This article (1) provides an overview of the special section of the Equality, Diversity and Inclusion Journal on the backlash against diversity, equity and inclusion (DEI) programs; (2) considers the potential consequences of eradicating these programs for organizations, individuals and society as a whole; (3) examines alternative strategies that organizations are using to change DEI programs; (4) reviews four articles that will be included in the special section and (5) offers directions for future research and practice on the eradication of DEI programs in organizations.
This article has important implications for organizations, individuals and society as a whole. The elimination of DEI programs has caused a number of unintended consequences including: (1) customer boycotts of organizations, (2) loss of sales and revenues for organizations, (3) loss of talented workers, (4) increased unfair discrimination claims and (5) an increase in the shortage of labor.
The eradication of DEI programs may have negative effects on organizations, individuals and society as a whole (Follmer et al., 2024; Stone et al., 2025). For example, Follmer et al. (2024) argued that when DEI programs are abolished, individuals are likely to perceive that social justice and civil liberties are threatened in the society. Further, people may also feel that there are countless barriers to education, employment and other resources (e.g. health care), and their social and economic differences are insurmountable. These disparities also create greater polarization and tension in society, which may lead to decreased trust in institutions, increased hostility, political violence and strained relationships. This may, in turn, decrease cooperation and collaboration.
This article describes the special section on “The Backlash against DEI Programs.” It is original in that it is one of the only articles that describe a special section of a journal on the topic. Although there has been some research on the negative consequences of eliminating DEI programs (Follmer et al., 2024), this article describes four new articles on the topic. It also highlights the unintended consequences of eradicating DEI programs.
