DEI That Works For Everyone – Part 2

DEI efforts are under fire. Microsoft reportedly disbanded its DEI team. John Deere stepped back from "social or cultural awareness" events. Even the Society for Human Resource Management dropped "equity" from its diversity and inclusion approach. If you’re a DEI professional, your job is not feeling secure.

This isn't the first time DEI initiatives faced pushback. Backlash against affirmative action in the 90s. Resistance to diversity training programs in the early 2000s. Each wave of resistance has ultimately led to better DEI approaches. When affirmative action was under fire, it pushed us to think more holistically about creating diverse pipelines. When diversity training was challenged, it led to more nuanced, research-based methods. This current pushback is another opportunity for evolution. The goal of creating more inclusive, equitable workplaces isn't going away. We just need to keep finding better ways to get there.

DEI work has sometimes felt exclusionary. When we focus solely on underrepresented groups, we can inadvertently make others feel left out or even villainized. We need to reframe DEI as a collective effort to make our workplaces better for everyone. It's about creating an environment where all employees can thrive and contribute their best.

It’s now time for some very important context. If you are reading this in 2024, you did not inherit a situation where workplace equality is a current reality. Certain groups have been intentionally pushed to the margins in our workforce, and that's not ancient history. Jim Crow laws didn't magically disappear overnight. The glass ceiling for women didn't shatter on its own. And let's not pretend that discrimination against LGBTQ+ folks is a thing of the past. If we're going to make real progress, we need to be honest about where we've been and where we still need to go. It's not about pointing fingers or dwelling on the past. It's about understanding our starting point that we have all inherited so we can chart a better course forward. Acknowledging past wrongs doesn't diminish anyone else's hard work or success. It just gives us a clearer picture of the playing field we're all on. Let’s own the shared history that we have inherited and use that knowledge to build something better for everyone.

Let’s get better at communicating the business case for DEI. This isn't just about doing the right thing (although that matters). Diverse teams are more innovative, make better decisions, and drive better business results. When we frame DEI as a strategy for organizational success, it becomes something everyone can get behind.

Let’s broaden our definition of diversity. Race, gender, and other visible differences matter. But so do diversity of thought, experience, and background. By recognizing these forms of diversity, we create more entry points for people to engage with DEI work.

Let’s add interactive training sessions that build empathy and understanding. Use real-world scenarios and encourage open dialogue.

Let’s add inclusion metrics to how we track DEI success. Are people from all backgrounds feeling heard and valued? Do they see opportunities for growth and advancement? These are the indicators of a truly inclusive culture.

The backlash against DEI is real, but it doesn't mean the work isn't valuable. It means we need to do it better. By evolving our approach to be more inclusive, collaborative, and results-focused, we can create DEI initiatives that truly benefit everyone. DEI is about creating workplaces where every individual can bring their whole self and do their best work. Let’s create a new approach to DEI That Works For Everyone.