\n<\/p>\n
This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to publication.<\/p>\n
<\/svg><\/button><\/div>\n<\/div>\n<\/div>\n by Workday <\/p><\/div>\n <\/div>\n<\/div>\n<\/div>\n\nBreadcrumb Trail Links<\/p>\n\nNews<\/li>\nWork<\/li>\n<\/ol>\n<\/nav>\n\n\nOne of several Fortune 500 executives to defend DEI as other companies down play or back off initiatives<\/p>\n\n\nAuthor of the article:<\/p>\n<\/p>\n\nBloomberg News<\/p>\nClara Hudson<\/p>\n<\/div>\n<\/div>\nPublished Sep 13, 2024<\/span> \u00a0\u2022\u00a0 5 minute read<\/span><\/p>\n\n\n<\/button><\/p>\n\n\n\n\nYou can save this article by registering for free here. Or sign-in if you have an account.<\/p>\n<\/div>\n<\/div>\n<\/svg><\/button><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/source><\/source><\/source><\/source><\/source><\/picture>Jamie Dimon, chief executive of JPMorgan Chase & Co., during a Bloomberg Television interview on the sidelines of the JPMorgan Global Markets Conference in Paris, France, on Thursday, May 16, 2024. <\/span> Photo by Nathan Laine<\/span> \/Bloomberg<\/span><\/figcaption><\/figure>\n<\/div>\n<\/header>\n\nArticle content<\/h2>\nExecutives at Fortune 500 companies from JPMorgan Chase & Co. to The Cigna Group are reassuring investors that they remain committed to diversity, equity, and inclusion principles, even as mounting attacks on DEI erode certain programs.<\/p>\n\u201cIt\u2019s good for business; it\u2019s morally right; we\u2019re quite good at it; we\u2019re successful,\u201d JPMorgan Chase chief executive Jamie Dimon said at a Council of Institutional Investors conference this week in Brooklyn, N.Y., explaining that it makes sense for the financial institution to reach out to the Black, LGBTQ, Hispanic, disabled and veteran communities.<\/p>\n<\/section>\n\n\nAdvertisement 2<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<\/p>\n\nTHIS CONTENT IS RESERVED FOR SUBSCRIBERS ONLY<\/p>\nSubscribe now to read the latest news in your city and across Canada.<\/p>\n\nExclusive articles from Barbara Shecter, Joe O’Connor, Gabriel Friedman, and others.<\/li>\nDaily content from Financial Times, the world’s leading global business publication.<\/li>\nUnlimited online access to read articles from Financial Post, National Post and 15 news sites across Canada with one account.<\/li>\nNational Post ePaper, an electronic replica of the print edition to view on any device, share and comment on.<\/li>\nDaily puzzles, including the New York Times Crossword.<\/li>\n<\/ul>\n<\/div>\n\nSUBSCRIBE TO UNLOCK MORE ARTICLES<\/p>\nSubscribe now to read the latest news in your city and across Canada.<\/p>\n\nExclusive articles from Barbara Shecter, Joe O’Connor, Gabriel Friedman and others.<\/li>\nDaily content from Financial Times, the world’s leading global business publication.<\/li>\nUnlimited online access to read articles from Financial Post, National Post and 15 news sites across Canada with one account.<\/li>\nNational Post ePaper, an electronic replica of the print edition to view on any device, share and comment on.<\/li>\nDaily puzzles, including the New York Times Crossword.<\/li>\n<\/ul>\n<\/div>\n\nREGISTER \/ SIGN IN TO UNLOCK MORE ARTICLES<\/p>\nCreate an account or sign in to continue with your reading experience.<\/p>\n\nAccess articles from across Canada with one account.<\/li>\nShare your thoughts and join the conversation in the comments.<\/li>\nEnjoy additional articles per month.<\/li>\nGet email updates from your favourite authors.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/header>\n\n\n\n\n\nSign In or Create an Account<\/h2>\nor<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThe statements come as conservative activists target a range of corporate diversity efforts that they say discriminate against White and male workers. The calls to dismantle corporate DEI initiatives proliferated in part following the Supreme Court\u2019s decision last year curtailing affirmative action in college admissions.<\/p>\nAmid the scrutiny, some businesses have downplayed or backed off of certain DEI programs. Companies including Molson Coors Beverage Co., Lowe\u2019s Companies Inc., Ford Motor Co. and Harley-Davidson Inc. drew attention in recent weeks after walking back some diversity, equity, and inclusion commitments following pressure from conservative social media influencer Robby Starbuck.<\/p>\nOther businesses continue to support DEI programs, but their leaders are talking about them differently, a poll by the Association of Corporate Citizenship Professionals found. Still, there remains a vocal smattering of executives who are telling investors in no uncertain terms that an inclusive workforce is essential for their business.<\/p>\nBeing a \u201cred-blooded, full-throated American\u201d doesn\u2019t preclude an understanding that considering diversity is good for business, Dimon declared.<\/p>\n<\/section>\n\n\n\n\n<\/div>\n\nWork<\/p>\nFP Work touches on HR strategy, labour economics, office culture, technology and more.<\/p>\n<\/div>\n<\/div>\n\n\nBy signing up you consent to receive the above newsletter from Postmedia Network Inc.<\/p>\n<\/div>\n\nThanks for signing up!<\/p>\nA welcome email is on its way. If you don’t see it, please check your junk folder.<\/p>\nThe next issue of Work will soon be in your inbox.<\/p>\n<\/div>\nWe encountered an issue signing you up. Please try again<\/p>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n<\/section>\n\n\nAdvertisement 3<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n\u201cI\u2019m not interested in other people pointing fingers,\u201d Dimon said, referring to both conservative and liberal criticism concerning corporate diversity efforts. \u201cI\u2019m not \u2018woke\u2019 at all.\u201d<\/p>\nLanguage changes<\/h2>\nCigna Group\u2019s chief executive David Cordani told shareholders at the company\u2019s annual meeting in April that the healthcare company\u2019s DEI initiatives \u201cadvance our business objectives and how we innovate and create solutions for employees or customers.\u201d And ConocoPhillips chief executive Ryan Lance told investors at the oil and gas giant\u2019s annual meeting in May that he believes DEI is \u201caligned with shareholder value and improved financial performance.\u201d<\/p>\nMastercard Inc. chief administrative officer Tim Murphy said at the company\u2019s annual meeting this summer that the payment services business remains \u201ccommitted to creating a global corporate environment where all people are treated equally and fairly and have equal access to opportunities and advancement.\u201d<\/p>\n\u201cThat helps bring great talent in and retain it here,\u201d Murphy said, also emphasizing the importance of \u201cdifferent perspectives that inform the ideas we bring to life.\u201d<\/p>\n<\/section>\n\n\nAdvertisement 4<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCEO leadership is crucial to a company\u2019s DEI success, according to a June report from The Executive Leadership Council, a non-profit that champions Black executives.