DEI :: A Boogeyman or Necessity for Progress?

In recent years, Diversity, Equity, and Inclusion (DEI) has often been portrayed as a villain in a larger cultural battle. Some people have made it a boogeyman, presenting it as a concept that’s divisive, impractical, or even threatening to “traditional” work environments. As recent as this week, the President of the United States explicitly stated that DEI “could have been” to blame for the tragic DC plane crash.?

The current conversation is not centered around the actual principles of DEI, and is more well known for the straw man arguments that get built around it - arguments that often times distract from the real issues at hand. What I find even more disconcerting is the "chilling effect" that we're already seeing flow from the federal government to the private sector. Not only is this unsurprising to many who follow this space, it's expected. It was just June of 2023 that SCOTUS overruled 45 years of legal precedent, ruling against affirmative action in educational admissions.

While affirmative action is a topic too large and complex for this short article, the truth is, DEI has earned its reputation largely due to lack of understanding. Misconceptions have been amplified, and instead of engaging in meaningful dialogue about what DEI means, many have opted to reduce it to an easy scapegoat for broader societal issues. In recent times this narrative has become increasingly incoherent.

The truth is, in these intense and tumultuous times, DEI offers a path forward through and beyond the noise. It is a framework to make our organizations more representative, fair, and human-centered. In the same way that most of us would rather work for an organization that is profitable or mission-driven or "fun"; the vast majority of us similarly prefer to work for organizations that understand the nuts and bolts of what it means to belong in the workplace. Beyond that, many organizations are doing what is within their control to reach for the ceiling, not the floor, when it comes to achieving success with DEI priorities.

Before I get to some edgier assessments I’ve gleaned about our current landscape, I want to take a moment to break down the DEI acronym. Understanding each component of DEI can help dispel a lot of the myths and help us see that, when done correctly, it’s not about special treatment for some or reverse discrimination against the majority. It’s about fairness, opportunity, and respect for everyone, regardless of background.

Diversity :: More Than Just Numbers

Diversity isn’t just about hiring more people of different races, genders, or backgrounds. It’s about recognizing the value of having varied perspectives, experiences, and identities represented in an organization. A diverse team is more likely to generate creative solutions, approach problems from multiple angles, and reflect the global community we live in.

That said, diversity is also a reflection of the makeup of an organization. It's important to evaluate who is represented at all levels, where there may be gaps, and where we could stand to learn from new perspectives.

Diversity alone isn’t enough. It’s a starting point. Without the other components that make up the acronym, diversity can become a tokenized or hollow exercise.

Equity :: A Level Playing Field

Equity may be the most misunderstood aspect of DEI. Equity requires a recognition that not everyone has the same starting point, but we can help people by providing the resources and opportunities they need to be successful. Equity is not a zero-sum game - it's not about taking away opportunities from some in favor of others. It's about equipping those who have been historically excluded who deserve an equal chance at success.

Ultimately, equity is correcting the imbalances that have existed for far too long in our systems and power structures. Equity built into an effective DEI strategy may look like providing mentorship, access to networks, or career development resources to help those who historically haven't had access to certain opportunities.

Inclusion :: Where Diversity and Equity Take Root

Inclusion is the practice of ensuring that all people, regardless of their background, feel welcomed, respected, and valued. Without the "I" of inclusion, the "D" and the "E" don’t mean much. It’s about creating environments where different perspectives are genuinely appreciated - where a diverse group of people can collaborate effectively and that an equitable environment isn’t just a theoretical ideal but a lived experience.

Inclusion means that the ideas and contributions of everyone - including those in the minority and those used to having their voices overlooked - are not only heard, but are integrated into decision-making processes. It means that practices and policies are in place to foster a sense of belonging, and that every team member has the opportunity to thrive, regardless of their identity.

When we fail to foster inclusion, we risk creating environments where diversity is just for show and equity is nothing more than a buzzword.

DEI :: A Business Imperative, a Moral Obligation, and a Path Forward

We know effective DEI practices are good for business. Numerous studies have shown that diverse teams lead to better problem-solving, more innovative ideas, and higher employee satisfaction. But it’s also just the right thing to do. It’s about building a world where everyone has an equal chance to succeed and where the dignity of all people is respected. While this may feel lofty to some, for others of us it is a moral obligation - the only humane way forward.

Our current moment is a decisive one. One in which many of us will be forced to decide how important it is that our very own organizations reflect a commitment to the common good.

Compliance with employment and anti-discrimination laws are an important and foundational aspect to equity, but it is just the floor. Good DEI practices are the ceiling, the seemingly invisible and aspirational ceiling that the best organizations will continue to reach for regardless of political pressure or social tides.?I suspect it will become increasingly apparent which organizations truly prioritize people.

Right now, it might seem like resistance to DEI is louder than ever. There’s no shortage of vocal critics who are eager to spin DEI as something dangerous or divisive. But much of this resistance is not based in reality and is not reflective of the broader trends of our society. The reality is that the world is changing. More and more, organizations are recognizing that DEI is not just a moral imperative, but also an economic and social one.

There is good news here, that with the measure of time we are surely moving toward a more inclusive, equitable world (and workplaces). However, the misconceptions of (and attacks on) DEI are forcing a fundamental shift in how we understand and practice this important work. The shift may be uncomfortable, but it's inevitable. Now is a pivotal time for all leaders - not just DEI and HR leaders - to consider our role in shaping the organizations, institutions, and communities that ultimately shape our society as a whole.

A Personal Note

If you care about DEI, work on DEI initiatives, or know someone working in DEI, you are likely acutely aware of how deeply personal this work is. The stakes are high, and oftentimes DEI concepts are misunderstood or vilified. While the scrutiny is increasing, so is the critical nature of this work. We must stay strong - those of us who care about this work are in this together.

If you are interested in having more dialogue on this topic, please comment so I can keep you in the loop. I'm gaging interest for more in-depth articles, trainings, or discussion forums for these important topics.

Need help?! If you or an organization you know is struggling with your DEI strategy, including trying to navigate the increasingly complex legal and social landscape of diversity and inclusion, please reach out! I would be more than happy to set up a no-obligation call to discuss how we could work together to create the best environment and culture of belonging for you and your team.