LGBTQ+ people, but you would never believe that if you go onto X or nowFacebook—that’s not where it’s happening.”
After Musk acquired Twitter, he rolled back content moderation policies that made the app dangerous for LGBTQ+ users. Recently, Meta CEO Mark Zuckerberg also announced a sharp turn in the company’s content moderation and fact-checking approach, loosening restrictions on hate speech and stopping independent fact-checking partnerships.
Ellis highlighted the growing threats to LGBTQ+ safety in the United States, drawing a direct connection between online hate and real-world violence. “What’s happening online is happening in real life. It models one to the other,” she said. She cited attacks on drag shows and the murders of transgenderwomen, adding that GLAAD had to establish an alert desk last year to monitor these incidents as violence “gotten so heinous and out of control.”
Musk’s role in targeting LGBTQ+ people
Ellis also spotlighted Musk’s financial support for President Donald Trump’sreelection campaign and his actions since rebranding X in 2023. Federal Election Commission records show that Musk donated $293 million to Trump’s campaign, making him the largest donor of the 2024 election.
“Trump’s first administration hit about 280 acts against our community,” Ellis said. “In his second [run] for this election, he spent over $280 million on ads, specifically targeting the transgender community. That’s a lot of money that could go to a good cause. At the center of that money was Elon Musk.”
Trump later appointed Musk to lead an advisory committee on “government efficiency,” granting him potential access to federal agencies, deliberations, and budgets—resources Musk could use to benefit his companies, many of which hold U.S. government contracts.
Meanwhile, GLAAD has documented how X under Musk refused to enforce—and later wholly removed—policies protecting LGBTQ+ users and allies from hate speech and harassment. The platform has since become a breeding ground for anti-LGBTQ+ rhetoric, which Ellis warned has dangerous real-world implications.
“The billionaires are targeting the most marginalized people in the world,” she added. “To me, it’s a distraction. Don’t watch what they’re doing to us; watch what they’re really doing. Because as long as we are fighting or they’re putting us on guard and politicizing us, they’re making money and grabbing more power.”
LGBTQ+ advocacy at Davos
Ellis’s comments were part of GLAAD’s broader advocacy efforts during the forum. On Wednesday, she participated in “The Economic and Business Case for LGBTQI Inclusion,” a session that highlighted the $4.7 trillion global purchasing power of LGBTQ+ consumers and explored how businesses can harness this potential while addressing anti-LGBTQ+ sentiment and legislation.
GLAAD also partnered with Open for Business and the Partnership for Global LGBTQI+ Equality to organize the third annual rainbow light-up of the Davos Promenade, supported by companies like Amazon, Google, Deloitte, and SAP.
Ellis’s high-profile presence at Davos follows scrutiny from a New York Timesexposé last August, which examined her compensation and travel expenses, including trips to the conference frequented by some of the world’s wealthiest and most powerful CEOs. GLAAD dismissed the article as “grossly misleading,” arguing that Ellis needs to be in places where influential people meet and that it was retaliation for Ellis’s criticism of the Times’s coverage of transgender issues.
In Davos, Ellis addressed the mounting threats to LGBTQ+ communities, doubling down on GLAAD’s mission. “We have always existed. We will always exist,” she said. “You can legislate against us. You can politicize us. We’re not political. We’re everybody. We’re in every family.”
Ellis called for greater accountability from businesses, governments, and civil society in protecting LGBTQ+ lives.
“When you know someone, it’s impossible to hate them. Storytelling is an empathy machine, and we need that more than ever in our society,” she said.
Meta deleted nonbinary and trans themes for its Messenger app this week, around the same time that the company announced it would change its rules to allow users to declare that LGBTQ+ people are “mentally ill,” 404 Media has learned.
Meta’s Messenger app allows users to change the color scheme and design of their chat windows with different themes. For example, there is currently a “Squid Game” theme, a “Minecraft” theme, a “Basketball” theme, and a “Love” theme, among many others.
These themes regularly change, but for the last few years they have featured a “trans” theme and a “nonbinary” theme, which had color schemes that matched the trans pride flag and the non-binary pride flag.
