DEI in Corporate Strategy

DEI practitioners: unless the people we work with can clearly explain what #equity work means in the context of DEI, we're going to keep seeing organizations and laypeople alike having an easy target for their anti-DEI attacks. I don't want to see more infographics of kids standing on boxes. I don't want abstract metaphors or defining equity by what it's not ("equity isn't equality!"). These might be useful teaching tools to illustrate a concept, but something's deeply wrong when the people communicating in DEI's defense can't go any further than regurgitate metaphor when tested on their knowledge. How about: Equity is an organizational outcome where people's demographics no longer predict their success or failure. How about: We achieve equity for any given dimension of difference (race, gender, disability, sexuality, class, religion, parental status, etc.) when people across that demographic are hired, paid, given feedback, mentored, developed, and promoted fairly. How about: Achieving equity at scale within an organization requires that we remove discriminatory barriers to success, build processes and practices that are fair for all, and design policies that meet a wide range of differing needs. People should be using equity in the same sentences as "non-discrimination," "fairness," and "healthy organizations." People should be conceptualizing equity work alongside organizational design, participatory decision-making, and change management. Chew on that. Adapt it for your own context. Repeat it until you can say it reflexively, whenever you're pushed on the work you're doing, because this is one of the most straightforward ways we can take back the narative. Many of the ongoing attacks on DEI work opportunistically take advantage of this industry's inconsistent praxis and messaging. And unfortunately, the quippy straw men character assassinations of DEI propped up by these detractors are more readily absorbed by laypeople than "look at this graphic of kids on boxes to understand the difference between equity and equality." It's not enough for us, in this environment, to just do the work. We also need to defend it and train those we work with to defend it in the public sphere, to combat forceful misinformation with just as forceful TRUTH, asserting that we ARE seeking to undo and correct inequity precisely by building organizations that are healthier and fairer for EVERYONE—and that workplaces and leaders strike down this work at their own peril.

For everyone who keeps saying, "DEI = Didn't Earn It," let me educate you. DEI isn’t just a corporate buzzword—it’s about ensuring that everyone has an equal opportunity to work, thrive, and be respected. It includes: ✅ Your coworker with ADHD who needs a quiet workspace to focus and do their best work. ✅ The deaf cashier at your local grocery store who greets you with a warm smile and quickly signs "thank you" when you check out. ✅ The chronically ill employee who works remotely because commuting drains their energy, but whose contributions are just as valuable as anyone else's. ✅ The Black woman in leadership who deserves to be recognized for her expertise, not dismissed or interrupted in meetings. ✅ The LGBTQIA2S+ employee who wants to share pictures of their partner on their desk without fear of side-eyes or whispers. ✅ The Muslim team member who takes a few minutes for daily prayers without judgment. ✅ The father who leaves early for daycare pickup and isn’t seen as “less committed” to his job. ✅ The older employee bringing decades of knowledge to the team, who isn’t pushed aside for someone younger. ✅ The neurodivergent coder whose innovative thinking makes the whole team stronger. DEI isn’t about “special treatment.” It’s about removing barriers that never should have been there in the first place. It's about recognizing that fair doesn’t always mean equal—sometimes it means adjusting the system so everyone can succeed. It’s not about taking opportunities away from one group to give to another—it’s about making sure opportunity exists for everyone. That’s what DEI is. That’s why it matters. DEI isn’t about giving anyone a head start—it’s about removing the barriers that never should have been there in the first place.

