In recent years, a confluence of factors (including economic uncertainty, financial constraints, and legislative challenges) has led to a downturn in the push for diversity, equity, and inclusion (DEI) within organizations.1 Despite longstanding efforts by companies to address systemic inequalities through initiatives such as affirmative action and DEI programs, the landscape has shifted. Integral to these efforts to address systemic inequalities are affirmative action (that encompasses various policies to provide opportunities for historically marginalized groups) and DEI initiatives (aimed at fostering inclusive environments for individuals of all backgrounds).2
However, the current climate poses obstacles to the advancement of these goals, prompting organizations to reassess their strategies for promoting equity, representation, and diversity in both society and the workplace. As organizations, this opens an opportunity for us to take a lead role in creating and sustaining real change in organizational spaces, ultimately leading to a happier, more committed workforce and improved organizational resilience and performance.
How has the DEI landscape changed?
The landscape of affirmative action and DEI has shifted. Legislative and political challenges associated with affirmative action and DEI initiatives, discussed below, have been major reasons for increased attention on this topic, apart from economic uncertainty and financial constraints.
In 2020, George Floyd was murdered by a police officer, sparking days of unrest and mass Black Lives Matter protests around the world.3 This event led to public pressure being placed on organizations to show that they are making active efforts to confront systemic racism, resulting in the hiring of chief DEI officers and promises to invest large sums of money in support of racial equity.4 However, in June 2023, the Supreme Court ruling in the Students for Fair Admissions (SFFA) case marked a pivotal moment, effectively ending race-based affirmative action in higher education in the United States and sparking a broader debate about the legality and efficacy of such policies. This decision has reverberated across various sectors, prompting organizations to reassess their approaches to diversity and inclusion due to shifting legal and social landscapes.5
“The bottom line is every employer is going to have to look at their recruitment, hiring, advancement and other systems to make sure they’re not discriminating on the basis of race, gender and other characteristics—no matter how well-intentioned their efforts are,” said Stephen Paskoff, CEO of Employment Learning Innovations.6 Therefore, considering the current climate around DEI, organizations may need to follow a more cautious approach in their DEI efforts.
Before we dive a bit deeper into the criticisms for and benefits of DEI in the world of work, this is a great opportunity to reflect on your own stance on DEI and what your organization has in place currently. Have you created DEI-related job roles and invested money and resources into DEI initiatives? Gen Z (born between the late 1990s and early 2010s) expects to see dedication to DEI efforts. They are currently joining the workforce and will soon make up a third of employees.7Are you prepared to attract, engage, and retain this generation? Have you updated your language and terminology regarding DEI to better reflect current trends and sentiment? 8
What are the criticisms of DEI in the workplace?
While DEI initiatives hold promise for promoting diversity and inclusion, the initiatives face significant challenges and criticisms. Legal challenges, such as those arising from the SFFA ruling, have raised questions about the constitutionality of race-based affirmative action and diversity programs. Critics argue that such policies perpetuate reverse discrimination and undermine merit-based principles. Others perceive DEI efforts as tokenistic or superficial, as failing to address underlying systemic issues, and as creating divisions within organizations.9
Moreover, the backlash against DEI initiatives highlights broader societal tensions surrounding identity, privilege, and power dynamics. Some individuals resist efforts to promote diversity and inclusion, viewing them as threats to their own status or opportunities.10 Additionally, the politicization of DEI issues has led to polarization and ideological divides, further complicating efforts to advance meaningful change.11
Although some criticisms are valid, thoughtful DEI strategies and practices are essential in workplaces. Done well, there are many benefits and advantages to implementing effective and meaningful DEI policies, practices, processes, and strategies.
What are the benefits of DEI in the workplace?
Despite the challenges and controversies, DEI initiatives offer substantial benefits to organizations and society. DEI initiatives (such as implementing diverse hiring practices and promoting pay equity) serve as mechanisms for promoting equity, leveling the playing field for individuals from underrepresented backgrounds, and fostering diverse perspectives and experiences in the workplace.12 Research has consistently shown that diverse teams are more innovative, creative, and resilient, leading to enhanced problem-solving and organizational performance.13 Improved collaboration, employee satisfaction, customer satisfaction, employee engagement, and retention are also benefits of a diverse workforce.14 Furthermore, DEI efforts contribute to creating inclusive cultures where all employees feel valued, respected, and empowered to contribute their unique talents and perspectives.15 Overall, there is firm consensus amongst the articles researched for this piece that DEI efforts are important, effective, and should continue within organizations. The following section provides some guidelines and considerations for organizations during this turbulent time.