A national rights group said Tuesday that more U.S. companies are providing strong benefits and protections to LGBTQ employees despite an ongoing effort by conservative activists to get high-profile brands to stop participating in the organization’s annual workplace report card.
The education arm of the Human Rights Campaign released its latest Corporate Equality Index the day after McDonald’s became the latest big company to say it would no longer provide information for the annual evaluation of policies affecting lesbian, gay, bisexual and transgender employees.
Last year, Walmart, Ford, Harley-Davidson and other consumer brands that came under pressure said they would end their voluntary participation in the grading system. The HRC rated them anyway, giving Harley-Davidson a score of 10 out of 100 and Ford a 75, for example.
The index has emerged as a top target of conservative activists as part of a broader campaign to pressure businesses into abandoning diversity, equity and inclusion initiatives that were designed to reduce discrimination against women, members of racial and ethnic minority groups, and LGBTQ people.
A 2023 Supreme Court decision that declared race-based affirmative action programs in college admissions unconstitutional emboldened critics of DEI programs to target universities, government agencies and corporations on social media, in the courts and in state legislatures. Some companies, including McDonald’s, cited the high court precedent as their reason for curtailing diversity policies.
The Human Rights Campaign Foundation said the 2025 equality index nonetheless included 72 employers that were first-time participants, and that 765 of the 1,449 companies graded received a perfect score, 28% more than last year.
“At times, progress meets backlash, but companies continue to dedicate the time and resources to reinforcing workplace inclusion,” HRC President Kelley Robinson said in a statement. “As a result, they are more competitive and more creative while attracting and retaining top talent and widening their consumer base.”
The number of companies given official ratings included ones that have said they would pull out of the process. Some completed the organization’s survey months before their decisions. The HRC said it would continue to monitor companies that drop out and assign them scores.
McDonald’s was among the companies earning the top score of 100. Walmart and Lowe’s both received 90 points.
The scores are based on points companies get for a range of workplace metrics, such as having anti-discrimination policies that encompass sexual orientation, gender identity and gender expression, and offering health benefits that cover same-sex spouses and the needs of transgender individuals.
This is the second index that assigned points for having gender transition guidelines that managers, transitioning employees and their colleagues can consult. More than 1,000 of the companies graded for 2025 reported adopting such guidelines, a 21% increase, the HRC said.
“Obviously, there are plenty of examples of organizations that have made some kind of announcement around retreating from some aspects of how they were doing DEI, including things like participation in this survey,” said David Glasgow, executive director of the Meltzer Center for Diversity, Inclusion and Belonging at NYU School of Law. “But the vast majority of companies that were doing DEI before are still doing it. The only difference is that they’re changing some programs mostly for legal risk mitigation purposes and or doing it more quietly so that they don’t attract as much attention and scrutiny.”
The Corporate Equality Index debuted in 2002 and primarily focused on ensuring that gay, lesbian, bisexual, transgender and queer employees didn’t face discrimination in hiring and on the job. Over the years, the criteria to gain a perfect score grew stricter, and experts say the Index helped improve workplace benefits for LGBTQ people.
The first set of policy changes came on Tuesday, after CEO Mark Zuckerberg announced that the company would be removing content moderators and fact-checkers and loosening restrictions on their hate speech policies.
Meta’s new guidelines state, “We do allow allegations of mental illness or abnormality when based on gender or sexual orientation, given political and religious discourse about transgenderism and homosexuality and common non-serious usage of words like ‘weird’.”
The guidelines also provide a list of frequently asked questions for these policies. One asks, “Do insults about mental illness and abnormality violate when targeting people on the basis of gender or sexual orientation?” Meta now sides against queer rights pointing to statements like “Trans people aren’t real. They’re mentally ill,” “Gays are not normal,” “Trans people are freaks,” and “Women are crazy,” as being allowed, as per Platformer.
Other authorized statements include, “There’s no such thing as trans children,” “God created two genders, ‘transgender’ people are not a real thing,” and “A trans woman isn’t a woman, it’s a pathetic confused man.”
Meta announces end to its DEI programs
Then, on Friday, Meta announced that it would end DEI practices in hiring, training and picking suppliers, Axios reported.
