Cracker Barrel Old Country Store, that bastion of Southern comfort food, is now in the crosshairs of a conservative legal outfit for allegedly sidelining whites and men in its push for diversity.
WSB-TV reported that America First Legal, a group co-founded by White House deputy chief of staff Stephen Miller, has called for a probe into the Tennessee-based restaurant chain’s inclusion practices, claiming they violate federal and state laws by discriminating based on race and sex.
This isn’t just a casual complaint; the group has formally requested investigations by the U.S. Equal Employment Opportunity Commission (EEOC) and Tennessee Attorney General Jonathan Skrmetti.
The request, made earlier this week on a Monday, aims to scrutinize whether Cracker Barrel’s policies unfairly disadvantage certain employees or applicants. It’s a bold move in an era where corporate diversity initiatives are increasingly under fire from those who see them as reverse discrimination.
America First Legal isn’t mincing words, alleging that Cracker Barrel’s approach to staffing and promotions could limit opportunities for white and male individuals.
Their letter to the EEOC claims the chain’s practices might “deprive” these groups of fair treatment in employment, training, or advancement. If true, this raises serious questions about whether the pursuit of diversity has tipped into exclusionary territory.
The group also sent a pointed letter to Cracker Barrel’s board, doubling down on their concerns. They argue that the company’s commitment to building a workforce with varied backgrounds and perspectives isn’t just misguided—it’s against the law. Talk about a recipe for controversy at a place known for homestyle cooking, not cultural clashes.
Specifically, America First Legal takes issue with Cracker Barrel’s promise to “attract, select, develop” talent from diverse walks of life, calling this goal “patently unlawful” and even “immoral.”
Let’s unpack that: a policy meant to broaden representation might sound noble, but if it means stacking the deck against certain groups, it’s a tough sell under equal opportunity laws. The irony of a Southern staple being accused of such bias isn’t lost on anyone.
Adding fuel to the fire, America First Legal points out that Cracker Barrel keeps tabs on the number of women and minorities in its ranks.
While data collection isn’t inherently wrong, the group suggests it could be used to prioritize some demographics over others. That’s a slippery slope when fairness is supposed to be the guiding principle.
Then there’s the matter of Cracker Barrel’s Business Resource Groups, which cater to Black, Latino, female, and LGBTQ employees. America First Legal contends that some benefits tied to these groups seem exclusive to specific identities, potentially leaving others out in the cold. If equality is the goal, shouldn’t everyone get a seat at the table—or at least a slice of pie?
Even Cracker Barrel’s branding tweak—changing its “Diversity and Inclusion” page to “Culture and Inclusion”—hasn’t escaped scrutiny.
Critics like America First Legal might see this as a cosmetic fix rather than a substantive change. It’s as if renaming the menu item hides the ingredients, but the dish still tastes the same.
This dust-up comes amid a larger pushback against diversity and inclusion efforts, with the Trump White House advocating to roll back such programs in both public and private sectors.
This marks a sharp pivot from the prior administration’s stance, reflecting a growing divide over how to balance equity with fairness. Cracker Barrel, whether it likes it or not, is now a flashpoint in that debate.
Interestingly, the EEOC itself has weighed in on this broader issue, issuing a statement earlier this year cautioning against unlawful discrimination tied to diversity initiatives. That warning adds weight to America First Legal’s argument that Cracker Barrel’s policies might cross a legal line. It’s a reminder that good intentions don’t always equate to legal compliance.
Cracker Barrel’s history also looms large here, as the chain faced backlash in the 1990s for terminating employees who didn’t align with what was described as “normal heterosexual values.”
That episode, documented in historical records and media, shows the company has navigated cultural minefields before. One wonders if past lessons will inform their response to this latest challenge.
For many, Cracker Barrel evokes nostalgia—rocking chairs on the porch, checkers by the fireplace, and a hearty plate of chicken and dumplings. But this legal challenge paints a different picture, one where corporate policies clash with principles of equal treatment. It’s a tough spot for a brand built on down-home charm.
America First Legal’s crusade against what they see as discriminatory practices is likely to resonate with those frustrated by the progressive push in corporate America.
Yet, there’s room for empathy—Cracker Barrel may genuinely believe it’s fostering a better workplace, even if the execution raises eyebrows. The trick will be finding a path that honors fairness for all, not just some.