Molson Coors announced its decision to withdraw from diversity, equity, and inclusion (DEI) ranking programs, including those focused on LGBTQ+ representation. This move signals a shift in its approach to DEI practices. Image source: https://www.reddeeradvocate.com/
In a move that aligns it with other corporate giants like Ford and Lowe’s, Molson Coors recently announced its decision to no longer participate in the Human Rights Campaign’s (HRC) corporate rankings. The brewing company declared it would shift its diversity, equity, and inclusion (DEI) strategies, stepping back from external metrics to focus on internal measures of inclusivity.
Internal Reassessment of DEI
Molson Coors has opted to adopt a “broader view” of diversity, where the company intends to ensure that all employees feel welcome without the need for specific diversity representation goals. This change follows the completion of the company’s DEI training. By 2025, Molson Coors will no longer require suppliers or hiring practices to adhere to strict diversity targets, noting that such metrics can be influenced by external factors.
In a statement shared internally, the company emphasized the importance of building a strong company culture through internal feedback and customer success, steering away from externally mandated diversity quotas. This decision marks a shift from the brewery’s prior commitments, which had earned it a perfect score from the HRC in previous years.
Industry-Wide Movement
Molson Coors is not alone in rethinking its approach to DEI. Earlier this year, Ford announced a similar decision to move away from external DEI rankings, while companies like Bud Light and Lululemon have faced public backlash for their inclusive campaigns. Many of these companies are reassessing their corporate strategies amid growing political and social polarization surrounding DEI efforts.
While some groups view this as a step backward, others in the corporate world are evaluating the role of external benchmarks in shaping their DEI initiatives. The decision by Molson Coors and others has sparked conversations about the balance between inclusivity and corporate autonomy, with some experts warning of potential risks to employee retention and consumer loyalty.
Impact on the LGBTQ+ Community
The HRC has expressed concerns over the retreat of companies from external DEI commitments, noting the possible impact on LGBTQ+ employees and consumers. According to a recent HRC survey, up to 80% of LGBTQ+ adults indicated they would boycott companies that withdraw from inclusive policies. Molson Coors’ move has sparked reactions from advocacy groups, who warn that this shift could diminish progress in workplace inclusivity.
Looking Ahead
As Molson Coors and other companies pivot from external rankings to internal measures, the broader business community is watching closely to see how this decision impacts employee engagement, brand reputation, and overall corporate culture. Amidst rising tensions over DEI policies, Molson Coors remains focused on fostering a culture of inclusion that meets the evolving expectations of its employees and consumers.