“The legal and policy landscape surrounding diversity, equity and inclusion efforts in the United States is changing,” wrote Janelle Gale, Meta’s vice president of human resources, in an internal memo to employees. “The term ‘DEI’ has also become charged, in part because it is understood by some as a practice that suggests preferential treatment of some groups over others.”
She announced that Meta would be ending its DEI team, its programs, end efforts to source business suppliers from diverse-owned businesses, and end its practices ensures that a diverse pool of candidates is considered for every open position and for representation in the company’s public imaging.
Gale said Meta would focus on supporting small- and medium-sized businesses and focus on “fair and consistent practices that mitigate bias for all, no matter your background.”
“We believe there are other ways to build an industry-leading workforce and leverage teams made up of world-class people from all types of backgrounds,” Gale wrote.
Meta employees push back against new content, DEI changes
One Meta criticized the new content policies on the company’s internal messaging platform, writing, “I am LGBT and mentally ill. Just to let you know that I’ll be taking time out to look after my mental health,” according to 404 Media. This internal dissent was later deleted.
Helle Thorning-Schmidt, the co-chair of Meta’s Oversight Board, said to BBC, “We’re very concerned about gender rights, LGBTQ+ rights, trans people’s rights on the platforms because we are seeing many instances where hate speech can lead to real-life harm, so we will be watching that space very carefully,” adding that she is “very concerned” by this decision.
“The changes to our Hateful Conduct policy seek to undo the mission creep that has made our rules too restrictive and too prone to over enforcement,” a member of the policy team said to employees in a thread. “Reaffirming our core value of free expression means that we might see content on our platforms that people find offensive … yesterday’s changes not only open up conversation about these subjects, but allow for counterspeech on what matters to users.”
A separate employee told 404 Media, “No one is excited or happy about these changes. And obviously the employees who identify as being part of the LGBTQ+ community are especially unhappy and feel the most unsupported in this. A small number of people are taking time off and are sharing that they are considering leaving the company due to this change.”
Another one told the same outlet, “I find it very hard to understand how explicitly carving out which groups of marginalized people can have what we otherwise classify hate speech directed at them will be beneficial for the communities we hope to build on our platforms.”
An additional commenter said, “When I first joined this company, people would criticize me for working here all the time. I defended y’all time and time again, always anchoring that in the end we do try our best even if it doesn’t work out sometimes – but this? appalling.”
Responding to the DEI changes, one employee, according to Business Insider, wrote on the internal messaging platform, “This is unfortunate disheartening upsetting to read.” Another wrote, “Wow, we really capitulated on a lot of our supposed values this week.” A third commented, “What happened to the company I joined all those years ago.”
Amazon has quietly removed several policies from its public websites aimed at protecting workers, including “solidarity” pledges with its Black employees and health care benefits for transgender workers.
The pages were removed about a month ago, according to The Washington Post. The changes include several to policy, as well as department titles. A section previously called “Diversity, Equity, and Inclusion” is now “Inclusive Experiences and Technology,” and the section “advance DEI through technology” is now a pledge to “advance the employee experience.”
One of the removed policies includes an outline of the gender-affirming carebenefits provided to employees under Amazon’s health care plan, which it said were “based on the Standards of Care published by the World Professional Association for Transgender Health (WPATH).” Also removed was the company’s pledge that it is “working at the U.S. federal and state level on legislation” that would provide anti-discrimination protections for transgender people.
Though Amazon previously stated that it stood “in solidarity” with its Black employees, the company also removed that section, as well as one claiming to support “legislation to combat misconduct and racial bias in policing, efforts to protect and expand voting rights, and initiatives that provide better health and educational outcomes for Black people.”
Spokesperson Kelly Nantel confirmed to the outlet that the company “update[s] this page from time to time to ensure that it reflects updates we’ve made to various programs and positions.”
Several major U.S. businesses have announced they would be ending their diversity, equity, and inclusion programs in the past year, including Ford Motor Company, Harley-Davidson, Lowe’s, and Tractor Supply among others. The decisions came after pressure from conservative extremists online, including failed filmmaker turned failed congressional candidate Robby Starbuck, who has taken credit for the companies’ decisions. However, experts believe that Starbuck’s pressure alone does not explain the shift.
