Uber and Citi Cut ‘Anti-Racist’ From Corporate Vocabulary – More than a dozen US companies changed DEI-related language Following DEI Backlash

1792 Exchange Joins the Eagle Freedom Alliance

WASHINGTON, D.C. —1792 Exchange is pleased to announce it has joined the Eagle Freedom Alliance, a coalition working to strengthen corporate accountability for human trafficking, child exploitation, and related harms.  The core thesis of the Eagle Freedom Alliance is that public companies face too little accountability for their role in trafficking and exploitation because data is sparse, and best practices often generate temporary attention without lasting change. Eagle’s model is designed to solve that problem by connecting solution builders and data experts with coordinated, public advocacy and direct corporate engagement. Members of the growing coalition include Eagle Freedom Funds, Guidestone Funds, Vident, The Knoble, Clapham Accelerator, Brightlight, and others.  The importance of this work is seen in the scope of the problem – there are an estimated 27 million labor trafficking victims in supply chains and more than 6 million sex trafficking victims worldwide. Eagle’s approach to solving that problem is simple but effective: work with experts to identify and build effective solutions, publicly recognize companies demonstrating leadership on the issue, and encourage other corporations to adopt stronger practices through constructive corporate engagement.  The Alliance and its approach are already gaining traction. Its investors and advisors represent more than $100 billion in assets under management and have publicly recognized companies including UPS, Truist, and Fifth Third Bank for practices that embed human crime awareness into institutional policies and practices to help prevent, detect, and disrupt human trafficking and child exploitation.  The Eagle network will provide new insight into how companies address forced labor and child exploitation in their policies and …

DEI by Another Name

In response to legal, political, consumer, or shareholder pressures, companies are increasingly replacing “DEI” terminology with broader terms such as “Inclusion,” “Culture,” or “Belonging,” while providing little explanation as to whether the changes are substantive or primarily cosmetic.  For example, CVS Health renamed its public-facing DEI page to ”Inclusion & Belonging” without issuing a public statement explaining the change. The company also stopped referencing a diversity pay metric for leadership in their annual 10-K filing. Similarly, Home Depot quietly removed its DEI webpage and replaced it with a ”Living Our Values“ section. While these changes alter the public branding, they do not necessarily clarify whether the companies’ underlying policies or priorities have materially changed.  From a shareholder perspective, this lack of transparency can create uncertainty about a company’s strategic direction and how it intends to approach politically and socially contentious issues going forward. It is in companies’ best fiduciary interest to clearly communicate whether they are maintaining, modifying, or discontinuing DEI-related initiatives rather than simply changing terminology. Providing that clarity allows shareholders and other stakeholders to better understand the company’s priorities and evaluate whether its policies remain focused on advancing its core business objectives and long-term fiduciary responsibilities.  Home Depot’s Previous DEI Page vs Its “Rebranded” Page

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