Is your DEIB work authentic or performative? Here’s how to tell.

Welcome to Simply Diversity. This bimonthly letter breaks down key diversity concepts and explains how you can apply them... simply. There are plenty of terms heard ‘round the Internet as we prioritize diversity, inclusion and belonging in everything we do. This newsletter explains what these concepts are, why they’re important, and how to practice them.?

In times of uncertainty or recession, budget or resources allocated to DEIB (diversity, equity, inclusion and belonging) are usually first on the budget chopping block.?

If that is the route your organization is taking, you’re making a short-sighted move that your company will regret.?

Break it down:?

Sure, you might save a few dollars today. But in the long run, you are signaling (to leadership, employees, future employees, competitors and the marketplace) that any and all positive activities related to DEI have been performative.

You can’t argue that your company values something when you are quick to discard it.?

Sure, you may say you'll pick DEIB work back up in a few months (or longer) when “things are better financially.” But this actually underscores that your actions are performative: nobody can believe there is a genuine commitment to DEIB actions when those actions go by the wayside instead of being a fundamental, non-negotiable aspect of your values and investment.

I hope you can see the writing on the wall: bailing on DEIB initiatives at the first sign of uncertainty is a fatal blow to any trust you hope to have as a brand, employer, and leader in the marketplace.?

In fact, Korn Ferry senior partner Dennis Baltzley, who leads the management consulting firm’s leadership development solutions unit, provided this tip in The Trust Factor :

Don’t abandon DEI initiatives. While diversity and social justice-minded efforts might have been an early cost-cutting measure in the past, today’s consumer closely links those initiatives with trust. Executives risk alienating key customers if they treat DEI as a luxury, rather than part of the corporate fabric.

“If the pressure is on and we believe it’s a low-trust world coming into this recession, the next question is how skillfully we manage diverse stakeholders, because they’re not going to get any closer in a recession,” Baltzley said. “Those who have moved their DEI strategies beyond representation and into culture are going to be better-positioned for this.”

Furthermore, there is evidence that organizations that increase investment in economic competencies (such as strategy and training) during recessions show improved return on equity, sales growth, and market values after the recession (source ). You can see the stark comparison to companies that decreased investment in the graphs.

Do Something Different:

If your organization’s immediate impulse in a recession is to “tighten your belts,” DEIB is not the place to tighten them (but perhaps some corporate salaries or bonuses have some leeway?).

If you believe that DEI helps reduce turnover and increase productivity, then in times of uncertainty and recession, continuing your efforts will pay dividends in recovery time.?

You must stay the course and show your workforce and the marketplace that your organization values DEIB.?

Let me know: has leadership at your company shared how they will address the recession? Has anyone’s company made it clear that DEIB work is protected? What about companies that have already cut back on DEIB? Please share in the comments — I value hearing your experience.?

About Stacey Gordon and Rework Work:

Stacey Gordon is Executive Advisor and Diversity Strategist of Rework Work where she and her team coach and counsel executive leaders on DEI strategies for business, while offering a no-nonsense approach to unconscious bias education for the broader employee population. Stacey’s unconscious bias course was the most popular course on LinkedIn Learning platform in 2021 and it has also been translated into multiple languages. Stacey is also the founder and host of the Rework Work Community , a free diversity, equity, and inclusion learning and practice space for professionals. You can find Stacey’s book, UNBIAS: Addressing Unconscious Bias at Work , at Amazon, Barnes & Nobles, and wherever books are sold.