Meta recently announced the end of its DEI programs almost immediately after announcing new content rules that allow users to abuse LGBTQ+ people, citing the shifting “legal and policy landscape surrounding diversity, equity and inclusion efforts in the United States.” McDonald’s also cited Supreme Court decision against affirmative action in its decision to end DEI programs the, as well as changes among “other companies.”
The company’s new guidelines prohibit insults about someone’s intellect or mental illness on Facebook, Instagram and Threads, as have previous iterations. However, the latest guidelines now include a caveat for accusing LGBTQ people of being mentally ill because they are gay or transgender.
“We do allow allegations of mental illness or abnormality when based on gender or sexual orientation, given political and religious discourse about transgenderism and homosexuality and common non-serious usage of words like ‘weird,’” the revised company guidelines read.
The new guidelines around hate speech are part of Meta’s broader major changes regarding how it moderates online speech on its platforms. On Tuesday, CEO Mark Zuckerberg said it will replace its fact-checking program, which has relied on trusted organizational partners, with a community-driven system similar to X’s Community Notes. X’s system allows users to submit suggested “notes” on other people’s content, and then certain users vote on whether or not the notes are publicly displayed. Zuckerberg cited “recent elections” and “a cultural tipping point towards, once again, prioritizing speech.”
The long list of changes to the new hate speech guidelines include removing rules that forbid insults about a person’s appearance based on race, ethnicity, national origin, disability, religious affiliation, caste, sexual orientation, sex, gender identity and serious disease. Meta also scrapped policies that prohibited expressions of hate against a person or a group on the basis of their protected class and that banned users from referring to transgender or nonbinary people as “it.”
GLAAD, an LGBTQ media advocacy group, denounced the changes.
“Without these necessary hate speech and other policies, Meta is giving the green light for people to target LGBTQ people, women, immigrants, and other marginalized groups with violence, vitriol, and dehumanizing narratives,” President and CEO Sarah Kate Ellis said in a statement. “With these changes, Meta is continuing to normalize anti-LGBTQ hatred for profit — at the expense of its users and true freedom of expression. Fact-checking and hate speech policies protect free speech.”
A spokesperson for Meta did not immediately respond to a request for comment.
CEOs and business leaders in tech and beyond are broadening their efforts to woo President-elect Donald Trump. Meta is among the several tech companies and executives — including Amazon, Apple CEO Tim Cook and OpenAI CEO Sam Altman — that donated $1 million to Trump’s second inaugural fund within the last several weeks. Meta also announced Tuesday that UFC’s Dana White, a longtime Trump supporter, would join its board.
Four years after launching a push for more diversity in its ranks, McDonald’s is ending some of its diversity practices, citing a U.S. Supreme Court decision that outlawed affirmative action in college admissions.
McDonald’s is the latest big company to shift its tactics in the wake of the 2023 ruling and a conservative backlash against diversity, equity and inclusionprograms. Walmart, John Deere, Harley-Davidson and others rolled back their DEI initiatives last year.
McDonald’s said Monday it will retire specific goals for achieving diversity at senior leadership levels. It also intends to end a program that encourages its suppliers to develop diversity training and to increase the number of minority group members represented within their own leadership ranks.
McDonald’s said it will also pause “external surveys.” The burger giant didn’t elaborate, but several other companies, including Lowe’s and Ford Motor Co., suspended their participation in an annual survey by the Human Rights Campaign that measures workplace inclusion for LGBTQ+ employees.
McDonald’s, which has its headquarters in Chicago, rolled out a series of diversity initiatives in 2021 after a spate of sexual harassment lawsuits filed by employees and a lawsuit alleging discrimination brought by a group of Black former McDonald’s franchise owners.
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“As a world-leading brand that considers inclusion one of our core values, we will accept nothing less than real, measurable progress in our efforts to lead with empathy, treat people with dignity and respect, and seek out diverse points of view to drive better decision-making,” McDonald’s Chairman and CEO Chris Kempczinski wrote in a LinkedIn post at the time.
