Diversity and Inclusion in the Workplace
Diversity and Inclusion in the Workplace: Navigating Shifting Support for DEI
I’ve noticed a recurring theme lately as I’ve scanned the headlines about diversity, equity, and inclusion.
Too often I’m seeing DEI programs in politicians’ crosshairs. The inevitable result of that scrutiny is a contentious debate played out in the media.
Our views on DEI in the United States are complex, divergent, and highly charged. It’s a challenging space to be in.
And it’s equally important that we all be willing to jump in anyway.
This thought came up again as I read the Pew Research Center’s report saying that support for the Black Lives Matter movement has declined.
That got me thinking: How is this showing up in diversity and inclusion in the workplace, and how should companies respond?
Riding the Rollercoaster of Public Opinion
It doesn’t matter what the topic of the day is – gun violence, reproductive rights, anti-Semitism, or any other cause. The public conversation ebbs and flows based on national events and what’s in the media spotlight.
Organizations have to be different. They have to resist the riptide pulling them towards reactive, surface-level responses to the diversity flavor of the week.
We need them to invest for the long term and be all-in on holistic approaches that foster enduring change and workforce diversity.
“Performative” No Longer Performs
There is incentive for this. In recent years, companies that have failed to embrace substantive change have faced backlash.
Walmart, for example, was roundly criticized for selling Juneteenth-themed (and trademarked) ice cream and party decorations for the holiday that marks the end of slavery.
In the end, the company pulled the ice cream and other products from its shelves, but not before igniting a firestorm on social media.
The public, politicians, and news media are on the lookout for performative DEI initiatives, and they’re not afraid to speak up.
They organize and promote protests, boycotts, social media campaigns, and more. These create challenges for companies that extend way beyond the Office of DEI.
The days when companies could get away with surface solutions are over.
It’s time to set aside the symbolic and embrace a genuine commitment to diversity equity and inclusion in the workplace.
Fortunately, the business case for doing it is also strong. Diverse organizations routinely outperform those that are less so.
What Does Commitment to Diversity in the Workplace Look Like?
Change starts at the top, we know this. It’s especially critical in the case of DEI, though, because it lives in that highly charged space of social justice.
DEI rarely if ever succeeds when leadership doesn’t set the tone.
Done correctly and with a firm, unwavering commitment, lasting change is bound to follow.
Another bonus? When companies get serious about their commitment to DEI, they’re much more likely to withstand public pressure and be pulled in different directions.
The Elements of a Clear Commitment to Diversity
So what does effective workplace diversity look like in action? Consider these pillars:
- Embedding DEI in every business strategy as a foundational pillar
- Ongoing education and training to challenge bias and promote cultural competence
- Creating accountability: Measuring progress, setting benchmarks, evaluating the impact of diversity initiatives
- Working with diverse suppliers and supporting minority-owned businesses
- Addressing equity gaps in communities where the companies operate
- Promoting open dialogue that includes marginalized voices
- Dismantling systemic barriers that slow progress
When Diversity Wins, Everyone Wins
By embracing diversity and inclusion as core values, organizations benefit in multiple ways, the bottom line included.
Customers will reward with their business the organization they view as being aligned with their values.
Diverse organizations drive innovation, enjoy enhanced reputations, and contribute to a more equitable society.
I also firmly believe they can lead us to a more inclusive future.
That’s the future I want for us all.
Over to you!
What are your thoughts on this? Send us a message and let us know.
Would you like help to design or implement a diversity strategy in your workplace? Oasis Strategic Consulting’s services can support you at any stage in the process.
Contact us to learn more.
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