<\/p>\nBut the way corporate America speaks about diversity appears to be shifting. About one-third of 126 companies surveyed for the Corporate Citizenship Professionals report published in August said they have adjusted their language describing DEI projects this year, and 17 per cent said they had reduced external communication on diversity initiatives.<\/p>\nTheir core efforts aren\u2019t changing, however: 83 per cent of the businesses said their initiatives remain the same, according to the study.<\/p>\nIn some cases, DEI is getting a rebrand. The Society for Human Resource Management, the world\u2019s largest HR association, caused a stir in July when the group announced that it dropped the \u201cE\u201d for equity from what it previously called \u201cIE&D\u201d to \u201caddress the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.\u201d<\/p>\nSome businesses have even removed DEI terms like \u201canti-racist\u201d and \u201cunconscious bias\u201d from their securities filings this year, according to Bloomberg News.<\/p>\n<\/section>\n\n\nAdvertisement 5<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCompanies broadly are not backing away from their efforts, however, said Joanna Colosimo, vice-president of workforce equity and compliance strategy at DCI Consulting. Businesses Colosimo advises are examining their workforce data to zero in on how they\u2019re hiring, promoting, and firing employees to understand what policies and practices could be creating barriers.<\/p>\n\u201cThere are companies that are committed to this body of work, and you might not be hearing about it on a flashy webpage,\u201d she said.<\/p>\nConservative pressure<\/h2>\nA growing group of companies listed DEI as a \u201crisk factor\u201d in their securities filings earlier this year, citing potential harm to their business from taking too much or too little action on diversity. Those companies also highlighted DEI in the filings as pivotal to their financial success.<\/p>\nConservative activists including former Trump advisor Stephen Miller, who leads an advocacy group called America First Legal, have filed bias litigation and asked the U.S. Equal Employment Opportunity Commission to investigate DEI policies at companies including department store chain Macy\u2019s Inc. Some businesses like pharmaceutical giant Pfizer Inc. have made changes to the eligibility language in their diversity programs following lawsuits.<\/p>\n<\/section>\n\n\nAdvertisement 6<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThere\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\nThe reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
by Workday <\/p><\/div>\n
Breadcrumb Trail Links<\/p>\n
One of several Fortune 500 executives to defend DEI as other companies down play or back off initiatives<\/p>\n
Author of the article:<\/p>\n
<\/p>\n
Bloomberg News<\/p>\n
Clara Hudson<\/p>\n<\/div>\n<\/div>\n
Published Sep 13, 2024<\/span> \u00a0\u2022\u00a0 5 minute read<\/span><\/p>\n\n\n<\/button><\/p>\n\n\n\n\nYou can save this article by registering for free here. Or sign-in if you have an account.<\/p>\n<\/div>\n<\/div>\n<\/svg><\/button><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/source><\/source><\/source><\/source><\/source><\/picture>Jamie Dimon, chief executive of JPMorgan Chase & Co., during a Bloomberg Television interview on the sidelines of the JPMorgan Global Markets Conference in Paris, France, on Thursday, May 16, 2024. <\/span> Photo by Nathan Laine<\/span> \/Bloomberg<\/span><\/figcaption><\/figure>\n<\/div>\n<\/header>\n\nArticle content<\/h2>\nExecutives at Fortune 500 companies from JPMorgan Chase & Co. to The Cigna Group are reassuring investors that they remain committed to diversity, equity, and inclusion principles, even as mounting attacks on DEI erode certain programs.<\/p>\n\u201cIt\u2019s good for business; it\u2019s morally right; we\u2019re quite good at it; we\u2019re successful,\u201d JPMorgan Chase chief executive Jamie Dimon said at a Council of Institutional Investors conference this week in Brooklyn, N.Y., explaining that it makes sense for the financial institution to reach out to the Black, LGBTQ, Hispanic, disabled and veteran communities.<\/p>\n<\/section>\n\n\nAdvertisement 2<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<\/p>\n\nTHIS CONTENT IS RESERVED FOR SUBSCRIBERS ONLY<\/p>\nSubscribe now to read the latest news in your city and across Canada.<\/p>\n\nExclusive articles from Barbara Shecter, Joe O’Connor, Gabriel Friedman, and others.<\/li>\nDaily content from Financial Times, the world’s leading global business publication.<\/li>\nUnlimited online access to read articles from Financial Post, National Post and 15 news sites across Canada with one account.<\/li>\nNational Post ePaper, an electronic replica of the print edition to view on any device, share and comment on.<\/li>\nDaily puzzles, including the New York Times Crossword.<\/li>\n<\/ul>\n<\/div>\n\nSUBSCRIBE TO UNLOCK MORE ARTICLES<\/p>\nSubscribe now to read the latest news in your city and across Canada.<\/p>\n\nExclusive articles from Barbara Shecter, Joe O’Connor, Gabriel Friedman and others.<\/li>\nDaily content from Financial Times, the world’s leading global business publication.<\/li>\nUnlimited online access to read articles from Financial Post, National Post and 15 news sites across Canada with one account.<\/li>\nNational Post ePaper, an electronic replica of the print edition to view on any device, share and comment on.<\/li>\nDaily puzzles, including the New York Times Crossword.<\/li>\n<\/ul>\n<\/div>\n\nREGISTER \/ SIGN IN TO UNLOCK MORE ARTICLES<\/p>\nCreate an account or sign in to continue with your reading experience.<\/p>\n\nAccess articles from across Canada with one account.<\/li>\nShare your thoughts and join the conversation in the comments.<\/li>\nEnjoy additional articles per month.<\/li>\nGet email updates from your favourite authors.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/header>\n\n\n\n\n\nSign In or Create an Account<\/h2>\nor<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThe statements come as conservative activists target a range of corporate diversity efforts that they say discriminate against White and male workers. The calls to dismantle corporate DEI initiatives proliferated in part following the Supreme Court\u2019s decision last year curtailing affirmative action in college admissions.<\/p>\nAmid the scrutiny, some businesses have downplayed or backed off of certain DEI programs. Companies including Molson Coors Beverage Co., Lowe\u2019s Companies Inc., Ford Motor Co. and Harley-Davidson Inc. drew attention in recent weeks after walking back some diversity, equity, and inclusion commitments following pressure from conservative social media influencer Robby Starbuck.<\/p>\nOther businesses continue to support DEI programs, but their leaders are talking about them differently, a poll by the Association of Corporate Citizenship Professionals found. Still, there remains a vocal smattering of executives who are telling investors in no uncertain terms that an inclusive workforce is essential for their business.<\/p>\nBeing a \u201cred-blooded, full-throated American\u201d doesn\u2019t preclude an understanding that considering diversity is good for business, Dimon declared.