But McDonald’s said Monday that the “shifting legal landscape” after the Supreme Court decision and the actions of other corporations caused it to take a hard look at its own policies.
A shifting political landscape may also have played a role. President-elect Donald Trump is a vocal opponent of diversity, equity and inclusion programs. Trump tapped Stephen Miller, a former adviser who leads a group called America First Legal that has aggressively challenged corporate DEI policies,as his incoming deputy chief of policy.
Vice President-elect JD Vance introduced a bill in the Senate last summer to end such programs in the federal government.
Robby Starbuck, a conservative political commentator who has threatened consumer boycotts of prominent consumer brands that don’t retreat from their diversity programs, said Monday on X that he recently told McDonald’s he would be doing a story on its “woke policies.”
McDonald’s said it had been considering updates to its policies for several months and planned to time the announcement to the start of this year.
In an open letter to employees and franchisees, McDonald’s senior leadership team said it remains committed to inclusion and believes a diverse workforce is a competitive advantage. The company said 30% of its U.S. leaders are members of underrepresented groups, up from 29% in 2021. McDonald’s previously committed to reaching 35% by the end of this year.
McDonald’s said it has achieved one of the goals it announced in 2021: gender pay equity at all levels of the company. It also said it met three years early a goal of having 25% of total supplier spending go to diverse-owned businesses.
McDonald’s said it would continue to support efforts that ensure a diverse base of employees, suppliers and franchisees, but its diversity team will now be referred to as the Global Inclusion Team. The company said it would also continue to report its demographic information.
The McDonald’s Hispanic Owner-Operators Association said it had no comment on the policy change Monday. A message seeking comment was left with the National Black McDonald’s Operators Association.
Meta, the parent company of Instagram, is under fire for its treatment of LGBTQ+ users after journalist Taylor Lorenz revealed that the platform had restricted LGBTQ-related hashtags for months. The issue, reported in Lorenz’s Substack publication User Mag on Monday, has sparked criticism of Meta’s content moderation practices and repeated failures to support marginalized communities.
Lorenz, a journalist known for her reporting on technology and social media in The New York Times and, most recently, The Washington Post, uncovered that Instagram blocked users—especially teenagers—from searching hashtags like #gay, #lesbian, #trans, and #nonbinary under its “sensitive content” policy. The restrictions, which were in effect for months, were applied by default to teen accounts. When teens searched these hashtags, they were met with a blank screen and a prompt about Instagram’s content restrictions. Meta reversed the blocks only after Lorenz reached out for comment, User Mag reports.
“These search terms and hashtags were mistakenly restricted,” a Meta spokesperson told Lorenz. “It’s important to us that all communities feel safe and welcome on Meta apps, and we do not consider LGBTQ+ terms to be sensitive under our policies.” Meta added that it was investigating how the error occurred but provided no timeline for the investigation or concrete actions to prevent such mistakes in the future.
“Meta categorizing LGBTQ hashtags as ‘sensitive content’ is an alarming example of censorship that should concern everyone,” Leanna Garfield, social media safety program manager at GLAAD, told Lorenz. “These platforms are lifelines for young LGBTQ+ people, and restricting this content isolates them further.”
A GLAAD spokesperson also told The Advocate, “LGBTQ people all over the world, especially young people, use Instagram to express who they are and to find and be part of a community. A responsible and inclusive company would not build an algorithm that classifies some LGBTQ hashtags as ‘sensitive content,’ hiding helpful and age-appropriate content from young people by default.”
The spokesperson added that whether it was an unintended mistake, “Meta should remedy this issue immediately, publicly apologize to its LGBTQ users, and test significant product updates before launch.” They added, “Everyone, not just LGBTQ people, should be deeply concerned about the larger implications of this kind of content suppression.”
Garfield highlighted the damage that blocks like the one Meta had in place do.
“For many LGBTQ people, especially youth, platforms like Instagram are crucial for self-discovery, community building, and accessing supportive information,” Garfield told User Mag. “By limiting access to LGBTQ content, Instagram may be inadvertently contributing to the isolation and marginalization of LGBTQ users.”
