98% of Costco shareholders vote to uphold DE&I

Costco shareholders voted to uphold the company’s DE&I initiatives this week, rejecting a December proposal from a conservative advocacy group, and sending a signal to other businesses.

The vote came roughly a month after the National Center for Public Policy Research (NCPPR), a conservative advocacy organization, called on the national retailer to abandon its DE&I efforts, Business Insider reported. Some 98% of shareholders voted to keep the company’s initiatives, which have included training, open conversations to promote inclusivity, and the appointment of its first chief diversity officer in 2022.

The NCPPR claimed that DE&I practices are “illegal, immoral, and detrimental to shareholder value…concealing a radical Marxist agenda.” (Many experts and lawyers say that most DE&I practices are legal.)

“We owe our success to the more than 300,000 employees who serve our members every day. It is important that they all feel included and appreciated and that they transmit these values to our customers,” Tony James, chairman of the board at Costco, said. “We have always been purposefully non-political and a welcoming workforce has been integral to the company’s culture and values since its founding.”

The move should signal to businesses that shareholders still value diverse workplaces, according to Daisy Auger-Dominguez, an HR advisor and DE&I expert. “This decision affirms that DE&I, when done right, is a smart business strategy that drives innovation, better results, and long-term success in a complex, globalized world,” she told HR Brew in a statement.

DE&I leaders have seen their roles come under scrutiny since conservative activists like Christopher Rufo and Robby Starbuck began campaigning against their initiatives in 2022. But Auger-Dominguez said the news from Costco offers HR leaders an opportunity to focus on what works, evolve practices as needed, and communicate better with employees about the “why” within DE&I.

“Many traditional approaches—like one-off training or broad, unfocused programs—haven’t worked to shift workplace structures or culture or meaningfully reduce disparities,” she said. “Our responsibility now is to move beyond surface fixes, focus on meaningful impact, and integrate DE&I into every aspect of work.”