<\/p>\n<\/section>\n\n\n\n\n<\/div>\n\nWork<\/p>\nFP Work touches on HR strategy, labour economics, office culture, technology and more.<\/p>\n<\/div>\n<\/div>\n\n\nBy signing up you consent to receive the above newsletter from Postmedia Network Inc.<\/p>\n<\/div>\n\nThanks for signing up!<\/p>\nA welcome email is on its way. If you don’t see it, please check your junk folder.<\/p>\nThe next issue of Work will soon be in your inbox.<\/p>\n<\/div>\nWe encountered an issue signing you up. Please try again<\/p>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n<\/section>\n\n\nAdvertisement 3<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n\u201cI\u2019m not interested in other people pointing fingers,\u201d Dimon said, referring to both conservative and liberal criticism concerning corporate diversity efforts. \u201cI\u2019m not \u2018woke\u2019 at all.\u201d<\/p>\nLanguage changes<\/h2>\nCigna Group\u2019s chief executive David Cordani told shareholders at the company\u2019s annual meeting in April that the healthcare company\u2019s DEI initiatives \u201cadvance our business objectives and how we innovate and create solutions for employees or customers.\u201d And ConocoPhillips chief executive Ryan Lance told investors at the oil and gas giant\u2019s annual meeting in May that he believes DEI is \u201caligned with shareholder value and improved financial performance.\u201d<\/p>\nMastercard Inc. chief administrative officer Tim Murphy said at the company\u2019s annual meeting this summer that the payment services business remains \u201ccommitted to creating a global corporate environment where all people are treated equally and fairly and have equal access to opportunities and advancement.\u201d<\/p>\n\u201cThat helps bring great talent in and retain it here,\u201d Murphy said, also emphasizing the importance of \u201cdifferent perspectives that inform the ideas we bring to life.\u201d<\/p>\n<\/section>\n\n\nAdvertisement 4<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCEO leadership is crucial to a company\u2019s DEI success, according to a June report from The Executive Leadership Council, a non-profit that champions Black executives.<\/p>\nBut the way corporate America speaks about diversity appears to be shifting. About one-third of 126 companies surveyed for the Corporate Citizenship Professionals report published in August said they have adjusted their language describing DEI projects this year, and 17 per cent said they had reduced external communication on diversity initiatives.<\/p>\nTheir core efforts aren\u2019t changing, however: 83 per cent of the businesses said their initiatives remain the same, according to the study.<\/p>\nIn some cases, DEI is getting a rebrand. The Society for Human Resource Management, the world\u2019s largest HR association, caused a stir in July when the group announced that it dropped the \u201cE\u201d for equity from what it previously called \u201cIE&D\u201d to \u201caddress the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.\u201d<\/p>\nSome businesses have even removed DEI terms like \u201canti-racist\u201d and \u201cunconscious bias\u201d from their securities filings this year, according to Bloomberg News.<\/p>\n<\/section>\n\n\nAdvertisement 5<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCompanies broadly are not backing away from their efforts, however, said Joanna Colosimo, vice-president of workforce equity and compliance strategy at DCI Consulting. Businesses Colosimo advises are examining their workforce data to zero in on how they\u2019re hiring, promoting, and firing employees to understand what policies and practices could be creating barriers.<\/p>\n\u201cThere are companies that are committed to this body of work, and you might not be hearing about it on a flashy webpage,\u201d she said.<\/p>\nConservative pressure<\/h2>\nA growing group of companies listed DEI as a \u201crisk factor\u201d in their securities filings earlier this year, citing potential harm to their business from taking too much or too little action on diversity. Those companies also highlighted DEI in the filings as pivotal to their financial success.<\/p>\nConservative activists including former Trump advisor Stephen Miller, who leads an advocacy group called America First Legal, have filed bias litigation and asked the U.S. Equal Employment Opportunity Commission to investigate DEI policies at companies including department store chain Macy\u2019s Inc. Some businesses like pharmaceutical giant Pfizer Inc. have made changes to the eligibility language in their diversity programs following lawsuits.<\/p>\n<\/section>\n\n\nAdvertisement 6<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThere\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\nThe reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
You can save this article by registering for free here. Or sign-in if you have an account.<\/p>\n<\/div>\n<\/div>\n
<\/svg><\/button><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/source><\/source><\/source><\/source><\/source><\/picture>Jamie Dimon, chief executive of JPMorgan Chase & Co., during a Bloomberg Television interview on the sidelines of the JPMorgan Global Markets Conference in Paris, France, on Thursday, May 16, 2024. <\/span> Photo by Nathan Laine<\/span> \/Bloomberg<\/span><\/figcaption><\/figure>\n<\/div>\n<\/header>\n\nArticle content<\/h2>\nExecutives at Fortune 500 companies from JPMorgan Chase & Co. to The Cigna Group are reassuring investors that they remain committed to diversity, equity, and inclusion principles, even as mounting attacks on DEI erode certain programs.<\/p>\n\u201cIt\u2019s good for business; it\u2019s morally right; we\u2019re quite good at it; we\u2019re successful,\u201d JPMorgan Chase chief executive Jamie Dimon said at a Council of Institutional Investors conference this week in Brooklyn, N.Y., explaining that it makes sense for the financial institution to reach out to the Black, LGBTQ, Hispanic, disabled and veteran communities.<\/p>\n<\/section>\n\n\nAdvertisement 2<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<\/p>\n\nTHIS CONTENT IS RESERVED FOR SUBSCRIBERS ONLY<\/p>\nSubscribe now to read the latest news in your city and across Canada.<\/p>\n\nExclusive articles from Barbara Shecter, Joe O’Connor, Gabriel Friedman, and others.<\/li>\nDaily content from Financial Times, the world’s leading global business publication.<\/li>\nUnlimited online access to read articles from Financial Post, National Post and 15 news sites across Canada with one account.<\/li>\nNational Post ePaper, an electronic replica of the print edition to view on any device, share and comment on.<\/li>\nDaily puzzles, including the New York Times Crossword.<\/li>\n<\/ul>\n<\/div>\n\nSUBSCRIBE TO UNLOCK MORE ARTICLES<\/p>\nSubscribe now to read the latest news in your city and across Canada.<\/p>\n\nExclusive articles from Barbara Shecter, Joe O’Connor, Gabriel Friedman and others.<\/li>\nDaily content from Financial Times, the world’s leading global business publication.<\/li>\nUnlimited online access to read articles from Financial Post, National Post and 15 news sites across Canada with one account.<\/li>\nNational Post ePaper, an electronic replica of the print edition to view on any device, share and comment on.