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As we continue to watch the backlash against DEI increase, for many companies, diversity, equity, and inclusion does not seem to be a worthwhile investment or is no longer in vogue. In their eyes, DEI is dead, or making significant investment in it at least is. Yet the need for diversity, equity, and inclusion programs, and DEI teams has not ceased. In fact, in this era of hybrid work and micro-aggressions being transmitted across the Zoom screens, and the rise of AI tools demonstrating dangerous biases, it is now critical more than ever. Further, the conflict in the Middle East also shows the need for experts to navigate difficult conversations and to provide safe spaces to manage complex cultural issues at work. It is essential that leaders show courage and not give up on improving the culture of the workplace for ALL. So if you think DEI is dead, let us explore how it must live on and how leaders can answer the call by doing the following:
1)Acknowledge that the same causes and reasons for diversity, equity, and inclusion programs still exist- racial and gender inequity in hiring still is pervasive, micro-aggressions are still rampant, and toxic workplaces remain the norm in many workplaces. A recent Wall Street Journal reportwhich indicates that Black professionals are being promoted as lower rates than a few years ago illustrates this point. Therefore, it is unwise to reduce investment in your diversity, equity, and inclusion staff & programs. Your employees are telling you their needs. Listen to them.
2)Stop making DEI a four letter word or treating it as a meaningless acronym – as companies now move to changing Chief Diversity Officers to Chief Belonging Officer, so many leaders are running from the responsibilities of addressing diversity, equity, and inclusion. Language matters, and “belonging” is not the same as “equity” or “inclusion.” The efforts to dilute these terms with a replacement that is more palatable speaks to company leaders not wanting to make political waves. There is nothing wrong with the term “diversity, equity, and inclusion,” but it is the lack of willingness of some leaders to honor their meaning, which has caused it to wither and lose favor across many industries. Instead of changing terms, actually commit to making your companies more diverse, inclusive, and equitable.
3)Treat DEI as a long term investment, not a trend – many of the commitments made in 2020 have been abandoned by companies, especially as the backlash emerged. Some leaders became nervous about how their investors or board members might react to what they deemed as a “radical liberal agenda,” and decided to reduce their DEI spend. That is a mistake because if you have women, people of color, transgender, lesbian, gay, or older workers, then you should be mindful of their needs, instead of continuing to center cisgender, White male Christian heterosexual perspectives. You will lose these employees if you are not working to be more inclusive or equitable. And if you are in a customer/consumer facing business, you will lose market share by turning off or offending diverse constituencies, with the catastrophic stewardship of X/Twitter by Elon Musk being exhibit A of what happens when you ignore DEI issues. Further, as AI technology expands, there will be even more need for experts to examine biases in how these AI tools are trained, to avoid dangerous consequences such as the unjust racial profiling of Black citizens through predictive AI.
4)Stop the illegitimate gatekeeping – during the racial reckoning of 2020, I was approached by several well known companies, who expressed an interest in diversifying their coaching rosters, claiming to want more Black coaches for their employees. So many of these organizations had predominantly White coaches, many of whom, while well intentioned, lacked the cultural competence to appropriately engage their diverse team members. Yet as I engaged in conversations with these companies, it was evident that they had no intention of welcoming more Black coaches. It was performative. They seemed more interested in gatekeeping, asking a psychologist and an executive coach such as myself, who has been practicing for over 20 years, whether or not I had a coaching certificate from their identified institution of choice. And when I answered in the negative, it was clear the conversation would go nowhere. However, they could walk away saying they tried to diversify their coaching rosters, but just couldn’t find “qualified” candidates, which is untrue.
And unfortunately, their diverse staff members, especially their Black team members, will suffer from receiving coaching from culturally incompetent practitioners, and as a result, will probably be counselled out, continue to be denied advancement opportunities, or made to feel inferior & not a top performer. And the same applies to DEI opportunities, where the vast majority of consultants or in-house DEI teams are White. This form of illegitimate gatekeeping is White supremacy ideology at its worst. It claims to value “quality” over everything else, but their definition of quality ends up prizing almost all White practitioners. This gatekeeping needs to cease, and genuine opportunities for diverse consultants, coaches, and team members must be expanded.
5)Understand that DEI is a wellness issue which affects everyone – some have argued that companies should pursue DEI initiatives as a business case or a moral case, the reality is that ultimately, even if you are not moved by either case, it is important to recognize that DEI is overall an issue about wellness. Racism, sexism, transphobia, and the micro-aggressions associated with them and other biases adversely impact the mental and physical health of those affected by it. For instance, a 2019 study demonstrated that racist experiences increased inflammation in African Americans, which raised their risks of developing heart disease or kidney disease. Such experiences are traumatic, and trauma has been linked to a variety of mental and physical health concerns such as anxiety, depression, and high blood pressure. As an employer, it benefits you if all your employees are in the best physical and mental health, for productivity, as well as savings realized through reduced absenteeism and healthcare costs. Therefore, rather than viewing DEI as a luxury or something only for those who are underrepresented, recognize that it will affect your bottom line and the overall health of your company if it is not properly addressed.
We are in a most challenging time, as companies face changing work conditions, and international conflicts exacerbate tensions in our workplaces. Despite the political atmosphere in many states and corporate boardrooms causing leaders to turn away or against DEI, now is actually the time to double down on your investment in it, to ensure that your company will thrive for years to come. So as we look to 2024, use this call as an opportunity to deepen your commitment to diversity, equity, and inclusion, and anti-racist initiatives for the benefit of ALL your employees. Transformative change for healthier workplaces is possible, but you must be brave and determined.
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