What can organizations do? 13 effective strategies for better DEI
In navigating the complexities of DEI, organizations must take proactive steps to address systemic biases, promote diversity, and foster inclusive cultures to reap the benefits suggested above. Some strategies that organizations can consider include:
- Ensure DEI initiatives have the full support of top leadership and hold leaders accountable for achieving DEI outcomes. Leaders can also identify DEI champions across the organization to bolster DEI efforts. Leadership’s commitment is essential for advancing any DEI efforts.16
- Demonstrate open and transparent communication to build trust and foster understanding within the organization. Leaders should facilitate honest dialogue about DEI issues, encourage diverse perspectives, and actively listen to the experiences and concerns of all employees.17
- Broaden the pool of potential hires by posting open job roles online and looking further afield for talent. Offer flexible and remote working opportunities to attract global talent, as well as parents and caregivers who have value to add but cannot always be office based.18
- Evaluate your recruitment processes and DEI initiatives to ensure they include people with disabilities. Create accessible job postings, offer alternative application methods, and train employees on disability awareness and inclusive practices.19
- Prioritize upskilling and skills-based hiring (top of the DEI agenda), ensuring that recruitment and interviewing processes are revised to understand candidates’ experience, not only their education. “Someone may not have a four-year degree but may have ten years of actual experience in the field,” says Amira Barger, Edelman executive vice president and head of DEI Communications & Advisory, Health Communications.20 Create structured recruitment and promotion processes with criteria that are clear, transparent, and merit-based.21
- During the onboarding process, implement surveys to understand how much new employees know about DEI and explain why DEI principles matter to the organization, not only how they’re implemented.22
- Conduct employee education or training on topics such as unconscious bias, allyship, and inclusive leadership to empower employees to recognize and challenge biases, cultivate empathy, and champion inclusive practices.23
- Train managers on relevant topics, such as how to give feedback and how to ask good questions of an employee, to empower managers to build a team or organizational culture where employees feel a sense of belonging.24
- Leverage data to prove the value and positive impact of DEI investments, as well as track improvements and progress.25
- Be mindful of the language used in DEI policies and practices, as well as in formal and informal communication about them.26 For example, remove stereotypical language and ensure that language in job descriptions is inclusive and avoids unnecessary terminology that may exclude or deter candidates.27
- Create an inclusive and equitable culture that is supportive of a diverse workforce, thereby emphasizing inclusion and equity over diversity.28 In simple terms, ensure your diverse employees feel empowered, valued, and respected within the organizational culture.
- Provide employee resource groups, mentorship, or other forms of support to members of underrepresented groups once they’re on board.29
- Review employee benefits policies to ensure they are being applied equally to all employees.30
The changing landscape of diversity, equity, and inclusion in employment highlights the need for proactive strategies within organizations. Despite challenges, DEI initiatives are crucial for promoting fairness, diverse perspectives, and inclusive cultures. Therefore, it is important for organizations to reassess their policies, practices, processes, and strategies accordingly. Embracing DEI improves organizational performance and contributes to a fairer society. Moving forward, it’s imperative that organizations remain adaptable and committed to meaningful change.
Click the link below to download the full report on how best-in-class organizations are prioritizing their DE&I initiatives.
1. Harvard Business Review. Where does DEI go from here? https://hbr.org/2023/09/where-does-dei-go-from-here?
2. American Association for Access, Equity and Diversity (AAAED). What is Affirmative Action? https://www.aaaed.org/aaaed/About_Affirmative_Action__Diversity_and_Inclusion.