<\/li>\nDaily puzzles, including the New York Times Crossword.<\/li>\n<\/ul>\n<\/div>\n\nREGISTER \/ SIGN IN TO UNLOCK MORE ARTICLES<\/p>\nCreate an account or sign in to continue with your reading experience.<\/p>\n\nAccess articles from across Canada with one account.<\/li>\nShare your thoughts and join the conversation in the comments.<\/li>\nEnjoy additional articles per month.<\/li>\nGet email updates from your favourite authors.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/header>\n\n\n\n\n\nSign In or Create an Account<\/h2>\nor<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThe statements come as conservative activists target a range of corporate diversity efforts that they say discriminate against White and male workers. The calls to dismantle corporate DEI initiatives proliferated in part following the Supreme Court\u2019s decision last year curtailing affirmative action in college admissions.<\/p>\nAmid the scrutiny, some businesses have downplayed or backed off of certain DEI programs. Companies including Molson Coors Beverage Co., Lowe\u2019s Companies Inc., Ford Motor Co. and Harley-Davidson Inc. drew attention in recent weeks after walking back some diversity, equity, and inclusion commitments following pressure from conservative social media influencer Robby Starbuck.<\/p>\nOther businesses continue to support DEI programs, but their leaders are talking about them differently, a poll by the Association of Corporate Citizenship Professionals found. Still, there remains a vocal smattering of executives who are telling investors in no uncertain terms that an inclusive workforce is essential for their business.<\/p>\nBeing a \u201cred-blooded, full-throated American\u201d doesn\u2019t preclude an understanding that considering diversity is good for business, Dimon declared.<\/p>\n<\/section>\n\n\n\n\n<\/div>\n\nWork<\/p>\nFP Work touches on HR strategy, labour economics, office culture, technology and more.<\/p>\n<\/div>\n<\/div>\n\n\nBy signing up you consent to receive the above newsletter from Postmedia Network Inc.<\/p>\n<\/div>\n\nThanks for signing up!<\/p>\nA welcome email is on its way. If you don’t see it, please check your junk folder.<\/p>\nThe next issue of Work will soon be in your inbox.<\/p>\n<\/div>\nWe encountered an issue signing you up. Please try again<\/p>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n<\/section>\n\n\nAdvertisement 3<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n\u201cI\u2019m not interested in other people pointing fingers,\u201d Dimon said, referring to both conservative and liberal criticism concerning corporate diversity efforts. \u201cI\u2019m not \u2018woke\u2019 at all.\u201d<\/p>\nLanguage changes<\/h2>\nCigna Group\u2019s chief executive David Cordani told shareholders at the company\u2019s annual meeting in April that the healthcare company\u2019s DEI initiatives \u201cadvance our business objectives and how we innovate and create solutions for employees or customers.\u201d And ConocoPhillips chief executive Ryan Lance told investors at the oil and gas giant\u2019s annual meeting in May that he believes DEI is \u201caligned with shareholder value and improved financial performance.\u201d<\/p>\nMastercard Inc. chief administrative officer Tim Murphy said at the company\u2019s annual meeting this summer that the payment services business remains \u201ccommitted to creating a global corporate environment where all people are treated equally and fairly and have equal access to opportunities and advancement.\u201d<\/p>\n\u201cThat helps bring great talent in and retain it here,\u201d Murphy said, also emphasizing the importance of \u201cdifferent perspectives that inform the ideas we bring to life.\u201d<\/p>\n<\/section>\n\n\nAdvertisement 4<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCEO leadership is crucial to a company\u2019s DEI success, according to a June report from The Executive Leadership Council, a non-profit that champions Black executives.<\/p>\nBut the way corporate America speaks about diversity appears to be shifting. About one-third of 126 companies surveyed for the Corporate Citizenship Professionals report published in August said they have adjusted their language describing DEI projects this year, and 17 per cent said they had reduced external communication on diversity initiatives.<\/p>\nTheir core efforts aren\u2019t changing, however: 83 per cent of the businesses said their initiatives remain the same, according to the study.<\/p>\nIn some cases, DEI is getting a rebrand. The Society for Human Resource Management, the world\u2019s largest HR association, caused a stir in July when the group announced that it dropped the \u201cE\u201d for equity from what it previously called \u201cIE&D\u201d to \u201caddress the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.\u201d<\/p>\nSome businesses have even removed DEI terms like \u201canti-racist\u201d and \u201cunconscious bias\u201d from their securities filings this year, according to Bloomberg News.<\/p>\n<\/section>\n\n\nAdvertisement 5<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCompanies broadly are not backing away from their efforts, however, said Joanna Colosimo, vice-president of workforce equity and compliance strategy at DCI Consulting. Businesses Colosimo advises are examining their workforce data to zero in on how they\u2019re hiring, promoting, and firing employees to understand what policies and practices could be creating barriers.<\/p>\n\u201cThere are companies that are committed to this body of work, and you might not be hearing about it on a flashy webpage,\u201d she said.<\/p>\nConservative pressure<\/h2>\nA growing group of companies listed DEI as a \u201crisk factor\u201d in their securities filings earlier this year, citing potential harm to their business from taking too much or too little action on diversity. Those companies also highlighted DEI in the filings as pivotal to their financial success.<\/p>\nConservative activists including former Trump advisor Stephen Miller, who leads an advocacy group called America First Legal, have filed bias litigation and asked the U.S. Equal Employment Opportunity Commission to investigate DEI policies at companies including department store chain Macy\u2019s Inc. Some businesses like pharmaceutical giant Pfizer Inc. have made changes to the eligibility language in their diversity programs following lawsuits.<\/p>\n<\/section>\n\n\nAdvertisement 6<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThere\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\nThe reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Executives at Fortune 500 companies from JPMorgan Chase & Co. to The Cigna Group are reassuring investors that they remain committed to diversity, equity, and inclusion principles, even as mounting attacks on DEI erode certain programs.<\/p>\n
\u201cIt\u2019s good for business; it\u2019s morally right; we\u2019re quite good at it; we\u2019re successful,\u201d JPMorgan Chase chief executive Jamie Dimon said at a Council of Institutional Investors conference this week in Brooklyn, N.Y., explaining that it makes sense for the financial institution to reach out to the Black, LGBTQ, Hispanic, disabled and veteran communities.<\/p>\n<\/section>\n
