Defending DEI and Democracy: Confronting the Threat of White Christian Nationalist Dominance in America

Photo by Gayatri Malhotra on Unsplash

As America hurtles towards a future where the majority will be comprised of minority populations, a fierce battle for the soul of democracy rages on. At its core lies a chilling objective: to keep American democracy unbalanced and under the control of white Christian nationalists, even at the expense of democratic principles and values. This sinister agenda, fueled by fear and a desire to maintain power and privilege, poses a grave threat to the fundamental ideals of equality and justice upon which this nation was built.

Long Term Goal

The overarching goal of this agenda is clear: to perpetuate the dominance of white Christian nationalists in all spheres of society, regardless of the cost to democratic principles and values. This insidious objective seeks to maintain a stranglehold on power and privilege, ensuring that the reins of authority remain firmly in the hands of a select few, while disenfranchising and marginalizing non-white, LGBTQIA, and female communities.

Strategy

To achieve this nefarious goal, a calculated strategy has been devised. It involves a relentless assault on programs, individuals, and policies aimed at empowering non-white LGBTQIA, and female communities politically, legally, and economically. This aggressive approach seeks to undermine their influence and authority, portraying them as threats to the entrenched power structures of white Christian nationalists.

Context

The shifting demographic landscape of America serves as the backdrop for this ideological battleground. With each passing generation, the traditional white non-Hispanic population diminishes in proportion to the total population, giving rise to a more diverse and inclusive society. This demographic evolution is met with resistance from those who fear the loss of their privileged status, leading to a desperate scramble to maintain control.

Outcome

The outcome of this struggle will shape the future of American democracy. White Christian nationalists, who currently hold positions of power and influence, are gripped by fear at the prospect of a changing demographic landscape. Their vision of a society where power remains concentrated in the hands of white Christian nationalist males is threatened by the increasing representation of people of color, immigrants, and marginalized communities within American democracy.

Short-term Tactics

In the short term, a series of tactical maneuvers have been deployed to thwart efforts aimed at promoting diversity, equity, and inclusion. This includes forming coalitions of social conservative and far-right leaders, launching legal challenges, orchestrating smear campaigns, and attacking proponents of DEI initiatives. A key target is corporate America. Their tactics are designed to sow division, stifle progress, and perpetuate the status quo of white Christian nationalist dominance.

Fueled by legal challenges from America First Legal focused on corporate diversity, equity and inclusion initiatives and which began in 2023 and continuing In 2024, the strategy is centered on an attack on Corporate DEI Efforts in the following ten areas (my research included a review of 38 corporate challenges):

This attack is a carefully orchestrated effort to present a pattern and practice of using race and gender as defining criteria in a number of what could be considered good faith efforts to promote equal opportunity by corporations and other organization.

The following examples from their attacks at 38 major companies and organizations:

Talent management: Criticizing the use of race and gender considerations to enhance recruitment, development, and participation across all employment levels, including senior leadership, especially in areas with significant disparities and underrepresentation.

1. Talent Management: Criticizing the use of race and gender considerations to enhance recruitment, development, and participation across all employment levels, including senior leadership, especially in areas with significant disparities and underrepresentation.
2. Workforce Demographics: Seeking to suspend identity-based utilization measures in human resource and capital management strategies, arguing against their effectiveness.
3. Governance: Challenging efforts to increase participation by underrepresented stakeholders in board and senior leadership positions, citing their purported lack of representation at such levels.
4. Philanthropy: Contesting targeted giving and funding to organizations aiming to boost the representation of underserved populations in specific demographic categories, with initiatives like the Fearless Fund Challenge being singled out.
5. Supply Chain Management: Opposing requirements to ensure the participation of underserved and marginalized communities in contracting processes, aiming to redirect economic benefits away from these groups.
6. Culture and Inclusion: Alleging that employee resource groups and diversity councils are discriminatory, despite their intended purpose of attracting, developing, and retaining members of marginalized communities, arguing that the focus should be on individuals rather than groups.
7. Metrics and Goals: Creating confusion around aspirational goals designed to increase the participation of marginalized communities in the workforce, using these discrepancies to identify gaps and undermine efforts to address them.
8. Growth and Development: Advocating against using race or identity-based characteristics to determine leadership development, succession planning, and educational initiatives, instead calling for a focus on systemic barriers and practices hindering full inclusion and equal opportunity.
9. Market Segmentation: Downplaying the significance of diverse consumers and customers for products and services, emphasizing individual demand over considerations of diversity in customer bases.
10. License to Operate: Resisting the notion that conducting business in urban markets and highly diverse communities requires a diverse team representative of the firm, challenging the necessity of diversity in operational structures.

