We are living in interesting times. Polarized voices are amplified. Divisiveness is no longer the exception; it’s the norm. From geopolitical instability and economic uncertainty to social inequities and environmental crises, the current environment tests our resilience and our resolve.
In the last few years, the concept of Diversity, Equity, and Inclusion (DEI) has become a casualty of this polarization driven by political, ideological, and cultural factors. Some companies have reconsidered their approach to diversity and inclusion. John Deere, Tractor Supply, Zoom, Snap, Tesla, and Microsoft have publicly announced plans to scale back or eliminate elements of their DEI initiatives.
The good news is that the vast majority – 96% – of corporate social impact professionals in 125 major companies say DEI commitments have either stayed the same (83%) or increased (13%), according to a new survey from the Association of Corporate Citizenship Professionals and YourCause. Additionally, nearly three-quarters of executives surveyed by Bridge Partners’ Diversity, Equity and Inclusion Barometer expect to “build and enhance” their DEI programs in the next 24 months, while only 4% say they will cut back or eliminate them.
Like many issues in our society today, there are vastly different ideas and perceptions about the intended role of DEI and how it impacts business and organizational performance. A significant challenge is the idea held by some that DEI is a zero-sum game – the belief that DEI initiatives benefit one group at the expense of another. For example, some individuals experience “status” threat, which involves believing DEI-related change may take away advantages a majority group has experienced. Then there is “merit” threat where one fears that DEI initiatives imply that individuals’ achievements are not the result of their skills and abilities but rather their membership in or identification with a particular group. These perceptions often exist due to a lack of understanding of DEI, ineffective communication regarding DEI initiatives, and conflicting ideologies.
Why are so many executives and organizations remaining committed to their DEI initiatives, even in this climate of increasing challenges? The answer is likely because they recognize the business value and moral imperative these initiatives bring to their organizations and the communities they serve. They recognize that their organizations are nothing more and nothing less than a group of people who come together to accomplish somethingtogether. Every individual in that group brings unique talents and abilities, the essence of which will make or break sustainable organizational success.
Think of an organization as a community. The Latin root of the word community is “communis,” which means “common” or “shared” – individuals in a community share common interests, values, or goals. The concept of community is deeply rooted in the collective participation and mutual support among its members. In other words, for a community – an organizational community – to be successful, they must be able to work collectively and support each other to reach their shared goals.
The members of these communities have different lived experiences that have shaped their identities and the ways in which they see the world. These differences, if not understood and approached constructively and meaningfully, can undermine team and organizational culture. Recognizing how our experiences have shaped our perspectives and enacting a willingness to better understand others is what fuels a successful community. Successful communities fuel successful organizations.
So, what does DEI actually mean? We define the terms as follows:
Diversity – The differences AND similarities of people. Diversity includes many visible features such asrace, gender, and age, as well as some less obvious things such as personality style, ethnicity, sexual orientation, cognitive functions, etc.
Equity – Ensuring people have an equal opportunity and access to things, resources and opportunities. It doesn’t mean everyone gets the same thing – but instead, gets what they need. There is an understanding that one approach does not fit all.
Inclusion – Creating a workplace of mutual respect, trust and commitment where everyone feels free and encouraged to contribute based on their unique talents, experiences, and backgrounds.
When you understand what DEI initiatives are trying to accomplish, it is clear why organizations are continuing their investment. Greater diversity drives innovation by bringing multiple perspectives and unique approaches to problem-solving and decision-making. Studies continue to show that greater gender and ethnic diversity leads to better financial outcomes. When an organization’s workforce is more representative of the marketplace, it is easier to understand, anticipate, and address the needs of a broader range of customers and positions companies to attract and capture new markets.
The intention of equity is not to give jobs or other benefits to individuals based on a dimension of diversity or to meet a quota. Equity means supporting employees based on their unique needs and creating an environment where they grow, develop and reach their full potential. Equity-focused efforts can result in building a diverse talent pipeline prepared to meet the ever-changing needs of the business.
Finally, who doesn’t want a workplace of mutual respect, trust, and commitment where individuals can contribute in ways that support the organization’s success? Employees in inclusive cultures are more engaged and committed to “their” organization, which leads to greater talent retention. When individuals come together in a community of mutual respect and understanding, they share a drive to succeed.
At Talent Dimensions, we have the unique opportunity to work with organizations genuinely committed to creating morediverse, equitable, and inclusive organizations. They recognize both the business and moral imperative of this work and exhibit exceptional levels of commitment and the courage to stay the course even when facing adversity. When I asked a client from a Fortune 50 organization why, even in today’s climate, they remain committed to their DEI initiatives, she shared their CEO’s response, “It’s just what we do and will continue to do.”
In closing, I know talking about the business case for DEI is exhausting for some because the research is definitive. But given the recent and, in some quarters, increasing backlash against DEI, there still may be some who don’t quite understand it, so please bear with me for a moment. A simple search of the research will surface a wealth of benefits that greater diversity provides, including enhanced creativity and innovation, more comprehensive problem-solving and decision-making, greater financial returns for organizations with greater gender and ethnic diversity (especially in the executive ranks), expanded markets, and improved customer experiences. Our commitment to the organizations we serve as they continue their journey to become more diverse, equitable and inclusive is unwavering.
As a last word, I offer this quote from the incredible writer, poet, and activist Audre Lorde:
“It is not our differences that divide us. It is our inability to recognize, accept, and celebrate those differences.”