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or<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThe statements come as conservative activists target a range of corporate diversity efforts that they say discriminate against White and male workers. The calls to dismantle corporate DEI initiatives proliferated in part following the Supreme Court\u2019s decision last year curtailing affirmative action in college admissions.<\/p>\nAmid the scrutiny, some businesses have downplayed or backed off of certain DEI programs. Companies including Molson Coors Beverage Co., Lowe\u2019s Companies Inc., Ford Motor Co. and Harley-Davidson Inc. drew attention in recent weeks after walking back some diversity, equity, and inclusion commitments following pressure from conservative social media influencer Robby Starbuck.<\/p>\nOther businesses continue to support DEI programs, but their leaders are talking about them differently, a poll by the Association of Corporate Citizenship Professionals found. Still, there remains a vocal smattering of executives who are telling investors in no uncertain terms that an inclusive workforce is essential for their business.<\/p>\nBeing a \u201cred-blooded, full-throated American\u201d doesn\u2019t preclude an understanding that considering diversity is good for business, Dimon declared.<\/p>\n<\/section>\n\n\n\n\n<\/div>\n\nWork<\/p>\nFP Work touches on HR strategy, labour economics, office culture, technology and more.<\/p>\n<\/div>\n<\/div>\n\n\nBy signing up you consent to receive the above newsletter from Postmedia Network Inc.<\/p>\n<\/div>\n\nThanks for signing up!<\/p>\nA welcome email is on its way. If you don’t see it, please check your junk folder.<\/p>\nThe next issue of Work will soon be in your inbox.<\/p>\n<\/div>\nWe encountered an issue signing you up. Please try again<\/p>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n<\/section>\n\n\nAdvertisement 3<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n\u201cI\u2019m not interested in other people pointing fingers,\u201d Dimon said, referring to both conservative and liberal criticism concerning corporate diversity efforts. \u201cI\u2019m not \u2018woke\u2019 at all.\u201d<\/p>\nLanguage changes<\/h2>\nCigna Group\u2019s chief executive David Cordani told shareholders at the company\u2019s annual meeting in April that the healthcare company\u2019s DEI initiatives \u201cadvance our business objectives and how we innovate and create solutions for employees or customers.\u201d And ConocoPhillips chief executive Ryan Lance told investors at the oil and gas giant\u2019s annual meeting in May that he believes DEI is \u201caligned with shareholder value and improved financial performance.\u201d<\/p>\nMastercard Inc. chief administrative officer Tim Murphy said at the company\u2019s annual meeting this summer that the payment services business remains \u201ccommitted to creating a global corporate environment where all people are treated equally and fairly and have equal access to opportunities and advancement.\u201d<\/p>\n\u201cThat helps bring great talent in and retain it here,\u201d Murphy said, also emphasizing the importance of \u201cdifferent perspectives that inform the ideas we bring to life.\u201d<\/p>\n<\/section>\n\n\nAdvertisement 4<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCEO leadership is crucial to a company\u2019s DEI success, according to a June report from The Executive Leadership Council, a non-profit that champions Black executives.<\/p>\nBut the way corporate America speaks about diversity appears to be shifting. About one-third of 126 companies surveyed for the Corporate Citizenship Professionals report published in August said they have adjusted their language describing DEI projects this year, and 17 per cent said they had reduced external communication on diversity initiatives.<\/p>\nTheir core efforts aren\u2019t changing, however: 83 per cent of the businesses said their initiatives remain the same, according to the study.<\/p>\nIn some cases, DEI is getting a rebrand. The Society for Human Resource Management, the world\u2019s largest HR association, caused a stir in July when the group announced that it dropped the \u201cE\u201d for equity from what it previously called \u201cIE&D\u201d to \u201caddress the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.\u201d<\/p>\nSome businesses have even removed DEI terms like \u201canti-racist\u201d and \u201cunconscious bias\u201d from their securities filings this year, according to Bloomberg News.<\/p>\n<\/section>\n\n\nAdvertisement 5<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCompanies broadly are not backing away from their efforts, however, said Joanna Colosimo, vice-president of workforce equity and compliance strategy at DCI Consulting. Businesses Colosimo advises are examining their workforce data to zero in on how they\u2019re hiring, promoting, and firing employees to understand what policies and practices could be creating barriers.<\/p>\n\u201cThere are companies that are committed to this body of work, and you might not be hearing about it on a flashy webpage,\u201d she said.<\/p>\nConservative pressure<\/h2>\nA growing group of companies listed DEI as a \u201crisk factor\u201d in their securities filings earlier this year, citing potential harm to their business from taking too much or too little action on diversity. Those companies also highlighted DEI in the filings as pivotal to their financial success.<\/p>\nConservative activists including former Trump advisor Stephen Miller, who leads an advocacy group called America First Legal, have filed bias litigation and asked the U.S. Equal Employment Opportunity Commission to investigate DEI policies at companies including department store chain Macy\u2019s Inc. Some businesses like pharmaceutical giant Pfizer Inc. have made changes to the eligibility language in their diversity programs following lawsuits.<\/p>\n<\/section>\n\n\nAdvertisement 6<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThere\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\nThe reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Article content<\/p>\n
The statements come as conservative activists target a range of corporate diversity efforts that they say discriminate against White and male workers. The calls to dismantle corporate DEI initiatives proliferated in part following the Supreme Court\u2019s decision last year curtailing affirmative action in college admissions.<\/p>\n
Amid the scrutiny, some businesses have downplayed or backed off of certain DEI programs. Companies including Molson Coors Beverage Co., Lowe\u2019s Companies Inc., Ford Motor Co. and Harley-Davidson Inc. drew attention in recent weeks after walking back some diversity, equity, and inclusion commitments following pressure from conservative social media influencer Robby Starbuck.<\/p>\n
Other businesses continue to support DEI programs, but their leaders are talking about them differently, a poll by the Association of Corporate Citizenship Professionals found. Still, there remains a vocal smattering of executives who are telling investors in no uncertain terms that an inclusive workforce is essential for their business.<\/p>\n
