Top 3 Reasons for Making the Human Case for DEI

I recently read a headline in Harvard Business Review that stopped me in my tracks. “Stop Making the Business Case for Diversity.”?

Wait, what?!

According to the article by Oriane Georgeac, PhD, Assistant Professor of Organizational Behavior at Yale School of Management, and Aneeta Rattan, PhD, Assistant Professor of Organizational Behavior at London Business School, 80 percent of Fortune 500 companies justify their commitment to workplace diversity because it benefits their bottom line. Yet the authors’ research found this approach makes underrepresented job candidates less interested in working with them because it signals that they are simply a “means to an end.”?

The article’s authors suggest that organizations should instead make a “fairness case,” an argument based on moral grounds. In other words, the company is promoting DEI because it is the right thing to do. But they found the best results come from not making any case at all.?

The reasoning? The authors say that “companies don’t feel the need to explain why they believe in values such as innovation, resilience, or integrity. So why treat diversity any differently?”?

I agree. Sort of.

While diversity can (and should!) be a company value, there is undeniable evidence that it also tends to benefit an organization’s bottom line. Therefore, a strong business case for diversity does exist.?

Unfortunately, unlike the aforementioned values, DEI has become heavily politicized, which oftentimes results in those who remain skeptical.

Research from McKinsey?shows that organizations with high gender diversity in the company’s leadership are 25 percent more likely to experience above-average profits. In addition, organizations with culturally and ethnically diverse executive teams outperformed less diverse teams by 36 percent.?

Knowing that, I think we have to make a business case and a fairness case for diversity – what I call the “human case.” Not making any case at all is missing a critical opportunity to make human connections across gender, race, culture, and other identities.

However your organization decides to justify its DEI initiatives, it’s important to commit to actions that make the human case for DEI work.

Top 3 Reasons for Making the Human Case for DEI

1. Improve Retention

Worker retention is often rooted in trust and inclusion . If a person feels a sense of belonging at work, they’ll be happier and more motivated to stay in their current position. Improving retention can save the company thousands of dollars in recruiting, hiring, and onboarding new employees.

Creating a workplace where people from all walks of life feel included and respected is vital for establishing trust. It’s essential that employees feel safe at work, and that they know their identity won’t be questioned or judged. Fostering an environment of trust and respect through DEI initiatives can help improve relationships, create a more cohesive team, and assure people that they have a place in the company and at the table.?

2. Drive Innovation + Growth

Diverse teams with different backgrounds, experiences, and perspectives can spark new ideas and actions that may elude a team of people with mostly similar backgrounds. It’s easier to come up with innovative solutions when team members have different ways of looking at life and approaching problems.?

The link between diversity and innovation has been proven time and again through case studies and research . In today’s global world, businesses need to appeal to a diverse audience, which is easier to do when your team mirrors the market.

3. Attract Talent

Implementing and committing to DEI initiatives not only helps existing employees but also opens the door to fresh talent. When potential job candidates learn that your organization is serious about inclusivity, that will inevitably open the door to applicants from different backgrounds and identities. Additionally, when companies follow DEI best practices to fine-tune their recruitment process, this action can attract candidates who might not have applied for the job otherwise.

Make the Human Case for DEI Initiatives.

DEI activities have the potential to make a huge impact on the day-to-day operations of your organization. By creating an inclusive working environment and investing in initiatives that support diversity and equity in the workplace, you can help foster an atmosphere of trust and understanding that leads to greater success.

Here are some steps to improve DEI practices in your organization:

• Download the Bridge Builders ebook
• Take our free DEI Assessment
• Try the 7-Day Challenge

Being an?#ALLY ?is ongoing work. Any uplifting impact we make now, no matter how big or small, will build a better world for future leaders and generations to come. Let’s keep working together to effect change.?Subscribe to continue these Uplifting Conversations!?