DEI still a priority: Exec survey

Many organizations have doubled down on their DEI efforts despite the Supreme Court's affirmative action ruling. According to a recent DEI study conducted by Littler Mendelson, 91% of senior executives stated that the ruling did not cause their organization to de-emphasize diversity. However, the study also highlights the need for organizations to improve communication and messaging around their DEI programs. It's encouraging to see companies press ahead with their DEI efforts, and even more so to see some increasing them. In my humble opinion, companies that use the affirmative action ruling as an excuse to dismantle DEI work were not doing it for the right reasons in the first place. Check out the full study here: https://lnkd.in/gKQjdcKJ #deileaders #affirmativeaction #thinkzilla #diversitymatters

The DEI scene is getting complicated with backlash rising. While executives say they're still committed to diversity, equity and inclusion -- they do acknowledge that the term itself has become controversial, even toxic. So some are backing away from the term "DEI" altogether or moving the letters around -- the firm that conducted this study calls it IE&D. They're also closely examining/rethinking any programs that could put them at legal risk. Would be interested to here from an DEI leaders/consultants about the changes you are or aren't making. Leave a comment here.

??Exhausted. Cautiously Optimistic. Purpose Driven. What I was feeling August 2020 when this picture was taken. We were in the midst of the racial reckoning of Summer 2020 where companies pledged an unprecedented $66 billion dollars to racial equity and DEI. DEI had never been in more high demand, myself and fellow DEI scholar-practitioners were working overtime to meet the moment and provide knowledge to all those who had a “personal awakening” and wanted to be on the equity and inclusion bandwagon. Did I think it was going to last? No. History has been clear about the pendemlum shifts of public sentiment and support for equality and equity. We knew the moment would not last forever. But I was cautiously optimistic that something had shifted in the hearts and minds of all those who proclaimed a new found understanding of allyship, racial equity and the like. Fast forward to January 2024: ??Exhausted. Grounded. Purpose Driven. Working in this field remains emotionally exhausting, and likely will always be. Yet, I’m grounded in few truths: ??Just like DEI didnt start in 2020, it won’t end in 2024. ??No matter what acronym is used, the work to fight for humanity and the respect for all will continue. ??I’m not in this fight alone. Community is powerful and I’m grateful for all the collective voices speaking truth to power in their own way. Thus, I remain purpose driven. The journey will continue. "Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate; only love can do that." -Martin Luther King Jr. #TheNecessaryJourney

I’m seeing a lot of “DEI is dead” posts. Frankly I would love for us to not need DEI initiatives anymore. It would mean that we’ve eradicated the following: Racism Sexism Homophobia Islamophobia Anti-Semitism Discrimination of all kinds But we haven’t. And as long as we haven’t, any governments, companies, or individuals who choose to “kill” DEI are signaling that they don’t care about values like equity, fairness, and justice. That’s not the sort of place that most people want to live or work. Movements go through waves. There’s interest, then backlash, then a plateau, then, then…. To those of you still going with your DEI efforts, keep going. To those whose budgets or staff have been cut, keep going in whatever ways you can. After the backlash comes the rebound.

DEI in 2020 is not the same as 2023. There was an immediate and almost "hurry up and clean the house before momma gets home" response to the George Floyd tragedy. Many industries created DEI roles without hard ROI's or infrastructure to support and validate them to shareholders long term. Some believe that innovation is key to business growth and take a long term approach; but when it comes to DEI does that long term have a short shelf life? What beyond the hiring of certain ethnic groups can DEI impact in this climate that addresses the spending, retention and leadership factors of a business? Now in 2023 and 2024 much has changed. The desire to be college educated has been replaced with "College is not for everybody" which is true but has been received as " Higher education is not really needed" so we have lost the value of learning and the importance or reading. We have elected those who legislate what we read, and learn in education at all levels. This now emboldens those who disagree with the DEI as an initiative or puts water on the fire for those who believe its important. What fuel does DEI need in 2024? How can we have a rising tide floats all boats, and an understanding that their needs to be equity? What level of influence do BRG's and ERG's have as some companies desire to impact our global and local workplace, workforce, marketplace and community? Is DEI on life support, and if so what is its prognosis?

DEI in 2020 is not the same as 2023. There was an immediate and almost "hurry up and clean the house before momma gets home" response to the George Floyd tragedy. Many industries created DEI roles without hard ROI's or infrastructure to support and validate them to shareholders long term. Some believe that innovation is key to business growth and take a long term approach; but when it comes to DEI does that long term have a short shelf life? What beyond the hiring of certain ethnic groups can DEI impact in this climate that addresses the spending, retention and leadership factors of a business? Now in 2023 and 2024 much has changed. The desire to be college educated has been replaced with "College is not for everybody" which is true but has been received as " Higher education is not really needed" so we have lost the value of learning and the importance or reading. We have elected those who legislate what we read, and learn in education at all levels. This now emboldens those who disagree with the DEI as an initiative or puts water on the fire for those who believe its important. What fuel does DEI need in 2024? How can we have a rising tide floats all boats, and an understanding that their needs to be equity? What level of influence do BRG's and ERG's have as some companies desire to impact our global and local workplace, workforce, marketplace and community? Is DEI on life support, and if so what is its prognosis?

Littler’s #Inclusion, #Equity and #Diversity C-Suite Survey Report is now available! This report provides valuable insight into how C-suite leaders are responding after a challenging year for diversity-related initiatives. I hope you will take a moment to read it. #employmentlaw

Having a DEI impact does not mean pursuing the next flashy new initiative. It does not mean launching a series of activities. It does not mean staying busy with the flavor of the month initiative during the day and galas in the evening. ? What it does mean is drilling down and deepening our impact. It means going back to basics. It means continuing to demonstrate the impact of DEI on business outcomes. It means partnering across the organization to add value to the business and get buy in. It means taking a holistic approach and embedding DEI in all of an organization’s systems and processes. And it means selecting to focus on those efforts that will have the greatest impact and demonstrating the impact of DEI with metrics as well as stories. This takes skillful strategic influencing, it takes tenacity, resilience and patience. And I know we are up to the challenge! ? In the new year let’s look to?CREATE, COLLABORATE, CULTIVATE, and CELEBRATE DEI! Read more in this article and let me know what you think in the comments below. #DEI #DiversityEquityInclusion #DEIStrategy

"The findings reveal that employers remain committed to IE&D, with most (57%) even growing their efforts over the past year, despite the fact that nearly the same proportion (59%) say that backlash has increased since the Supreme Court’s decisions on affirmative action in June 2023. In fact, the decisions have had minimal material impact on the C-suite executives surveyed..." Of note...Littler uses the term IE&D —?inclusion, equity and diversity — to reflect its prioritization of inclusion.?Will we see more organizations moving to IE&D instead of DEI? https://lnkd.in/eWYAbRgX

For now, Corporate America still likes DEI. These programs have become an important part of employee relations and talent strategies for companies. ??57% of 322 U.S. execs surveyed in November 2023 by the employment law firm Littler said their organizations have expanded their DEI programs over the past year. And 36% have maintained them.