Toyota has scaled back some of its DEI efforts, halting LGBT sponsorships, and exiting external DEI rankings.
Toyota Motor Corp. has announced significant changes to its “diversity, equity, and inclusion” (DEI) initiatives, halting sponsorship of LGBT events and scaling back participation in external DEI rankings.
The changes followed a wave of similar corporate rollbacks across the United States.
In a memo sent to its U.S. employees and dealers on Oct. 3, Toyota said it would no longer support cultural events, such as Pride parades, that fall outside of STEM education and workforce-focused initiatives.
The carmaker will also refocus its employee groups—known as Toyota Business Partnering Groups—to ensure that their activities prioritize professional development, networking, and mentoring, with a clear alignment to driving the company’s business.
“We will continue narrowing our community activities to align with STEM education and workforce readiness,” company executives wrote in the memo. “As a result, we will no longer sponsor cultural events such as festivals and parades that are not related to STEM educations and workforce readiness.”
In the memo, Toyota also pledged to end participation in third-party culture surveys, like the Human Rights Campaign’s Corporate Equality Index, which had previously awarded Toyota a perfect score for its DEI efforts.
Toyota announced the changes after a social media campaign by anti-DEI activist Robby Starbuck, who announced last week he was targeting Toyota for what he described as “woke” policies, including hosting LGBT events at corporate facilities, mandating DEI trainings, and dividing employee groups by race and sexual orientation.
Currently, Toyota’s policies reflect a strong commitment to DEI.
The company’s most recent sustainability plan, updated in June 2024, includes a range of diversity initiatives aimed at changing the composition of its workforce based on race, gender, and sexual orientation. The plan outlines hiring quotas for female staff, such as increasing the number of women in managerial positions fivefold by 2030 compared to 2014 levels. It also highlights initiatives like “unconscious bias” training and DEI scorecards for senior executives to track managers’ progress on such diversity initiatives.
By Tom Ozimek
