Despite the constant slew of lawsuits against universities and institutions embracing diversity, equity, and inclusion programs, about 6-in-10 people think DEI is a good thing, a new poll found. However, the vast majority agreed that paying executives more money for meeting diversity targets is a bad idea. 

Support for DEI, the framework that strives to increase opportunities for minorities in the workplace and higher education, splits largely along party lines, with 84% of Democrats saying the policies were good for companies compared to just 34% of Republicans saying the same, per the Washington Post-Ipsos poll.

But outside of the context of political affiliation, the majority of black and white people, when given a concrete definition of DEI, are in support of DEI initiatives, such as offering mentorship opportunities to underrepresented groups, conducting anti-bias training, and efforts to recruit underrepresented groups. 

It is the action of giving bonuses to executives when they meet certain DEI thresholds that 75% of people polled were in agreement in opposing.

Conservative activists have been targeting companies that offer DEI bonuses to executives; they believe this incentive system encourages executives to make hiring decisions based on a candidate’s race to increase their financial benefits. 

Consulting firm Farient Advisors found that so far this year, 56 companies, including Best Buy Co., Chipotle Mexican Grill Inc., and Johnson & Johnson, have either removed or deemphasized DEI when setting executive pay. 

“Companies and boards are especially trying to be careful when they’re setting these goals,” Brian Bueno, head of Farient’s environmental, social, and governance practice, told the Insurance Journal. “It’s possible we could see movement away from diversity or movement towards broader measures of human capital or workforce-related measures.”

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In March, Starbucks investors voted by about 90% to remove DEI goals in compensation packages for its executives. 

“Compensation should incentivize executives to drive long-term shareholder value, not to focus on irrelevant non-pecuniary factors,” Justin Danhof, head of corporate governance for Strive, told the outlet.