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In 2020 and 2021, DEI efforts across the corporate world were in full swing, with many companies even adding specific diversity leadership positions. Now, with continuing fears of a recession and global economic uncertainty, many of these positions have been eliminated and DEI program resources have been reallocated. But, one way that companies can continue to prioritize this need is via leadership. This recent article in Fortune highlights what leaders and companies can do and should continue to do to further DEI initiatives even without more structured programs.
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Thank you for sharing this, Alissa! The article in Fortune is a good one; Forbes has had some good material on this recently as well.
I was recently struck by this as well, from HR Executive: https://hrexecutive.com/after-the-scotus-affirmative-action-ruling-employers-are-ready-to-stand-behind-dei/?oly_enc_id=7676G6197145C7R
This article explores something that many of us may have felt was counterintuitive - the recent SCOTUS ruling regarding the constitutionality of Affirmative Action may help, not hinder, DEIB efforts at companies. Now, that single decision does not exist in a vacuum, rather it comes against a backdrop of DEI opponents pushing back against the very existence of DEI roles in companies. Even Chick-Fil-A had a backlash because they employ a leader whose role it is to make the company more appealing and accessible to different types of people and to try to make employees feel valued.
The substance of the article, I think, focuses on the fact that years of touting the "business case" of DEIB efforts rather than just the altruism alone have paid off. Organizations, customers, and communities have seen the evidence supporting diverse and inclusive organizations as inherently more innovative than their more homogeneous contemporaries. DEIB has become a cornerstone of talent strategy at winning organizations.