Is 2024 the year of DEIB backlash?

We are approaching the four year anniversary of pandemic lock down, which forced companies to move quickly to remote work (where possible). In May 2020, the murder of George Floyd heightened focus around Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives, which were a focal point to retaining employees and attracting candidates during 'the Great Resignation'.

Fast forward to today: Now employees are being forced back into the office, many companies are facing increased financial pressure resulting in mass layoffs, DEIB budgets have been cut, and increased legislation has passed that have created systemic barriers for LGBTQ+ and underrepresented communities. DEIB has become a political issue, rather than the human issue that we see it as.

Are we completely reverting where DEIB efforts are now facing backlash? Let's dive into it.

Many passionate employees (HR professionals, ERG Leaders, etc.) have faced multiple challenges in implementing DEIB efforts at their companies. These challenges often stem from leaders at the top having a fear of change, fear of scandal, and/or concerns about reverse discrimination.

One of the most common misconceptions to DEIB recruiting efforts is that hiring managers will prioritize diversity over meritocracy. Some individuals argue that promoting diversity could compromise standards of excellence and lead to the hiring or promotion of less qualified candidates based on their identity rather than their skills or qualifications--all things stakeholders want to avoid when their financial belts are squeezed.

However, I've said this before and I'll say it until I'm blue in the face: Diversity does not mean candidates are less qualified. And to continue to repeat this old trope is to continue to enforce the systemic racism that is baked into our culture. It's actually been proven that diversity increases companies' bottom lines and also provides benefits to innovation, decision-making, and overall organizational performance.

Another fear among a lot of leaders who identify with the Boomer and late Gen-X generation is that DEIB initiatives may result in reverse discrimination, where individuals from historically underrepresented groups can be perceived as receiving preferential treatment. Ironically, this same preferential treatment is what historically has elevated white men into the roles of leadership across corporations, education, military, and other sectors.

In an environment where budgets are being cut from economic pressure (which is our current world in 2024), DEIB offices, vendors, and overall company initiatives are often the first to go and are disproportionately cut. If you are a decision maker for your company's DEIB initiatives please hear me loudly when I say:

This is penny-wise, pound-foolish and will cost you a lot more in the long run.

Your employees, especially the younger generations at work, expect more diversity, equity, and inclusive behaviors in the workplace. They are watching you, leaders. Once the job market flips back to an employee market, employees will pay attention and research which companies cut their DEIB budgets in 2024. This will play a critical role in companies' ability to attract and retain talent. And your company is opening itself up to public relations risk. Don't underestimate the damage that bad publicity on social media will bring you.

Limiting diversity in your organization leads to decreased productivity, innovation and will cost you in your bottom line.

Leadership plays a critical role in championing DEIB efforts from the top down, setting clear expectations, and holding individuals and teams accountable for creating an inclusive environment. If you are a decision maker, push through the backlash and continue to advocate for the humans in the workplace. ALL the humans.

It's the right thing to do.

Sources & Resources:

Laurie D Battaglia, CEO, Aligned at Work?

Laurie Battaglia and the team at Aligned at Work ? work with leaders to create workplaces of the future. They bring great leadership together with diversity, equity, inclusion, and belonging, and meet rapidly changing needs to today’s and tomorrow’s workforce. Aligned at Work ? specializes in Diversity/Equity/Inclusion/Belonging Consulting and Training, Aligning Leadership Teams, Strategy Retreats, Aligned Leader? Training, Executive Coaching, Team Coaching, and Career Coaching.

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