Being a \u201cred-blooded, full-throated American\u201d doesn\u2019t preclude an understanding that considering diversity is good for business, Dimon declared.<\/p>\n<\/section>\n
Work<\/p>\n
FP Work touches on HR strategy, labour economics, office culture, technology and more.<\/p>\n<\/div>\n<\/div>\n
By signing up you consent to receive the above newsletter from Postmedia Network Inc.<\/p>\n<\/div>\n
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The next issue of Work will soon be in your inbox.<\/p>\n<\/div>\n
We encountered an issue signing you up. Please try again<\/p>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n<\/section>\n\n\nAdvertisement 3<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n\u201cI\u2019m not interested in other people pointing fingers,\u201d Dimon said, referring to both conservative and liberal criticism concerning corporate diversity efforts. \u201cI\u2019m not \u2018woke\u2019 at all.\u201d<\/p>\nLanguage changes<\/h2>\nCigna Group\u2019s chief executive David Cordani told shareholders at the company\u2019s annual meeting in April that the healthcare company\u2019s DEI initiatives \u201cadvance our business objectives and how we innovate and create solutions for employees or customers.\u201d And ConocoPhillips chief executive Ryan Lance told investors at the oil and gas giant\u2019s annual meeting in May that he believes DEI is \u201caligned with shareholder value and improved financial performance.\u201d<\/p>\nMastercard Inc. chief administrative officer Tim Murphy said at the company\u2019s annual meeting this summer that the payment services business remains \u201ccommitted to creating a global corporate environment where all people are treated equally and fairly and have equal access to opportunities and advancement.\u201d<\/p>\n\u201cThat helps bring great talent in and retain it here,\u201d Murphy said, also emphasizing the importance of \u201cdifferent perspectives that inform the ideas we bring to life.\u201d<\/p>\n<\/section>\n\n\nAdvertisement 4<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCEO leadership is crucial to a company\u2019s DEI success, according to a June report from The Executive Leadership Council, a non-profit that champions Black executives.<\/p>\nBut the way corporate America speaks about diversity appears to be shifting. About one-third of 126 companies surveyed for the Corporate Citizenship Professionals report published in August said they have adjusted their language describing DEI projects this year, and 17 per cent said they had reduced external communication on diversity initiatives.<\/p>\nTheir core efforts aren\u2019t changing, however: 83 per cent of the businesses said their initiatives remain the same, according to the study.<\/p>\nIn some cases, DEI is getting a rebrand. The Society for Human Resource Management, the world\u2019s largest HR association, caused a stir in July when the group announced that it dropped the \u201cE\u201d for equity from what it previously called \u201cIE&D\u201d to \u201caddress the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.\u201d<\/p>\nSome businesses have even removed DEI terms like \u201canti-racist\u201d and \u201cunconscious bias\u201d from their securities filings this year, according to Bloomberg News.<\/p>\n<\/section>\n\n\nAdvertisement 5<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCompanies broadly are not backing away from their efforts, however, said Joanna Colosimo, vice-president of workforce equity and compliance strategy at DCI Consulting. Businesses Colosimo advises are examining their workforce data to zero in on how they\u2019re hiring, promoting, and firing employees to understand what policies and practices could be creating barriers.<\/p>\n\u201cThere are companies that are committed to this body of work, and you might not be hearing about it on a flashy webpage,\u201d she said.<\/p>\nConservative pressure<\/h2>\nA growing group of companies listed DEI as a \u201crisk factor\u201d in their securities filings earlier this year, citing potential harm to their business from taking too much or too little action on diversity. Those companies also highlighted DEI in the filings as pivotal to their financial success.<\/p>\nConservative activists including former Trump advisor Stephen Miller, who leads an advocacy group called America First Legal, have filed bias litigation and asked the U.S. Equal Employment Opportunity Commission to investigate DEI policies at companies including department store chain Macy\u2019s Inc. Some businesses like pharmaceutical giant Pfizer Inc. have made changes to the eligibility language in their diversity programs following lawsuits.<\/p>\n<\/section>\n\n\nAdvertisement 6<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThere\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\nThe reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Article content<\/p>\n<\/section>\n
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This advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\n\u201cI\u2019m not interested in other people pointing fingers,\u201d Dimon said, referring to both conservative and liberal criticism concerning corporate diversity efforts. \u201cI\u2019m not \u2018woke\u2019 at all.\u201d<\/p>\nLanguage changes<\/h2>\nCigna Group\u2019s chief executive David Cordani told shareholders at the company\u2019s annual meeting in April that the healthcare company\u2019s DEI initiatives \u201cadvance our business objectives and how we innovate and create solutions for employees or customers.\u201d And ConocoPhillips chief executive Ryan Lance told investors at the oil and gas giant\u2019s annual meeting in May that he believes DEI is \u201caligned with shareholder value and improved financial performance.\u201d<\/p>\nMastercard Inc. chief administrative officer Tim Murphy said at the company\u2019s annual meeting this summer that the payment services business remains \u201ccommitted to creating a global corporate environment where all people are treated equally and fairly and have equal access to opportunities and advancement.\u201d<\/p>\n\u201cThat helps bring great talent in and retain it here,\u201d Murphy said, also emphasizing the importance of \u201cdifferent perspectives that inform the ideas we bring to life.\u201d<\/p>\n<\/section>\n\n\nAdvertisement 4<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCEO leadership is crucial to a company\u2019s DEI success, according to a June report from The Executive Leadership Council, a non-profit that champions Black executives.<\/p>\nBut the way corporate America speaks about diversity appears to be shifting. About one-third of 126 companies surveyed for the Corporate Citizenship Professionals report published in August said they have adjusted their language describing DEI projects this year, and 17 per cent said they had reduced external communication on diversity initiatives.<\/p>\nTheir core efforts aren\u2019t changing, however: 83 per cent of the businesses said their initiatives remain the same, according to the study.