3. MRP News. https://www.mprnews.org/crime-law-and-justice/killing-of-george-floyd
4. Washington Post. Affirmative action is under attack. How did we get here? https://www.washingtonpost.com/technology/interactive/2024/dei-history-affirmative-action-timeline/
5.Washington Post. Affirmative action is under attack. How did we get here? https://www.washingtonpost.com/technology/interactive/2024/dei-history-affirmative-action-timeline/
6. HR Executive Online Magazine. After SCOTUS strikes down college affirmative action, what employers need to do. https://hrexecutive.com/after-scotus-strikes-down-college-affirmative-action-what-employers-need-to-do/
7. Johns Hopkins University. Gen Z in the workplace: How should companies adapt? https://imagine.jhu.edu/blog/2023/04/18/gen-z-in-the-workplace-how-should-companies-adapt/
8. HR Brew. The shifting language around DE&I isn’t just about politics. https://www.hr-brew.com/stories/2024/03/07/the-shifting-language-around-de-and-i-isn-t-just-about-politics
9. Forbes. Is Elon Musk right about DEI? Exploring popular critiques of DEI. https://www.forbes.com/sites/janicegassam/2023/12/18/is-elon-musk-right-about-dei-exploring-critiques-of-dei/?sh=6bf70fca7d74
10. Forbes. 10 reasons why DEI efforts fail and how to ensure they succeed. https://www.forbes.com/sites/theyec/2023/04/03/10-reasons-why-dei-efforts-fail-and-how-to-ensure-they-succeed/?sh=696f5b552696
11. The New York Times. Critics of DEI forget that it works. https://www.nytimes.com/2024/01/21/opinion/diversity-equity-inclusion-dei.html
12. Academy to Innovate HR (AIHR). 13 tried-and-tested DEI initiatives to implement (in 2024). https://www.aihr.com/blog/dei-initiatives/
13. Penn LPS. DEI in the workplace: Why it’s important for company culture. https://lpsonline.sas.upenn.edu/features/dei-workplace-why-its-important-company-culture
14. Business Leadership Today. What are the benefits of DEI in the workplace. https://businessleadershiptoday.com/what-are-the-benefits-of-dei-in-the-workplace/
15. Forbes. 15 key benefits of DEI to communicate with team members. https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/05/19/15-key-benefits-of-dei-to-communicate-with-team-members/?sh=21d4c5e8195c
16. HR Morning. 5 critical components to DEI success in your organization. https://www.hrmorning.com/articles/dei-success/
17. LinkedIn. What the affirmative action decision means for the future of DEI. https://www.linkedin.com/pulse/what-affirmative-action-decision-means-future-dei-latesha-byrd-/
18. The Prinz Law Firm. Does the court’s affirmative action ruling affect workplace diversity? What employers need to know. https://www.prinz-lawfirm.com/our-blog/2023/august/does-the-court-s-affirmative-action-ruling-affec/
19. Harvard Business Review. Do Your D&I Efforts Include People with Disabilities? https://hbr.org/2020/03/do-your-di-efforts-include-people-with-disabilities
20. HR Executive Online Magazine. Will corporate DEI survive a growing ‘anti-woke’ movement? https://hrexecutive.com/will-corporate-dei-survive-a-growing-anti-woke-movement/
21. Harvard Business Review. DEI is under attack. Here’s how companies can mitigate the legal risks. https://hbr.org/2024/01/dei-is-under-attack-heres-how-companies-can-mitigate-the-legal-risks?
22. Harvard Business Review. Why companies can – and should – recommit to DEI in the wake of the SCOTUS decision. https://hbr.org/2023/07/why-companies-can-and-should-recommit-to-dei-in-the-wake-of-the-scotus-decision
23. Harvard Business Review. DEI is under attack. Here’s how companies can mitigate the legal risks. https://hbr.org/2024/01/dei-is-under-attack-heres-how-companies-can-mitigate-the-legal-risks?
24. Harvard Business Review. Overcoming today‘s DEI leadership challenges. https://hbr.org/2023/09/overcoming-todays-dei-leadership-challenges?registration=success
25. HR Executive Online Magazine. Will corporate DEI survive a growing ‘anti-woke’ movement? https://hrexecutive.com/will-corporate-dei-survive-a-growing-anti-woke-movement/
26. The Washington Post. The growing battle over corporate diversity practices, explained. https://www.washingtonpost.com/business/2023/10/02/corporate-diversity-inclusion-affirmative-action-ruling/
27. LinkedIn. What the affirmative action decision means for the future of DEI. https://www.linkedin.com/pulse/what-affirmative-action-decision-means-future-dei-latesha-byrd-/
28. HR Executive Online Magazine. Will corporate DEI survive a growing ‘anti-woke’ movement? https://hrexecutive.com/will-corporate-dei-survive-a-growing-anti-woke-movement/
29. The Washington Post. The growing battle over corporate diversity practices, explained. https://www.washingtonpost.com/business/2023/10/02/corporate-diversity-inclusion-affirmative-action-ruling/
30. Harvard Business Review. DEI is under attack. Here’s how companies can mitigate the legal risks. https://hbr.org/2024/01/dei-is-under-attack-heres-how-companies-can-mitigate-the-legal-risks
