Why ‘Silence is Violence’ for your Business Amid DEI Rollbacks

Three sentences. That was all it took for over 40,000 Marriott employees to feel seen and heard by their CEO, Anthony Capuano. Can it really be that simple?

In January, when President Trump announced sweeping changes to DEI policies, many executives, companies and employees were left wondering what that meant for them.

Months later, many still are. That’s why it’s important to spotlight who’s getting it right and wrong based on the real feedback from employees and customers alike.

Why?
Because there is a business case for Diversity, Equity, and Inclusion: one that makes dollars.
Because there is an ethical case for Diversity, Equity, and Inclusion: one that makes dollars and sense.
Because representation matters.
Because your voice is powerful. And your silence? Equally so…

Here is the link to News Article on Marriott CEO Statement.

“The winds blow, but there are some fundamental truths for those 98 years,” Capuano said. “We welcome all to our hotels and we create opportunities for all - and fundamentally those will never change. The words might change, but that’s who we are as a  company.” 

Within 24 hours of that statement, Capuano received over 40,000 emails from Marriott employees across the globe, thanking him for taking a stand. For speaking up and speaking out in support of Diversity, Equity, and Inclusion. The best part? It was an organic response. If you read the article or listen to Capuano reflect on the ripple effect that his comments have had, you’ll learn that his leadership team was meeting a week later to discuss the very topic of how to address DEI rollbacks publicly. When he arrived for the panel discussion and was questioned on DEI out of the blue, the words sprang from the heart, hence the brevity and the realness. That cannot be faked, Capuano’s team knows that and Marriott’s culture reflects that. That is what you need to emulate as a leader. 

Will customers reward Marriott for this leadership? Time will tell. But based on how consumers have reacted to companies that took the opposite approach, I’d bet Capuano and his leadership team will see positive ROI.

Customers Feel Betrayed

In stark contrast, Target has faced declining revenue, customer boycotts, and employee dissatisfaction after their decision to rollback DEI initiatives which began making headlines in November 2024. The backlash, amplified post-election, was swift and ongoing.

Other major retailers like Walmart, and fast-food giants like McDonald’s, also cut their Diversity, Equity and Inclusion initiatives, and are seeing similar financial consequences. 

If you’ve been paying attention online- Instagram, TikTok, Twitter, or LinkedIn, the consensus is clear: #BoycottTarget.
And this wasn’t fueled by progressive leadership, this was a grassroots movement. Customers voiced their values online, and the message went viral. In fact, after months of protests and online success, visibility and cultural impact only continue to grow.

It only took one financial quarter for the Target CEO, Brian Cornell, to sit down with Progressive Activist, Reverend Al Sharpton, and listen to how Target’s decision to move away from their once loud and proud support of marginalized communities has had a painful impact…but Sharpton wasn’t referring to Target’s bottom line.

We’re Not Going Back

This was a drastic 180 degree difference for Target, who began implementing DEI initiatives following the murder of George Floyd and the subsequent protests in communities around the country. Target started to position themselves as a partner not only with the Black community but also with the LGBTQIA+ community through a number of campaigns. Betrayal seems to be the consensus among many former Target shoppers and employees. #NotGoingBack and #NotBuyingIt were trending in no time. Again, in contrast to Capuano, “fake it til you make it” wasn’t the smart choice here. 

DEI & Construction

My focus has and will likely always be community and construction, so it should come to no surprise that I have to quickly address this elephant…for the second time this month (see our latest Podcast with NPR).

The construction industry has long been characterized by a lack of diversity, with white women comprising only 10.9% of the workforce and Black women at 6.7%. In contrast however, Hispanic women make up the largest percentage of women in the construction workforce, but are significantly underrepresented in higher paying postions. (Stats from EEOC 2023)

Embracing diversity, equity and inclusion as part of your culture is a strategic necessity. Diverse teams bring varied perspectives that enhance problem-solving and innovation on job sites. Research shows, companies with inclusive cultures report higher employee engagement and retention, directly impacting productivity. What jobsite isn’t in need of that?

Addressing bias or confusion around what DEI means can also help mitigate the industry's labor shortage. By creating inclusive environments and outreach programs, construction firms can tap into underrepresented talent pools -  including women, minorities, and veterans. Initiatives like partnering with minority and women owned businesses and investing in community training programs not only diversify the workforce but also strengthen community relations 

Incorporating DEI into the construction sector isn't just about compliance, it's about constructing a resilient, innovative, and inclusive future. It’s about sponsoring a successful workforce in a sustainable way. 

The Takeaway for Today

At the start we asked: can three sentences really make a difference? The answer is yes, when they come from a place of clarity, courage, and transparency.

Transformational leaders don’t overcomplicate the moment. They understand the equation is simple:

Business Case + Human Impact = Sustainable Success

Speak up. Be transparent. Set the tone. Because in the face of DEI rollbacks, silence isn’t neutral— it’s a choice. And in today’s business landscape, that choice speaks volumes.

Be the leader your people remember for showing up when it mattered most.

 If you don’t know where to start or just want to tag in a third party professional, I’m here to help! Bringing teams together is my specialty and supporting leaders so they can run a successful business is what I do best. Book Your Free Consultation Now.