<\/p>\nIn some cases, DEI is getting a rebrand. The Society for Human Resource Management, the world\u2019s largest HR association, caused a stir in July when the group announced that it dropped the \u201cE\u201d for equity from what it previously called \u201cIE&D\u201d to \u201caddress the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.\u201d<\/p>\nSome businesses have even removed DEI terms like \u201canti-racist\u201d and \u201cunconscious bias\u201d from their securities filings this year, according to Bloomberg News.<\/p>\n<\/section>\n\n\nAdvertisement 5<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCompanies broadly are not backing away from their efforts, however, said Joanna Colosimo, vice-president of workforce equity and compliance strategy at DCI Consulting. Businesses Colosimo advises are examining their workforce data to zero in on how they\u2019re hiring, promoting, and firing employees to understand what policies and practices could be creating barriers.<\/p>\n\u201cThere are companies that are committed to this body of work, and you might not be hearing about it on a flashy webpage,\u201d she said.<\/p>\nConservative pressure<\/h2>\nA growing group of companies listed DEI as a \u201crisk factor\u201d in their securities filings earlier this year, citing potential harm to their business from taking too much or too little action on diversity. Those companies also highlighted DEI in the filings as pivotal to their financial success.<\/p>\nConservative activists including former Trump advisor Stephen Miller, who leads an advocacy group called America First Legal, have filed bias litigation and asked the U.S. Equal Employment Opportunity Commission to investigate DEI policies at companies including department store chain Macy\u2019s Inc. Some businesses like pharmaceutical giant Pfizer Inc. have made changes to the eligibility language in their diversity programs following lawsuits.<\/p>\n<\/section>\n\n\nAdvertisement 6<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThere\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\nThe reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\u201cI\u2019m not interested in other people pointing fingers,\u201d Dimon said, referring to both conservative and liberal criticism concerning corporate diversity efforts. \u201cI\u2019m not \u2018woke\u2019 at all.\u201d<\/p>\n
Cigna Group\u2019s chief executive David Cordani told shareholders at the company\u2019s annual meeting in April that the healthcare company\u2019s DEI initiatives \u201cadvance our business objectives and how we innovate and create solutions for employees or customers.\u201d And ConocoPhillips chief executive Ryan Lance told investors at the oil and gas giant\u2019s annual meeting in May that he believes DEI is \u201caligned with shareholder value and improved financial performance.\u201d<\/p>\n
Mastercard Inc. chief administrative officer Tim Murphy said at the company\u2019s annual meeting this summer that the payment services business remains \u201ccommitted to creating a global corporate environment where all people are treated equally and fairly and have equal access to opportunities and advancement.\u201d<\/p>\n
\u201cThat helps bring great talent in and retain it here,\u201d Murphy said, also emphasizing the importance of \u201cdifferent perspectives that inform the ideas we bring to life.\u201d<\/p>\n<\/section>\n
Advertisement 4<\/p>\n
This advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCEO leadership is crucial to a company\u2019s DEI success, according to a June report from The Executive Leadership Council, a non-profit that champions Black executives.<\/p>\nBut the way corporate America speaks about diversity appears to be shifting. About one-third of 126 companies surveyed for the Corporate Citizenship Professionals report published in August said they have adjusted their language describing DEI projects this year, and 17 per cent said they had reduced external communication on diversity initiatives.<\/p>\nTheir core efforts aren\u2019t changing, however: 83 per cent of the businesses said their initiatives remain the same, according to the study.<\/p>\nIn some cases, DEI is getting a rebrand. The Society for Human Resource Management, the world\u2019s largest HR association, caused a stir in July when the group announced that it dropped the \u201cE\u201d for equity from what it previously called \u201cIE&D\u201d to \u201caddress the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.\u201d<\/p>\nSome businesses have even removed DEI terms like \u201canti-racist\u201d and \u201cunconscious bias\u201d from their securities filings this year, according to Bloomberg News.<\/p>\n<\/section>\n\n\nAdvertisement 5<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCompanies broadly are not backing away from their efforts, however, said Joanna Colosimo, vice-president of workforce equity and compliance strategy at DCI Consulting. Businesses Colosimo advises are examining their workforce data to zero in on how they\u2019re hiring, promoting, and firing employees to understand what policies and practices could be creating barriers.<\/p>\n\u201cThere are companies that are committed to this body of work, and you might not be hearing about it on a flashy webpage,\u201d she said.<\/p>\nConservative pressure<\/h2>\nA growing group of companies listed DEI as a \u201crisk factor\u201d in their securities filings earlier this year, citing potential harm to their business from taking too much or too little action on diversity. Those companies also highlighted DEI in the filings as pivotal to their financial success.<\/p>\nConservative activists including former Trump advisor Stephen Miller, who leads an advocacy group called America First Legal, have filed bias litigation and asked the U.S. Equal Employment Opportunity Commission to investigate DEI policies at companies including department store chain Macy\u2019s Inc. Some businesses like pharmaceutical giant Pfizer Inc. have made changes to the eligibility language in their diversity programs following lawsuits.<\/p>\n<\/section>\n\n\nAdvertisement 6<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThere\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\nThe reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
CEO leadership is crucial to a company\u2019s DEI success, according to a June report from The Executive Leadership Council, a non-profit that champions Black executives.<\/p>\n
But the way corporate America speaks about diversity appears to be shifting. About one-third of 126 companies surveyed for the Corporate Citizenship Professionals report published in August said they have adjusted their language describing DEI projects this year, and 17 per cent said they had reduced external communication on diversity initiatives.<\/p>\n
Their core efforts aren\u2019t changing, however: 83 per cent of the businesses said their initiatives remain the same, according to the study.<\/p>\n
In some cases, DEI is getting a rebrand. The Society for Human Resource Management, the world\u2019s largest HR association, caused a stir in July when the group announced that it dropped the \u201cE\u201d for equity from what it previously called \u201cIE&D\u201d to \u201caddress the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.\u201d<\/p>\n