𝐃𝐄𝐈 𝐚𝐧𝐝 𝐭𝐡𝐞 "𝐚𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞" 𝐦𝐲𝐭𝐡: I saw a post that said, "𝘞𝘩𝘦𝘯 𝘺𝘰𝘶 𝘰𝘧𝘧𝘦𝘳 ����𝘯 𝘢𝘥𝘷𝘢𝘯𝘵𝘢𝘨𝘦 𝘵𝘰 𝘰𝘯𝘦 𝘨𝘳𝘰𝘶𝘱 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘢𝘯 𝘩𝘰𝘯𝘦𝘴𝘵 𝘤𝘰𝘯𝘷𝘦𝘳𝘴𝘢𝘵𝘪𝘰𝘯 𝘸𝘪𝘵𝘩 𝘵𝘩𝘰𝘴𝘦 𝘸𝘩𝘰 𝘧𝘦𝘦𝘭 𝘦𝘹𝘤𝘭𝘶𝘥𝘦𝘥, 𝘳𝘦𝘴𝘪𝘴𝘵𝘢𝘯𝘤𝘦 𝘪𝘴 𝘪𝘯𝘦𝘷𝘪𝘵𝘢𝘣𝘭𝘦." Doesn't this miss the mark? Prioritizing Diversity, Equity, and Inclusion isn’t about handing out unfair perks. It addresses the fact that for centuries, certain people were systematically excluded. Research shows that women, non-white people, LGBTQ+ folks, and older professionals have experienced unchecked bias and discrimination. They faced barriers that perpetuate inequity. DEI looks to level the playing field so everyone has a fair shot, regardless of demographic. It doesn't give an unfair advantage; it's on a mission to fix broken practices. In client spaces these are the conversations I am facilitating. 𝐋𝐢𝐤𝐞 𝐛𝐞𝐢𝐧𝐠 𝐢𝐧 𝐚 𝐫𝐚𝐜𝐞 Consider that you’re running a race, and some people start 10 yards behind the starting line because of systemic discrimination. Equity means ensuring everyone begins from the same starting point. Not slowing others down, and definitely not driving the disadvantaged three miles further to start ahead of the pack. 𝐖𝐡𝐲 𝐭𝐡𝐞 𝐩𝐮𝐬𝐡𝐛𝐚𝐜𝐤? Resistance often stems from a misconception: that DEI takes something from one group to give to another, as the comment I led with suggested. In reality Diversity Equity and Inclusion benefits everyone. When workplaces embrace equity and inclusion: Teams perform better. Innovation skyrockets. People feel valued and engaged. It's far from a zero-sum game; it’s a win-win. Studies show that companies with fair leadership standards are more successful. Inclusive cultures reduce turnover and boost productivity. And employees report feeling like they truly belong. 𝐓𝐡𝐞 𝐤𝐞𝐲: 𝐜𝐚𝐧𝐝𝐢𝐝 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 People need clarity. If you're rolling out DEI initiatives without explaining what they're about, using victimization framing, or don't address fears and misconceptions? You'll face resistance. Employees will be persuaded by misinformation when you don't embrace transparency and honest conversations. People who understand that DEI is about fairness, not taking sides, are more likely to support it. 𝐀𝐝𝐝𝐫𝐞𝐬𝐬𝐢𝐧𝐠 𝐡𝐢𝐝𝐝𝐞𝐧 𝐛𝐢𝐚𝐬𝐞𝐬 𝘞𝘦 𝘢𝘭𝘭 𝘩𝘢𝘷𝘦 𝘣𝘪𝘢𝘴𝘦𝘴. It's part of how our brains work...we categorize information to make sense of the world. But left unchecked, biases can unintentionally perpetuate inequity. That's why that quote image hits home Think of a small step you can take today to challenge your assumptions and create a more inclusive environment. Feel free to share your ideas below! 👇🏿

