Molson Coors, a well-known brewing company, recently made headlines for its decision to reverse its diversity, equity, and inclusion (DEI) policies. The company announced that it will be eliminating supplier diversity quotas, citing them as “complicated and influenced by factors outside of [the company’s] control.” This move raises questions about the company’s commitment to promoting diversity and inclusion in its supply chain.
Aside from removing supplier diversity quotas, Molson Coors is also reevaluating its company training programs. The company stated that it is developing a new approach to its training sessions, focusing more on key business objectives rather than DEI-based content. This shift brings into question the effectiveness of the previous training programs and the impact they had on the company’s workforce.
Furthermore, Molson Coors announced that it will be rebranding its Employee Resource Groups as Business Resource Groups. While the company claims that the function of these groups will remain the same, the name change signals a shift in how diversity and inclusion initiatives are being approached within the organization.
Another significant change that Molson Coors is making is its decision to cease participation in voluntary third-party company rankings in the U.S. This includes renowned rankings like the Human Rights Campaign’s Corporate Equality Index. By stepping away from these rankings, the company is distancing itself from external recognition of its DEI efforts, raising concerns about accountability and transparency.
Molson Coors also announced that it will be focusing its corporate charitable giving programs on supporting “core business goals” such as alcohol responsibility, disaster relief efforts, and promoting access to higher education. This shift in focus raises questions about the company’s commitment to social responsibility and supporting marginalized communities.
The timing of Molson Coors’ decision to reverse its DEI policies is notable, as it comes in the wake of increased scrutiny and conservative activist claims. While the company maintains that the decision was in process since March, critics question the motive behind the changes and the impact they will have on the company’s workforce and reputation.
Molson Coors’ reversal of its diversity, equity, and inclusion policies raises concerns about the company’s commitment to promoting a diverse and inclusive workplace. The decision to eliminate supplier diversity quotas, reevaluate training programs, rename Employee Resource Groups, withdraw from third-party rankings, and shift corporate giving programs all signal a significant shift in the company’s approach to DEI. It remains to be seen how these changes will impact the company’s employees, stakeholders, and overall corporate culture.
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