Policy, Schmolicy; Looking Past DEI Policy in Turbulent Times

Abstract

For decades, the words the words “diversity” “equity” and “inclusion” (DEI) have meant creating access paths for all individuals and finding ways for members of diverse and marginalized backgrounds to be their authentic selves in the workplace, through workplace equity programs. In the past five years, companies embraced DEI, as a means to attracting talent, as well as customers. However, recent policy shifts have sought to revoke legislation and undo years of efforts to create those pipelines, despite data that still show that members of underrepresented groups continue to face inequities in access, mobility and pay. DEI has now been mischaracterized and weaponized, leading many to incorrectly believe that DEI policies favor unqualified candidates for positions because of their identities, rather than and exclusive of skill or merit. This term has been hijacked, and it is time to move past the “checkbox” approach to DEI that companies have seemed to follow, which is often based on mere legal compliance and misinformed operationalization of these programs. Building robust, inclusive, and holistic human resources practices that go above meeting legal requirements will foster inclusion efforts that transcend political volatility, policy shifts, performative adherence and backlash.