"Diversity" ...strategy, tactic, or welfare plan?

In recent years black, brown, and others who claim the label of minority have leaned in on the diversity and inclusion conversation. The business owners among them see it as an opportunity to secure contracts. The masses, job opportunities. The corporations, to avoid negative publicity from the Cancel Culture Council. Right and wrong have nothing to do with this conversation as what is of consequence is what is right or wrong for your business. Which brings us to the question: strategy, tactic, or welfare plan? Let's look at the three, and allow you to make the decision about what is right for your business thereafter.

Strategy. Companies that approach DEI/ minority certification as their business strategy are effectively placing all of their proverbial eggs in one basket. This usually occurs when they have their start as an employee of a government contractor, and break out on their own as a subcontractor thereof. The obvious growth trajectory is to then deal directly with the prime contractor, and the government agency/ department thereafter. The threat is rarely discussed. One mistake (missed payroll, unhappy contract officer, failed deliverable, etc.) and the gravy train can meet it's end with a flag/ ding placed on your Sam.gov profile by the agency.

Tactic. The alternative to contracting be the primary revenue source for your company is to have it be one of two or more revenue stream tactics (part of a larger strategy). Government contracts are a great proving ground given the rigor a company must face from proof of capability to working capital and bonding requirements. The ability to successfully jump threw these hoops makes the prospect of also securing B2B contracts/ opportunities a no-brainer, as the primary hoop one must traverse is the 6-18 month sales cycle. Seems obvious but, it must be said -two is better than one.

Welfare plan. It needs to be said because it is a mindset that has become prevalent, and goes ignored/ unchecked out of a fear of one falling outside of the lines of political correctness -and for good reason. Gone are the days when wisdom trumps all, as feelings appear to rule the day, and those ruled by their feelings rule others via "cancel culture." Thus the mindset/ opinion that one ought be entitled to the financial security which government and B2B opportunities represent solely on the basis of pronoun, race, or gender cannot be ignored. The keyword is solely; a company with the ability to successfully compete seeking only the opportunity to prove their ability are not who we are discussing here.

Having taken a look into the three angles that DEI can be perceived from, which is right for your company? Not sure; comment below, and let's discuss it.