Attacks on DEI suggest the playing field is now level. I reject that premise

USA Today

09-02-2025

Byron Stallworth
Opinion contributor
For over two decades, I have been deeply involved in diverse sourcing and supplier diversity. My journey began in 2000 when I served as the in-house lobbyist for the National Underground Railroad Freedom Center, managing supplier diversity efforts on its $80 million construction project. That project achieved an impressive 42% diverse spend, demonstrating what's possible when there's a real commitment to inclusion.
Since then, I have worked with businesses, government entities, and industry leaders nationwide to strengthen supplier diversity programs. But today, I find myself answering more and more questions about the growing attacks on Diversity, Equity, and Inclusion (DEI) initiatives, particularly in the wake of recent executive orders dismantling federal DEI programs. It's time to set the record straight.
DEI and supplier diversity are not the same
A key misconception fueling these attacks is the false equivalence between DEI and supplier diversity. DEI primarily focuses on hiring practices and workplace equity. The executive orders aiming to roll back DEI policies are, in effect, undoing protections first put in place by the Civil Rights Act of 1964 − laws created to combat systemic discrimination based on race, gender, ethnicity, and disability. These laws were never about preference; they were about ensuring a level playing field in employment, housing, education, and access to capital.
Supplier diversity, on the other hand, is a business growth strategy. Companies like Procter & Gamble and Kroger have long-standing supplier diversity programs because they make economic sense. As America becomes more diverse, companies that reflect their customer base are positioned to thrive. Diverse-owned businesses bring innovation, cost savings, and community reinvestment — strengthening the entire supply chain.
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There's a business case for supplier diversity
Corporate America understands that a strong supplier diversity program is not just about social responsibility − it's about profitability. The Billion Dollar Roundtable, a coalition of 39 major corporations that each spend at least $1 billion annually with diverse-owned businesses, remains committed to supplier diversity, even as some companies scale back their DEI hiring initiatives.
Why? Because a diverse supply chain is a competitive advantage. Studies, including research from Michigan State University, consistently show that diverse suppliers enhance innovation and drive cost efficiencies. A business that sources from a variety of vendors benefits from fresh ideas, a broader market reach, and a more resilient supply network.
Trump's executive order targets federal hiring - not corporate procurement
Another critical point that gets lost in the noise: the recent executive order dismantling DEI initiatives only applies to the federal government. It does not prohibit or restrict private-sector companies from continuing supplier diversity programs. The federal government may be moving backward, but corporations are still free to move forward.
Despite political pressures, the reality is that many companies still recognize the value of a diverse supplier base. In my conversations with supplier diversity officers across the country, I've seen little movement in sponsorship spending or supplier engagement. Companies may be distancing themselves from the term "DEI," but they are still investing in supplier diversity because it works.
The fight for inclusion is far from over
The attacks on DEI are part of a broader narrative that suggests the playing field is now level, that the work of civil rights is done. I reject that premise. The Civil Rights Act of 1964 was necessary because of systemic barriers that locked out entire groups from economic opportunity. Those barriers did not magically disappear.
Supplier diversity remains critical for economic equity, job creation, and community reinvestment. While DEI hiring policies face increasing opposition, businesses and local governments should double down on supplier diversity efforts − not because they are required to, but because it makes financial sense and strengthens our communities.
For Cincinnati, Ohio, and the nation as a whole, the message is clear: Inclusion is not a burden. It is a business imperative, a social good, and a foundation for long-term economic success.
Byron Stallworth is the founder of Inclusion Building Solutions LLC., and a diverse supply chain consultant. He is the former chair of the Cincinnati Planning Commission and served on the board of Green Umbrella. Stallworth is a proud UC Bearcat and a graduate of the Tuck School of Business Executive Education Dartmouth.