| The news has been abuzz with companies that have quietly (and in some cases loudly), stepped away from their DEI commitments (think: Walmart, Meta). The level at which some organizations are retreating from diversity, equity, and inclusion raises the question: Were those statements, press releases, and employee resource groups introduced just a few years ago merely performative? The tragic and very public death of George Floyd in 2020 prompted a wave of corporate pledges to embrace diversity, equity, and inclusion. Five years later, we’re seeing some of these commitments wane, but as Stacey Abrams pointed out at the National Minority Supplier Development Council conference last year: For every company that very publicly abandons DEI, dozens more remain committed. They’re committed 1) because it supports their core values, 2) they recognize that companies with both gender and ethnic diversity routinely outperform those that are not, and 3) customers are increasingly making buying decisions based on the values they share with a business. Despite changing political and social climates, DEI initiatives cannot be viewed as optional. DEI isn’t a buzzword. There are countless studies that speak to both the impact of diverse and inclusive work environments on company culture, innovation, talent retention, and establishing public trust. One such study by the Center for Talent Innovation found that diverse teams are more likely to innovate and capture new markets. Not only can rolling back DEI hurt the brand’s reputation and erode employee trust, but it can also limit growth. I’m deeply passionate about the importance of listening to and engaging diverse voices – especially in communications efforts. I’ve had the privilege of working with both corporate and nonprofit organizations to strengthen their commitment to DEI. One of my primary strategies is helping leaders create spaces where employees and stakeholders at every level feel heard and valued. Guiding senior leaders to understand the power of listening and empowering teams to confidently speak up is transformative work that drives progress, boosts morale, strengthens public trust, and ultimately supports the company’s bottom line. As communications professionals, I believe we must lead the way. It’s up to us to hold leaders accountable and guide them toward meaningful, lasting DEI strategies. This means crafting values-driven messaging, tracking measurable outcomes, and clearly communicating the very real business value of DEI to key stakeholders. By doing so, we can ensure that diversity, equity, and inclusion remain central to both organizational success and societal progress. Let’s keep pushing for progress — together. |