When corporations like Target Walmart Amazon and Meta decide to roll back their #DEI initiatives, it sends shockwaves—not just through their organizations but through every professional space where equity has been hard-fought. For DEI practitioners, and anyone championing change, this isn’t just a business decision—it’s a call to action. Dr. Kimberle Crenshaw’s work on #intersectionality has taught us how systems of power intersect to marginalize certain groups. These rollbacks are a stark reminder of how fragile progress can be when profit and politics collide. But here’s the truth: even when systems shift, we hold the power to influence from within. This is where the role of the in-house influencer becomes critical. What Is an In-House Influencer? An in-house influencer is more than just an employee—they’re a changemaker. It’s the person who raises the tough questions, advocates for systemic equity, and pushes for accountability, even when the organization tries to retreat from its commitments. If you’re leading DEI efforts—or simply care about fostering inclusion—you are an in-house influencer. Here’s How to Show Up as an In-House Influencer: 1️⃣ Advocate for Intersectionality DEI isn’t just about diversity statistics—it’s about addressing the overlapping systems of inequality that impact marginalized groups. Use your voice to remind your organization that equity isn’t just for some of us—it’s for all of us. 👉 Action: When faced with rollbacks, ask: “How will this decision impact employees from intersecting marginalized identities?” Document the gaps and amplify the need for solutions. 2️⃣ Lead with the Question Trap Navigating a company pulling back from DEI? Use intentional questions to spotlight priorities and identify allies. For example: • “What is our strategy to ensure equity and belonging in the absence of formal DEI programs?” • “How are we addressing the morale of employees who feel left behind by these changes?” 3️⃣ Position Yourself as the Trusted Voice When companies shift, employees often feel disillusioned or directionless. This is where your influence matters most. Be the person who says, “We may not have the same resources, but here’s how we can keep making progress.” 👉 Action: Create informal networks, mentoring programs, or resource-sharing spaces to keep the momentum alive—even if the official structures are gone. 4️⃣ Consider Your Own Path When companies signal that equity isn’t a priority, it’s also an opportunity to evaluate your alignment with their values. As Kimberlé Crenshaw reminds us, we must constantly navigate systems to reclaim power. Sometimes, that power comes from knowing when to stay and fight—and when to build something new. 👉 Action: “Am I working in a space that aligns with my values?” If the answer is no, begin preparing for a pivot. Here’s the reality: the rollback of DEI programs doesn’t erase the need for equity. It simply shifts the responsibility. #alignment #careernomad #rna

I would love nothing more than for DEI programs to become obsolete. Surprised? Actually, I think most people involved in DEI would agree with me. The goal of DEI has always been to create workplaces where leadership equity across gender, race, ability and sexuality is the norm, eventually eliminating the need for DEI programs altogether. So much progress we’ve made over the past decade is now at risk due to the current rollback, or watering down, of DEI initiatives and resources. Whether it’s blamed on activists, a lack of need, or the “executive order”, the impact will be significant. It already is. Despite the rationale provided by leaders and executives, I would encourage people to take a step back and remember why DEI began in the first place. The focus on diversity, equity and inclusion was originally established to help organizations thrive by ensuring leaders learnt from those with diverse perspectives, backgrounds, and experiences. Programs were intended to drive innovation, spark creativity, and help make smart decisions. Later, put in place to support employees from historically underrepresented groups, including the creation of affinity networks or E/BRGs (employee/business resource groups), and how those communities could come together inside an organization to support each other. Somewhere along the way, people lost sight of DEI’s real purpose. It's not about checking a box and for those doing it right, it wasn’t. It was about something much more fundamental: creating workplaces where people feel valued, heard, and empowered to contribute. As an athlete, I’m a fundamentals kind of person. Let’s go back to basics. At its core, DEI was designed to: ✅ Increase employee engagement and retention. When people see themselves represented, they’re more inclined to stay. ✅ Build stronger, more innovative teams. Diverse perspectives lead to better ideas, smarter decisions. ✅ Improve business outcomes. A Boston Consulting Group (BCG) survey found that companies with more diverse leadership teams saw up to 19% higher profits. ✅ Create better representation internally that reflect their customers/audience. Today DEI has become so politicized that some have forgotten (or ignored) these facts. The truth is, inclusive companies don’t just retain talent, they attract it. And when they represent their employees, they’re also better set up to reflect the needs of their customers and keep them. We know that having a more diverse workplace contributes to the bottom line and drives ROI. Diverse companies earn 2.5x higher cash flow per employee, according to a 2022 Research and Markets study. So let’s refocus. If DEI is done right, it helps everyone—including leadership—become more effective, more informed, and more customer-centric. It’s not just good ethics; it’s good business. And maybe if we truly achieve equity, instead of removing DEI, we actually won’t need it anymore. That would be a real success. #DEI #equity #leadership Luminary