This analysis was based on my review of complaints filed with the EEOC, Company Leaders and their Boards at the following organizations: YUM, Twilio, Starbucks, Morgan Stanley, McDonalds, Lyft, Kontoor, Hershey, Anheuser-Busch, Dick’s Sporting Goods, BlackRock, Mars, Nordstrom, Alaska Airlines, PriceWaterhouseCoopers, Unilever, Kellogg, Target, Disney, Perkins Coie, Morrison & Foerster, Fearless Fund, Amazon, Salesforce, Major League Baseball, Activision, NASCAR, West Point, American Airlines, Southwest Airlines, United Airlines, Macy’s, Mattel, Hasbro, IBM, Sanofi, Nike and NFL.

Coded Language and Framing

The strategy also employs a targeted approach, repeatedly emphasizing specific aspects of contentious issues such as Critical Race Theory (CRT), Diversity, Equity, and Inclusion (DEI) initiatives, “woke” culture, and accusations of antisemitism, portraying them as threats to the interests of white Christian nationalist males. This relentless amplification aims to solidify a narrative of opposition to progressive ideologies and portray them as incompatible with the values of this demographic. Looking ahead to 2024, it is anticipated that issues surrounding left-wing activism and domestic unrest, particularly related to the Israeli-Palestinian conflict, will be exploited to further paint progressives as leftist Marxists and socialists. This deliberate framing seeks to undermine support for progressive causes and rally support for conservative agendas among certain segments of the population.

Call to Action

In the face of relentless attacks on diversity, equity, and inclusion (DEI) initiatives by those who seek to maintain power and privilege, it is imperative for DEI change agents and allies to take decisive action. Organizations, including those in private industry, have a responsibility to counter these divisive efforts and uphold the principles of equality and justice. Here are tangible actions that can be taken:

1. Strengthen Advocacy Efforts: DEI change agents should amplify their voices and advocate for the importance of diversity and inclusion within their organizations and communities. This includes speaking out against discriminatory practices and policies.
2. Bolster DEI Policies: Organizations must fortify their DEI policies and practices to ensure they are robust and effective. This may involve revising hiring practices, implementing bias training programs, and creating inclusive work environments where all employees feel valued and respected.
3. Foster Allyships: Building coalitions and alliances with like-minded individuals and organizations can amplify the impact of DEI efforts. By working together, change agents can pool resources and leverage collective influence to combat discrimination and inequality.
4. Educate and Raise Awareness: It is essential to educate employees and stakeholders about the importance of DEI and the detrimental effects of discrimination. This can be done through workshops, seminars, and educational campaigns aimed at promoting understanding and empathy.
5. Hold Accountable: Organizations must hold themselves and others accountable for promoting diversity and inclusion. This includes holding leaders accountable for their actions, monitoring progress towards DEI goals, and addressing any instances of discrimination promptly and effectively.
6. Engage in Legislative Advocacy: DEI change agents can advocate for legislative measures that promote equality and protect the rights of marginalized communities. This may involve supporting policies that address systemic inequalities and advocating for reforms to combat discrimination in all its forms.
7. Invest in Diverse Leadership: Organizations should prioritize diversity in leadership positions and actively seek out diverse candidates for key roles. Diverse leadership not only brings different perspectives and experiences to the table but also serves as a powerful symbol of an organization’s commitment to inclusion.

Final Thoughts

In conclusion, the fight against attacks on diversity and inclusion requires collective action and unwavering commitment. DEI change agents and allies must stand united in their efforts to promote equality and justice, both within their organizations and society at large. By taking tangible actions to counter divisive attacks and uphold the principles of diversity and inclusion, we can create a more equitable and just world for all. It is time to rise to the challenge and be champions of change.

Effenus Henderson