Reports of such challenges on Instagram are not new. In September 2023, Mashable highlighted the issue of shadowbanning—when content is flagged as “non-recommendable” and hidden from non-followers. LGBTQ+ creators were disproportionately affected by these restrictions. Topher Taylor, a sexuality educator and creator, told Mashable that his content had been categorized as non-recommendable for years because of reports from bigoted users. “You will get more reports if you’re visibly queer,” he said. Meanwhile, mainstream accounts promoting explicit or suggestive content, such as those tied to celebrities or brands catering to heterosexual audiences, often bypass these restrictions.
The controversy over restricted hashtags is the latest in a series of criticisms against Meta. Last year, a GLAAD report revealed that Meta had failed to moderate harmful anti-trans content across its platforms, including Instagram and Threads. The report detailed violent speech and harassment targeting transgender and nonbinary users, much of which remained live despite clear violations of Meta’s community guidelines.
Meta also faced backlash in September for delaying the ban of far-right Republican Valentina Gomez, who used Instagram to spread antigay slurs and burn LGBTQ-themed books. In December, U.S. Rep. Nancy Mace of South Carolina posted videos on Instagram using a transphobic slur to mock protesters opposing her anti-trans bathroom bill. Despite repeated reports from advocacy groups, Mace’s videos remain live on the platform.
Critics argue that these incidents highlight systemic flaws in Meta’s approach to content moderation.
Like the residents of Munchkinland celebrating Elphaba’s watery demise in Wicked‘s opening number, anti-‘woke’ pundits are delightedly banging the drum that diversity, equality and inclusion policies (DEI) – aimed at reducing discrimination in the workplace – are dead, dunzo and pushing up daises.
“The death of DEI is finally here,” Michael Deacon proclaimed, “the DEI cult is now imploding,” Sam Ashworth-Hayes declared – citing car manufacturer Jaguaras the first fatality – “the DEI game is up,” Matthew Lynn insisted.
You get the picture.
Whilst you could argue these statements are just the overzealous sells of attention grabbing headlines, it is undeniable the right’s self-imposed ‘War on Woke’ – which this year turned its Eye of Sauron-esque gaze on DEI – has forced US multi-billion dollar businesses to abandon commitments to fostering fair and equitable workplaces.
Robby Starbuck is leading campaigns against companies he deems ‘woke’. (Jason Kempin/Getty Images)
Leading the charge throughout 2024 has been former music video director turned MAGA pundit and anti-woke campaigner Robby Starbuck, whose mission to bring “sanity back to corporate America” via public pressure campaigns and boycotts has seen big name US brands like Harley-Davidson, Jack Daniel’s, Ford, Stanley Black & Decker and John Deere – just to name a few – all roll back DEI policies.
Starbuck’s ire is with American firms supporting minority causes and communities, such as sponsoring LGBTQ+ Pride events, running inclusivity training for staff and taking part in the Human Rights Campaign’s Corporate Equality Index. That being said, business participation in the HRC’s Index reached record levels in 2024, despite Starbuck’s best efforts.
Further to this, corporations abandoning their DEI commitments has certainly not happened without criticism, with disdainful LGBTQ+ folks voting with their feet and making it clear that they’re more than willing to take their cash elsewhere.
The 2024 LGBTQ+ Climate Survey found that 80 per cent of LGBTQ+ adults in the US would boycott a company that rolled back equality programmes, whilst more than 75 per cent said that they would have a less-favourable opinion of a company that cut its DEI policies. The survey found 52 per cent of people said they would urge others to boycott the company, including by posting negative reviews on social media.
As the year draws to a close, here are some of the biggest and most well-known businesses that have backed down on supporting diversity this year.
Walmart
(Getty Images/Bob Riha, Jr.)
Not the most recent company to fold on its DEI commitments, but no doubt the biggest.
Walmart is the America’s largest private employer and has 1.6 million associates working across nearly 5,000 locations in the US, with a total of 2.1 million staff on the books worldwide.
According to revenue data published by Forbes for its Fortune 500 list, Walmart generated revenue worth $645.15 billion in 2023.
