John Deere is one of the largest companies in the United States and has over 75,000 employees. As a major employer, John Deere is subject to quickly evolving laws prohibiting discrimination based on religion. John Deere needs to not only adapt to these legal changes but also take steps above legal minimums to foster an inclusive workplace.

Respecting diverse religious views attracts top talent, enriches workplace culture, and fully engages employees. One proven way to advance religious diversity is through faith-based business resource groups (BRGs). BRGs give employees a platform to connect, develop professionally, and foster understanding across the workforce.

But the 2025 edition of the Viewpoint Discovery Score Business Index¹ found that over 64% of the largest tech and finance companies, along with brands such as John Deere, do not offer faith-based BRGs and that only 9% have faith-specific BRGs. John Deere does this even though the vast majority of Americans identify as religious, even though it says it promotes diversity in the workplace,² and even though the Company recognizes BRGs formed around race,³ disability,⁴ and a variety of other criteria.⁵

John Deere has made notable strides in reducing⁶ divisive DEI policies and cutting funding for “social or cultural awareness” events. It even notes the shifted focus of employee groups to “professional development,” and desire to avoid “socially motivated messages.” By omitting faith-based ERGs, John Deere sends a clear social message to religious employees that their beliefs are less welcome, which can undermine engagement, morale, and retention. If the company is serious about ditching socially motivated messaging, and committing to equal treatment for employees, it would be a massive oversight, and therefore a significant incursion of legal & reputational risk on the company’s part, to not allow faith-based BRGs as part of this commitment. Shareholders are right to ask John Deere to rectify this apparent inequality.

Recent Supreme Court decisions in Groff v. DeJoy and Muldrow v. City of St. Louis, EEOC guidance on potential discrimination around BRG membership criteria,7 and a White House Office of Personnel Management Memo directing federal agencies to “allow personal religious expression by Federal employees to the greatest extent possible,” signal a growing trend to protect religious exercise in all aspects of employment, both by increasing legal protections and voluntarily adopting policies and practices to better cultivate religious freedom in the workforce.