When I tell people I do diversity, equity and inclusion (DEI) work, I’m usually met with an instant smile or a confused frown. The responses range from “that’s actually a job?” to “the work you do is so important.” Rarely is there a middle ground. The challenge with the term DEI is in its perceived divisiveness; it’s often seen as something that divides us rather than bridges us.
The History of Diversity Work
Following the civil-rights and women’s-rights movements of the 1970s, corporations began to establish diversity programs to promote equal opportunities for employees from various backgrounds. The early focus of DEI work was primarily on compliance with anti-discrimination laws and creating a more diverse workforce. In the late 1990s to 2000s, the title “chief diversity officer” (CDO) started being used to designate the leader responsible for shaping and implementing DEI strategies. In the following decades, the role of CDOs expanded beyond mere compliance, encompassing broader initiatives such as creating inclusive cultures, fostering diversity in leadership and addressing unconscious bias.
Fast-forward to present day and titles like “chief of diversity and inclusion” or “head of diversity, equity and inclusion,” with a stronger emphasis on inclusion and belonging, are far more common. As with many social movements, there are backlashes, and DEI is no different. This is often driven by misunderstandings and misconceptions of what DEI work is. DEI work is not merely about hiring and promoting folks with diverse backgrounds; it is about creating a workplace environment where everyone feels seen, heard and belonging. The zero-sum game mentality that stokes the fear of irrelevance in the dominant group and alienates people with diverse backgrounds through tokenism has created a polarization in DEI work.
DEI is About Relevance
It is critical to highlight this divide in views about DEI work because McKinsey’s latest research finds that leadership teams with diverse representation enjoy a 39% higher performance. DEI may feel like a polarizing or dirty word, yet the ultimate goal is for DEI to unite an organization, helping it better innovate and make better decisions.
DEI is also the reality of the future workforce as well as the customer base that consumer-based organizations hope to serve. Generation-Z (born late 1990s to early 2010s) are majority non-white, are more likely to identify as LGBTQ+ than past generations and are unwavering in their expectations for diversity and inclusion. Rather than see DEI as a dirty word, organizations must realize that it’s simply a reflection of shifting demographics and expectations of future generations. To remain focused on DEI is to stay relevant to future customer and employee needs.
Now is the Time to Double Down on DEI
At a time when competition may be retreating from the DEI conversation, the current movement offers a unique advantage for companies that stay in the work long-term. DEI work takes time. It’s not a competitive advantage that can be developed quickly like matching pricing and product strategies. It can take years for corporate cultures to shift to be more inclusive.
If DEI feels like a dirty word at your organization, consider using inclusion or belonging instead. Many of our clients have pivoted their language to focus exclusively on inclusion because they know that’s what ultimately drives diversity. Belonging is even more of an aspirational state than inclusion because very few organizations have a strong sense of belonging amongst their employees, 40% of whom agree that they feel isolated at work.
The words we use to describe DEI work are important. If DEI feels polarizing, pivoting to inclusion and belonging can help bring more people from the dominant group into the conversation. Not that we should shy away from DEI work, or the word itself, yet bringing in more options can help open up the conversation rather than close it down before it starts. At a time when DEI is risking further polarization, we need to create bridges rather than silos to get more allies in this important work.