Walmart’s decision to step back on its DEI policies came as Starbuck threatened to galvanise a boycott in conjunction with the Black Friday sales, a post-Thanksgiving shopping event which generated a total of $9.8 billion across the US economy in 2023.
Taking to X, formerly Twitter, Starbuck said he warned Walmart executives he was “doing a story on wokeness there” and had “productive conversations to find solutions.”
The business will now no longer take part in the Human Rights Campaign’s Corporate Equality Index – it earned a perfect score of 100 in 2023 – stop selling “inappropriate sexual and/or transgender products” marketed at children, review Pride funding and no longer provide staff with racial-equity training.
Walmart will also stop using the term Latinx, discontinue the use of DEI as a term and “will evaluate supplier diversity programmes and ensure they do not provide preferential treatment and benefits to suppliers based on diversity.”
Starbuck said the decision would “send shockwaves throughout corporate America.”
Ford
(Carl Court/Getty Images)
Iconic car manufacturer Ford is known not only for producing vehicles but for entirely revolutionising the means of mass production through assembly lines. But despite its industry-leading history, it seems it flinches at the risk of conservative upset.
According to the Fortune 500 list, the brand generated revenue of $176,191,000,000 ($171.19 billion) in 2023 and employs around 130,000 staff members in the United States.
In August, the company announced it would be ending its participation in the HRC’s Corporate Equality Index, with CEO Jim Farley saying in a memo: “We are mindful that our employees and customers hold a wide range of beliefs, and the external and legal environment related to political and social issues continues to evolve.”
Farley added Ford would focus on taking care of employees and customers “versus publicly commenting on the polarising issues of the day.”
The HRC slammed the decision, writing on a social media post that Ford was “cowering to MAGA weirdo Robby Starbuck.”
Starbuck, unsurprisingly, celebrated the move: “This isn’t everything we want but it’s a great start. We’re now forcing multi-billion dollar organisations to change their policies without even posting just from fear they have of being the next company that we expose.”
Lowe’s
(Justin Sullivan/Getty Images)
Another large retail chain, Lowe’s might be smaller than Walmart but still has more than 2,000 stores and employs 300,000 people. It generated $86 billion in 2023.
The home improvement chain announced its DEI rollback via an internal memo where the firm announced it would stop taking part in surveys for the Human Rights Campaign (HRC), combine employee groups into one umbrella organisation and end support for “festivals, parades and fairs” – arguably meaning Pride events.
Starbuck claimed he contacted executives at the chain last week “to let them know I planned to expose their woke policies” and subsequently “woke up to an email where they pre-emptively made big changes”.
However, a spokesman for Lowe’s told CNN they had heard from Starbuck after the company “already announced changes that had long been in process.”
Toyota
Toyota. ( Ralph Orlowski/Getty Images)
After coming under fire from Starbuck, car-manufacturer Toyota announced their “refocus” of diversity, equity and inclusion (DEI) programmes means they won’t sponsor cultural events and parades such as LGBTQ+ Pride in the US.
In a memo sent to 50,000 US employees and more than 1,500 dealerships, the company said the decision follows a “highly politicised discussion” around business commitments to DEI.
“We will no longer sponsor cultural events such as festivals and parades that are not related to Stem [science, technology, engineering and maths] education and workforce readiness,” the memo read.
According to Bloomberg, Toyota will also no longer participate in cultural surveys, and will end their participation in the Human Rights Campaign (HRC) annual Corporate Equality Index, which once gave them a perfect score for their DEI efforts.
The car-makers will refocus employee resource groups for professional development, networking and mentoring with a “clear alignment to driving the company’s business”.
John Deere
Tractor manufacturing John Deere was targeted by the ‘anti-woke’ brigade. (Getty)
In a post on social media in July following a Starbuck campaign, agricultural manufacturer John Deere confirmed it was rolling back its corporate inclusion efforts.
The statement read: “We will no longer participate or support external social or cultural awareness parades, festivals or events. Business resource groups will exclusively be focused on professional development, networking, mentoring and supporting talent recruitment efforts.”