Some businesses have even removed DEI terms like \u201canti-racist\u201d and \u201cunconscious bias\u201d from their securities filings this year, according to Bloomberg News.<\/p>\n<\/section>\n
Advertisement 5<\/p>\n
This advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nCompanies broadly are not backing away from their efforts, however, said Joanna Colosimo, vice-president of workforce equity and compliance strategy at DCI Consulting. Businesses Colosimo advises are examining their workforce data to zero in on how they\u2019re hiring, promoting, and firing employees to understand what policies and practices could be creating barriers.<\/p>\n\u201cThere are companies that are committed to this body of work, and you might not be hearing about it on a flashy webpage,\u201d she said.<\/p>\nConservative pressure<\/h2>\nA growing group of companies listed DEI as a \u201crisk factor\u201d in their securities filings earlier this year, citing potential harm to their business from taking too much or too little action on diversity. Those companies also highlighted DEI in the filings as pivotal to their financial success.<\/p>\nConservative activists including former Trump advisor Stephen Miller, who leads an advocacy group called America First Legal, have filed bias litigation and asked the U.S. Equal Employment Opportunity Commission to investigate DEI policies at companies including department store chain Macy\u2019s Inc. Some businesses like pharmaceutical giant Pfizer Inc. have made changes to the eligibility language in their diversity programs following lawsuits.<\/p>\n<\/section>\n\n\nAdvertisement 6<\/p>\n\n\n\n\nThis advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThere\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\nThe reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Companies broadly are not backing away from their efforts, however, said Joanna Colosimo, vice-president of workforce equity and compliance strategy at DCI Consulting. Businesses Colosimo advises are examining their workforce data to zero in on how they\u2019re hiring, promoting, and firing employees to understand what policies and practices could be creating barriers.<\/p>\n
\u201cThere are companies that are committed to this body of work, and you might not be hearing about it on a flashy webpage,\u201d she said.<\/p>\n
A growing group of companies listed DEI as a \u201crisk factor\u201d in their securities filings earlier this year, citing potential harm to their business from taking too much or too little action on diversity. Those companies also highlighted DEI in the filings as pivotal to their financial success.<\/p>\n
Conservative activists including former Trump advisor Stephen Miller, who leads an advocacy group called America First Legal, have filed bias litigation and asked the U.S. Equal Employment Opportunity Commission to investigate DEI policies at companies including department store chain Macy\u2019s Inc. Some businesses like pharmaceutical giant Pfizer Inc. have made changes to the eligibility language in their diversity programs following lawsuits.<\/p>\n<\/section>\n
Advertisement 6<\/p>\n
This advertisement has not loaded yet, but your article continues below.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n\nArticle content<\/p>\nThere\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\nThe reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
There\u2019s still a chance that companies that have made recent statements championing diversity could change their tune, said Scott Shepard, general counsel at the National Center for Public Policy Research, a conservative think tank that has consistently criticized corporate DEI initiatives at recent annual meetings. \u201cThey might have meant it then, but might have thought better now,\u201d he said.<\/p>\n
The reverse could also be true, though. Shareholder groups are considering options to push companies to reinstate diversity commitments at businesses that recently backpedalled on their initiatives.<\/p>\n\nRecommended from Editorial<\/p>\n<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Recommended from Editorial<\/p>\n
<\/p>\n\n <\/picture>\nMolson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Molson Coors drops diversity, equity and inclusion policies<\/span><\/p>\n<\/li>\n <\/picture>\nWomen losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Women losing C-suite seats in the U.S. in ‘alarming turning point’<\/span><\/p>\n<\/li>\n <\/picture>\nWhy it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Why it’s time to restore the idea of DEI to its original intent<\/span><\/p>\n<\/li>\n<\/ol>\n<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
<\/section>\nCompanies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\nWhile it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\nBloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Companies \u201cturning on and off their commitments so quickly really makes plain that that commitment wasn\u2019t really there in the first place,\u201d said Portia Allen-Kyle, chief advisor at activist group Color of Change and a former senior advisor for equity, policy, and stakeholder engagement at the U.S. Department of Transportation\u2019s Office of Civil Rights.<\/p>\n
While it\u2019s important to pay attention to how companies speak about diversity, there\u2019s also not nearly enough scrutiny on action companies take behind the scenes, for example through political spending, Allen-Kyle said.<\/p>\n
\u201cThe worst thing that can happen is for folks to be silent and to give the impression that initiatives such as these are not worthwhile,\u201d she said.<\/p>\n
Bloomberg.com<\/p>\n<\/section>\n\nArticle content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Article content<\/p>\n<\/section>\n\nShare this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Share this article in your social network<\/p>\n<\/section>\n<\/div>\n\nJPMorgan committed to diversity | Financial Post<\/a>\n2024-09-13 19:35:49<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"
This section is Presented This section was produced by the editorial department. The client was not given the opportunity to put restrictions on the content or review it prior to…<\/p>\n","protected":false},"author":2,"featured_media":50360,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":{"0":"post-50359","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-economy"},"_links":{"self":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/comments?post=50359"}],"version-history":[{"count":0,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/posts\/50359\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media\/50360"}],"wp:attachment":[{"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/media?parent=50359"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/categories?post=50359"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pantheregroup.com\/api\/wp\/v2\/tags?post=50359"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}