What Boards Can Learn From Apple’s And Costco’s Fights Against Anti-DEI Proposals
In both cases, NCPPR has labeled DEI as “illegal discrimination” and cites the threat of lawsuits as the primary risk and reason for getting rid of DEI programs.
In both cases, NCPPR has labeled DEI as “illegal discrimination” and cites the threat of lawsuits as the primary risk and reason for getting rid of DEI programs.
Despite trending backlash, many companies continue to include at least once ESG metric in executive pay incentives.
No matter which side of the DEI debate directors are on, corporate boards will likely pay close attention to what happens with the vote on this anti-DEI proposal.
Without Nasdaq’s requirement for listed companies to have one women, one minority and one LGBTQ director, or explain why they do not, boards should reevaluate where they stand on DEI.
Despite recent backlash, many publicly traded companies continue to maintain and promote DEI initiatives, while some have changed their terminology.
The anti-ESG backlash is in full swing, even as new regulation demands more disclosure and climate concerns threaten supply chains. How can boards find balance?
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