All company-mandated training materials and policies would be audited to ensure the absence of socially motivated messages while being in compliance with federal, state and local laws, the company promised while reaffirming that “the existence of diversity quotas and pronoun identification have never been and are not company policy”.
However, the statement also noted that the company “fundamentally believe a diverse workforce enables us to best meet our customers’ needs, and because of that, we will continue to track the advancement of the diversity of our organisations”, adding: “Your trust and confidence in us are of the utmost importance to everyone at John Deere, and we fully intend to earn it every day and in every way we can.”
Stanley Black & Decker
Stanley Black & Decker became the focus of another right-wing campaign group. (Joe Raedle/Getty Images)
Toolmakers Stanley Black & Decker have been accused of “scrubbing” all mentions of DEI from its corporate website.
This time though, the backlash came from Consumers’ Research, a right-wing campaign group that prides itself on targeting “wokeness” in business.
The pressure group’s executive director, Will Hild, believed Stanley Black & Decker might continue to undertake DEI activities “albeit more surreptitiously than before they were caught”.
Molson Coors
Despite a history of supporting LGBTQ+ causes, Molson Coors scrapped progressive policies. (Getty Images)
Molson Coors Brewing Company reportedly began restructuring its corporate training programmes in March, according to an internal memo.
Despite once being “refreshingly proud”, the brewer added that it will do away with DEI programmes and diversity quota because of the “complicated” rise of anti-LGBTQ+ rhetoric.
Human rights groups struck back, with GLAAD shaming the company for deciding to “walk away” from supporting marginalised groups “when it gets noisy and hard”.
Ford
Ford will focus on employees and customers rather than “polarising issues of the day”. (Getty Images)
The car manufacturer announced in August an intention to leave the HRC’s CEI. Chief executive Jim Farley wrote in a memo that the company would focus on taking care of employees and customers “versus publicly commenting on polarising issues of the day”.
Farley also sits on the corporate board at Harley-Davidson.
While Starbuck publicly celebrated another win, the HRC condemned the move, saying: “Today, Ford abandoned its values and commitments to an inclusive workplace, cowering to MAGA weirdo Robby Starbuck.”
Harley-Davidson
Harley-Davidson was another big name to bow to the anti-woke brigade. (Emanuele Cremaschi/Getty Images)
The motorcycle maker succumbed to the anti-woke brigade after Starbuck accused the company of taking on DEI initiatives. “I don’t think the values at corporate reflect the values of nearly any Harley-Davidson bikers,” he wrote on X.
“Do Harley riders want the money they spend to be used later by corporate to push an ideology that’s diametrically opposed to their own values?”
Despite a long history of supporting LGBTQ+ causes, Harley-Davidson said they hadn’t had a DEI function since April and “no longer have supplier diversity spend goals”.
In addition, all employee training would only be business-related and “absent of socially motivated content.”
Jack Daniel’s
The parent company of Jack Daniel’s axed initiatives because the “world has changed since 2019”. (Getty Images)
Another well-known brand, Jack Daniel’s, announced the scrapping of all DEI initiatives because “the world has evolved” since 2019 when the business, owned by Brown-Forman, first introduced the policies.
Starbuck considered this a big win, writing on X that he received the news before he could expose the company and bragging: “We are winning… one by one we will bring sanity back to corporate America”.
Despite the new “strategic framework”, including leaving the HRC’s CEI index, the company will still foster an inclusive culture where “everyone is welcomed, respected and able to bring their best self to work”.
Tractor Supply Co
Rural farm supply store Tractor Supply was one of the first companies to scrape DEI policies. (Getty Images)
The rural America retail chain specialising in agricultural wares was the first domino to fall under Starbucks’ scrutiny. In a lengthy tweet exposing Tractor Supply for having “woke priorities”, including donations to charities that support LGBTQ+ youngsters, the company faced an intense backlash on social media.
The firm quickly relented, promising to eliminate their DEI programmes and climate change goals, saying: “We have heard from customers that we have disappointed them. We have taken this feedback to heart.”
In addition, the company will no longer provide data to the Human Rights Commission’s (HRC) Corporate Equality Index (CEI), a bench-marking tool that rates American businesses on policies and practises that affect their LGBTQ+ employees.