"I hope people running these companies have courage in their convictions.” Jim Fielding, former CEO of Claire's and Disney Stores President, talking about Robby Starbucks' bullying companies to ditch their #DEI efforts. Tractor Supply Company, John Deere and Harley-Davidson Motor Company all capitulated pretty quickly, even if the changes were modest, to social media pressure from a vocal minority. Is Robby Starbuck really just pushing companies to be apoliticl as he proclaims? As Beth Kowitt put it in Bloomberg: “In reality, there is no true neutral ground here. Operating a company in a way that results in a less diverse workplace or more carbon emissions can also be viewed as advancing a political agenda.” Capitulation doesn't settle the issue. 1️⃣ #Diversity, #equity and #inclusion programs are seen as a positive among a growing majority of employees, across gender, race, age and political affiliation. Americans increasingly agree that the goal of DEI programs is to improve business outcomes. That belief is up from 4 percentage points from last year, and up 9 percentage points to include a majority of Republicans. Retreating can impact employee retention and engagement; 65% of workers 18-34 say "an inclusive work culture with a well-supported diversity program is critical" to attracting and retaining them. That's true of a majority of #GenX and Boomers as well: 56% of those over 55 (like me) agree -- up from 41% last year. 2️⃣ Retreating creates its own backlash, and encourages the behavior. Tractor Supply Company, who went furthest in capitulation, faces a backlash from its own customer base, many of whom are both rural and diverse, including the National Black Farmers Association. Capitulation just adds fuel to behaviors that increase the odds that issues like prejudice (“she’s an affirmative action hire”) will become more prevalent. Princeton Prof Betsy Levy Paluck recently described to Adam Grant how prejudice grows through shifting norms of what is acceptable behavior, and that leaders have a role in pushing back on what’s unacceptable. 76% of employees want companies to recommit, not retreat. They want companies to address the criticism when DEI initiatives are attacked internally or externally, correcting misinformation and inviting open conversation. Back to Jim Fielding's quote at the top: one of the ways to stem this is for leaders to speak up, dispel misinformation and voice their support. "Those who stand for nothing fall for anything." 🔗 Links to Beth Kowitt's work, Edelman's research and Chip Cutter's coverage in comments.

Join me in resetting the DEI narrative, like Costco just did. Let me explain... While there have been reports of some companies pruning some DEI initiatives in response to investor activism, Costco has decidedly bucked the trend. When the Costco board received a shareholder proposal to evaluate and publish business risks associated with maintaining its current DEI roles, policies, and goals, they pushed back. Instead of accepting the argument that DEI increases risk for shareholders, the board disagreed, explaining that diversity is foundational and key to their business success, ultimately rewarding shareholders. They also went a step further, saying that the investors who requested they end DEI are not doing so in the interest of Costco, but as part of a larger political agenda. (Source: HR Dive: https://lnkd.in/gUzcBbcm) As better allies, we can also aim to reset the DEI narrative or preempt any pushback within our spheres of influence. For example: - Connect Employee Resource Group (ERG) goals to business objectives. - Align DEI initiatives with corporate values. - Identify the return on investment (ROI) for any DEI-related budget request. (A straightforward approach I’ve used successfully is to point out that if a woman’s leadership program helps retain just one person, the company will save the cost of replacing an employee, which experts estimate to be between 50%-200% of their yearly salary.) — This is an excerpt from my upcoming “5 Ally Actions” newsletter. Subscribe and read the full edition at https://lnkd.in/gQiRseCb #BetterAllies #Allyship #InclusionMatters #Inclusion #Belonging #Allies 🙏

