I am Cheri Henderson, and from time to time, I will write on issues reflective of who I am, and the power of wisdom that I have achieved over the years for greater understanding to unlock the truth.
My theme, “The Real Hustle,” will be an ongoing series of challenges, motivation, discipline and mental toughness, that is if you get caught up in the hustle and bustle of life and need a push to know the truth in these tumultuous times. But amidst the chaos, know that we can find solace in moments of truth, stillness and tranquility. So, recharge your mind and spirit by reading my muses of truth, and know that there are much better days ahead.
So be sure to comment and let me know your thoughts. Let’s keep connecting and growing with all of the positive doers!
DEI Is Growing... Not Dying
DEI is not dying … in fact, it’s experiencing some pushback because it is gaining momentum. The naysayers to DEI want people to think that it is failing at the very time it is showing positive results.
DEI is not just about compliance with legal standards or responding to societal trends; it’s about building a foundation for a more equitable and harmonious world. It creates environments where every person has the opportunity to succeed and where diverse perspectives are vital to innovation, growth and equity. Embracing DEI is not just the right thing to do; it’s a strategic advantage in a world that values creativity, fairness, and collaboration. It provides a competitive edge that sets us apart and motivates us to strive for excellence.
Longstanding Issue
One year after the Supreme Court’s decision in June 2023 to end affirmative action in colleges and universities admissions, music video producer, Robby Starbuck, uploaded a video bashing Tractor Supply for its DEI policies. Tractor Supply then announced it would pull out of its DEI initiatives shortly after the video was published. Starbuck also called on other corporations like Lowe’s, Harley- Davidson, and John Deere to follow suit.
When the President took office earlier this year, the DEI debate burst into the mainstream of the political scene. Many corporations surrendered to the political pressure and were afraid of being caught in the crossfire of the ‘culture wars.’ Just because some companies are backing out does not mean that DEI is dead. There will always be those to push back; but some will still stand steadfast.
Several U. S. companies consistently maintain their DEI initiatives despite the Executive Order dismantling federal DEI programs described as ‘public waste.’ The Executive Order also encouraged private companies to follow suit, leading to a revolution of DEI initiatives in both the public and private sectors.
What Is DEI?
Diversity, Equity, and Inclusion (DEI) principles have emerged as transformative, game-changing pillars with the power to reshape organizations, communities, and institutions.
DEI is about shared focus on collaboration, not divisiveness. It’s about progress; not guilt. And when done right, it benefits everyone by fostering stronger, more cohesive environments.
Practically, DEI encompasses policies and practices that organizations implement to promote representation and participation of all people of all backgrounds … races, ethnicities, genders, abilities, and socioeconomic status. It aims to ensure fair treatment, access, opportunity and advancement for all while striving to identify and eliminate barriers. It offers hope and inspiration for a just and thriving society.
❝DEI is about shared focus on collaboration, not divisiveness. It’s about progress; not guilt.❞
The Proof Is in the Numbers
Despite what some suggest, in reality DEI is growing …
- 91% of C-Suite leaders say the SCOTUS rulings have not lessened their prioritization of DEI.
- More than half of C-Suite Executives say their organizations have expanded their DEI strategies over the past year despite the backlash and legal challenges.
- 57% of C-Suite Executives in the U. S. said they had deepened their diversity commitments over the past 12 months.
- Around 72% of C-suite and HR leaders plan to further build and enhance their existing DEI programs within the next two years.
- Around 94% of survey respondents say DEI is important for its positive impact on recruiting, hiring, and retention. Another 74% believe these programs improve a company’s reputation with customers and the public, and 68% say these initiatives foster innovation and creativity.
- HR and executive leaders were the biggest proponents of DEI as 87% and 75% respectively said it was a “high priority.”
- 91% of C-Suite leaders say the SCOTUS rulings have not lessened their prioritization of DEI.
Delayed But Not Denied
What caused the delay? Forces interrupted the dispatch and caused the delay; but delay does not define destiny; nor our ability to achieve success. Instead, it offers us valuable lessons and opportunities for personal and professional growth. By staying resilient, adaptable, and focused, we can navigate through delays and ultimately achieve the success we desire and deserve.
Several companies have publicly reaffirmed their commitment to DEI policies and have taken action to boost diversity initiatives. They include Apple, Ben & Jerry’s, Cisco, Cleveland Cavaliers, Coca-Cola, Costco, Delta Airlines, Disney, E.L.F. Beauty, Francesca’s, J. P. Morgan, Kroger, Levi Strauss & Co., Lush U.S., Marriott International, Microsoft, Morgan Stanley, NFL, Patagonia, Pinterest, Procter and Gamble, Sephora, Southwest Airlines, T. J. Maxx, Ulta, and more!
Rather than withdrawing altogether, other organizations (84%) are shifting their language to align DEI within their core operations. Renaming DEI is fine, but only if it preserves its core mission. It’s about building cultures of inclusion and belonging.
Source: Advocate.com
Companies Aren't Quiet-quitting DEI
Whether you choose to defend, reframe, rebrand or even reimagine DEI, the companies that invest in DEI understand it produces higher revenues, improves decision-making, and enhances profitability. For sure, understanding DEI issues is essential for team excellence and success.
Companies are now considering how to weave DEI into the culture; versus making it a stand-alone entity that is much easier to dismantle. They are making the why for DEI crystal clear while engaging the loud minority of naysayers.
We must stay the course; leaders need to show strong conviction on centuries of inequality that will not be solved overnight. DEI is a long game that requires a series of intentional efforts with integrity. Leaders must understand that their work will exist beyond their lifetimes and remain committed, nonetheless.
❝Companies are now considering how to weave DEI into the culture; versus making it a stand-alone entity that is much easier to dismantle.❞
Looking Ahead
Reports of the death of DEI are premature. The future of DEI is bright, and it promises to be the key driver of innovation, economic growth, and social equity.
Don’t be fooled by the buzz about DEI; it isn’t going anywhere. It’s simply evolving to meet the moment—becoming more resilient and strategic than ever before—a goal we’ve been striving toward for decades!
DEI is not the problem. Inequality is the problem. The attacks on DEI are defensive because people choose not to handle the broader issue of inequality. Thus, it is easy to make DEI the scapegoat.
But, we need to remember that DEI isn’t about casting blame—it’s about embracing all possibilities…together. We must stay true to the value of DEI. The reality is blatantly clear: talent management, change management, and organizational development strategies work—because DEI works, offering hope and inspiration in driving meaningful change in society.
Don’t forget to comment and let me know your thoughts!
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