Polarization regarding diversity in the United States

Diversity policies have a long history in the U.S., dating back to at least the 1960s when the term “affirmative action” became widely used to advocate for the labor and educational rights of ethnic minorities. Although these policies gained momentum, they were always controversial and have been at the center of fierce political debates between supporters and critics for decades. However, starting with Obama’s presidency, these policies—which have continued to evolve and are now commonly referred to by the acronym DEI (diversity, equity, and inclusion)—experienced a significant surge, with numerous organizations adopting them as part of their values and communication strategies

However, the polarization surrounding this framework has become more apparent, partly due to the influence of digital conversations in the public sphere during the same period. The effects of this situation are clearly visible in the various decisions that many organizations are currently making. For instance, in 2024, The New York Times devoted notable attention to its DEI framework, with its core narrative being that DEI is increasingly under scrutiny. As opposition grows louder and several legal challenges emerge, as the newspaper reported in January, many corporate leaders are scaling back their plans or downplaying them. In some cases, as reported in its business section, many companies include these practices but have stopped calling them DEI, opting for more neutral terms such as “culture.” That summer, it was reported that Harvard and MIT—two of the country’s leading universities—would no longer require new faculty to explicitly affirm their commitment to diversity. “Is this the end of mandatory DEI statements?” the newspaper pondered.

Diversity, equity, and inclusion (DEI) policies have become increasingly important as more organizations adopt them as fundamental to their values and messaging.

Of course, many businesses and educational institutions continue to operate under the DEI framework, calling it by name and proudly displaying their commitment. But the buzz generated by these reports—especially coming from a newspaper that has been a vocal supporter of diversity over the past decade—has drawn attention. Is the widespread survival of this commitment in jeopardy? Is the controversy surrounding it really that intense?

WHAT DIGITAL CONVERSATIONS REVEAL

Listening to and analyzing digital conversations is one of the most effective ways to capture public opinion dynamics and the spread of ideas in society. LLYC has developed proprietary technology based on big data and artificial intelligence that processes conversations around specific topics, tracks trends, and assesses their volume. This tool was employed to explore these very questions.

In 2023, the most recent full year of available data, 20 million DEI-related messages were posted in the United States. To put this in perspective, this is six times the volume of one of the most polarizing topics in the U.S.: gun control. It happened during a year in which hate speech grew by 35%, particularly in traditionally progressive discourse spaces, such as equality, diversity, and the environment. Regarding the latter, hate speech grew by more than 65% in a single year.

A more detailed analysis of digital conversations reveals the degree of polarization that DEI policies have generated recently. About 37% of conversations around diversity in the U.S. are highly polarized. On one end of the spectrum, conservatives (21%) accuse DEI policies of corrupting education and falsely claim that drag performers and transgender people are promoting pornographic content in schools. On the progressive side (16%), there is condemnation of homophobic individuals for physically attacking people based on their sexual orientation.

IMPACT ON BUSINESS

This polarized—and often aggressive—digital conversation surrounding the DEI framework explains, at least in part, the decisions made by companies and other organizations as they navigate a particularly challenging moment, trying to fulfill their purpose while protecting their reputations. There are already major case studies on how companies like Walmart and Disney have made gradual transitions to adapt to the environment, which will be explored in a forthcoming report by LLYC. But there have also been some notable failures.

In any case, the polarization surrounding this issue is here to stay—just as it will remain for many other issues that impact the operations of all businesses. As noted in The Hidden Drug, an LLYC report analyzing digital conversations in 12 countries on controversial topics, polarization has “become a structural feature of our entire public space.” Organizations must be aware of the risks associated with this, particularly in the case of DEI principles, which many consider as a defining characteristic and a matter of basic justice.

Polarization significantly impacts our public sphere. Organizations must recognize the risks associated with it, particularly regarding DEI principles.