Costco shareholders call on the overwhelming refusal of anti -DEI proposal submitted by the National Public Policy Research Center to create business risks on their diversity, fairness, and comprehensive programs. I did it. Defense to keep fighting for such a program.
After the powerful support for DEI Initiative, the success of the business, the employee morale, and the positive influence on the loyalty of the customer, the Costco Committee urged the shareholders to oppose the proposal and reported by Reuters. More than 98 % refused this measure. Reuters also reported last year that the average anti -DEI resolution at a US company was supported less than 2 %.
Lindsey Stewart, a director of Morning Star Sustainaritics Steward Ship Research and Policy, said, “Even if the political environment in the workplace has changed, the investor is low. It has not changed. “
However, things can change quickly. Companies such as McDonald's and Wal -Mart will end the DEI Initiative, so the Corporate Committee can continue to apply pressure to abandon diversity from conservative groups. With the input of shareholders regarding this issue, the Corporate Committee will provide great support. However, some boards of directors may first end the DEI program without confirming the majority of shareholders.
Every time the shareholders are asked to vote to support the DEI program, they seem to generally approve. In most cases, if you comply with shareholders' wishes, you will get positive results. Therefore, if you want to continue DEI Initiative, if you challenge the risks brought about by diversity, the Board of Directors may want to do the following:
Provide shareholders an option to vote for whether to continue the DEI program. Giving shareholders to vote for issues can take part of politics from the situation. This is because it can be legally claimed that the board of directors is in accordance with the wishes of the investor. Shareholders who vote for investing companies in diversity should be taken as seriously as investors who invest in other important issues for the organization. In particular, if you can measure and verify the true benefits of these programs, it should not be simply considered a “awakening politics.”
Report the productivity achieved by the program and positive development. Companies that have introduced these programs for many years should be able to claim that the program has never been sued, and that aggressive financial growth is contributing to its growth. Assertion that diversity programs are part of the success of the company are a wonderful exercise for the board, and investors, stakeholders, and programs have been implemented fairly, and they are not discriminatory. I will build trust.
Use a voting discussion to end the DEI program and strengthen them. There may be no call to end the DEI program, but hearing from others will help you improve programs and initiatives. The board should not oppose several changes to how the diversity is implemented or explained, especially if the change is the best benefit of everyone.
