DEI Today: We’re Still on a Journey Towards Inclusion and Business Success

As an observer of workplace cultures, I find the ideas behind DEI (Diversity, Equity and Inclusion) are simply centered around embracing humanity. We all have different needs, perspectives, skills, and questions. When people show up to work, do they feel they can express themselves in a fair and welcoming environment? In the current social climate and political landscape, how has DEI evolved? Is it still relevant?

Why Diversity Matters in Business

The workplace has evolved over the years, starting with equal employment laws and affirmative action in the 1960s. At that time, there was a pressing need for change as many companies had known histories of racial and gender discrimination. DEI focused on addressing harmful behaviors and legal compliance. Today, it has expanded to include the needs of various identity groups such as ethnic, religious, and LGBTQ+ communities, as well as people with disabilities and cognitive differences.

Research by McKinsey and Deloitte has consistently shown that diverse and inclusive companies are more likely to have financial success. They outperform their industry peers financially. Organizations have recognized the business case for integrating DEI strategies into their operations, from talent acquisition to customer engagement.

Social Movements Sparked Change

In 2020, DEI conversations stemmed from the political unrest following the murders of George Floyd, Ahmaud Arbery, and Breonna Taylor. Companies created new DEI roles and it became a new buzzword in business. Promises were made to hire more people of color.

In our current season of post-traumatic growth spurred by the global pandemic and social movements like #MeToo, #BlackLivesMatter, and #StopAAPIHate, it’s important to recognize the positive changes that have occurred as a result of those challenging experiences. During that time, I personally gave many talks about unconscious and implicit bias – very academic and formal terms – as people wanted to balance the emotion of it all with facts and evidence.

However, resistance to past ways of working and existing are not uncommon. Change is not linear and comes in cycles. It’s not surprising that DEI is now operating in a new environment.

The Current Landscape of DEI – A Quiet Rebranding

Cultivating an Inclusive Culture

A key learning for organizations from all the conversations around DEI is the tie between DEI and culture. Does it fit into the “why” of your company?

Leaders who tried to change culture by hiring a few DEI-specific roles weren’t as effective. DEI professionals are not “fixers.” DEI needs to be integrated into all parts of the organization – from business strategy to leadership training to product development to sales pitches to measures of accountability.

It is important for leaders to make the business case for DEI – ask regularly, “What is DEI solving for?” Is it making or saving you money, driving innovation, fostering creativity? If you seek diverse perspectives as things change, you can keep corporate DEI programs relevant and impactful.

What DEI Boils Down To – Putting People First

I see organizations trying to adapt to a people-first environment that welcomes and values diverse voices. They strive to make their employees feel like they belong, they matter, and that they’re supported. They seek to champion outcomes and behaviors such as respecting every voice, valuing differences, and embracing transparency.

If employees want to discuss difficult topics, can your organization provide an anonymous, protected platform to submit them? It’s all about creating psychologically safe spaces where they don’t fear pushback and are encouraged to create dialogue.

We are all on this DEI journey together! By embracing DEI with clarity and a growth mindset, leaders can build a more welcoming, inclusive workplace today.