DEI can learn a lot from Emergency Management (EM) But DEI can't become traditional emergency management - it has to be what EM strives to be: strategic, just, and embedded in operations and culture. DEI efforts are often approached in a reactionary way - in response to some trend, public outcry, or internal crisis. This post focuses on how to proactively operationalize plans. But keep in mind that a strategy is the foundation our plans are built upon - it is customer/client-centric and helps us choose to do somethings and not others. With planning, the organization is the focus. I learned this the hard way in my private sector career, 20+ years in federal and local government, and consulting with 100+ clients. POETE is an acronym to help build a capability - it can support more intentional action. POETE stands for: ⒈ Plan 📝: (A) Collaboratively develop plans with stakeholders (especially people closest to the work and closest to impacts); (B) Ensure plans are based on quantitative and qualitative data collection and analysis disaggregated by demographic data - statistics need narratives to provide context ⒉ Organize 🧩: Build and strengthen teams and organizational structure to implement the plan - include diverse perspectives from every level of the organization ⒊ Equip 💰: Dedicate resources so teams can implement plans - dedicated position(s), budget, leadership support, and time ⒋ Train & Educate 💡: Ensure that all employees - leadership, managers, and frontline employees - have the necessary training and education to play their respective roles in implementing the plan ⒌ Exercise/Practice ☑️: Practice the newest and prioritized parts of the plan(s) to make sure people can do what is expected of them. Adjust plans, organizing, equipping, and training/education based on outcomes of practicing and practice again. At every part of this continuous transformation process, just practices are critical - HOW we do what we do is often even more important than what we do. This approach can make the implementation of your DEI vision more vibrant than you could have ever imagined.

One step forward, two steps back.... DEI initiatives are experiencing significant rollback across corporate America. Following legal challenges, political backlash, and Supreme Court decisions like the affirmative action ruling, many companies are retreating from robust diversity programs. Organizations are reframing #DEI efforts as "belonging" or "talent" initiatives, reducing dedicated resources and leadership roles. The result: decreased momentum in addressing systemic workplace inequities, with marginalized groups bearing the brunt of these strategic retreats. Microsoft is experiencing this negative trend with a drastic shift in demographics: women and minorities are leaving at an increasing rate, which is a setback for creating a more diverse workforce. In many ways, this signals that systematic issues will no longer be tolerated and workers are now prioritizing: 💥 Workplace Culture 💥 Leadership Representation 💥 Competitive Job Markets 💥 Personal Well-Being Even if the government is not prioritizing inclusive workplaces, the research shows that diversity drives better business outcomes. To be competitive, organizations will need to provide the programs that employees value. #HumanizingHumanCapital #InclusivityMatters Jeff Green and Dina Bass for Bloomberg News

Target’s sales slump is a masterclass in why brand values matter. We talk a lot about brand values, but Target just gave us a real-world case study on what happens when a brand abandons them. Earlier this year, Target quietly rolled back its Diversity, Equity, and Inclusion (DEI) initiatives. Programs that supported supplier diversity and increased workplace representation. The result? A 40-day consumer boycott, six straight weeks of declining foot traffic, and a lawsuit from Florida’s attorney general. Meanwhile, Costco—where DEI efforts remained untouched—saw foot traffic increase in the same period. DEI isn’t a marketing strategy; it’s about fairness, dignity, and doing the right thing. When companies genuinely commit to diversity and equity, they create workplaces where everyone belongs, drive positive societal change, and—yes—build stronger, more resilient brands. Here’s what this tells us about marketing and brand strategy: 🔹 Values drive loyalty. Target built a reputation for inclusivity, and its reversal is a betrayal to many customers. 🔹 Ethics and business aren’t separate. When companies prioritize fairness and inclusion, they cultivate trust—and trust drives long-term success. 🔹 Brands should focus on their buying audience, not political pressure. The people walking into your stores or adding to their online carts should matter more than appeasing political influences. When businesses make reactionary decisions to avoid controversy, they risk alienating the very customers keeping them in business. How could Target not have realized the backlash they would receive – from the public, from their employees, and from the media? These type of decisions aren't made lightly. PR, comms, marketing, corporate responsibility, probably all expressed their concern with moving in this direction, but ultimately, stronger internal and external pressures determined the course of action. https://lnkd.in/eMWMmGqB