Lowe's Backed Out of DEI For Pressure On LGBTQ+ Support.

Home improvement giant Lowe's is the latest major company to reassess its LGBTQ inclusion initiatives, following a trend seen across several large brands. In a recent internal memo, Lowe's announced it would cease participation in Human Rights Campaign (HRC) surveys, merge its various minority-focused employee resource groups, and withdraw from community events, including Pride parades. This marks a significant shift from the company's previous stance, which had earned it accolades for its diversity efforts.

The decision comes on the heels of similar moves by companies such as Harley-Davidson, Jack Daniel’s parent Brown-Forman, Tractor Supply, John Deere, and Best Buy. Despite earlier praise for its diversity policies—Lowe's had achieved a perfect score on the HRC’s corporate equity index—the company now faces a backlash aligned with growing conservative opposition to LGBTQ representation in the corporate sphere.

Lowe's spokesperson did not provide further comment on the changes. However, the company's website still emphasizes its commitment to fostering an inclusive environment where employees can be their authentic selves. The page features statements about valuing diverse viewpoints and backgrounds.

Robby Starbuck, a right-wing activist and video streamer, has claimed credit for pressuring Lowe's into these changes. He asserted on social media that his campaign against the company's “woke” policies led to the reversal, suggesting that his actions and those of his supporters are forcing major corporations to rethink their diversity commitments.

Lowe's decision reflects a broader trend of conservative pressure influencing corporate policies on LGBTQ issues. This pushback against what some view as "woke" corporate practices is reminiscent of earlier controversies involving companies like Target and Bud Light.

Orlando Gonzales, HRC’s senior vice president of programs, research, and training, criticized Lowe's move, warning that such decisions could have detrimental long-term effects. Gonzales pointed out that stepping back from inclusive practices risks alienating top talent and customers, potentially impacting the company’s overall success.