NOVEMBER 26, 2024

What’s Next for DEI? What’s Next For You?

DEIB is under fire. So in this last post before I take a break, I want to look back at some of the great work we did over the past few years and ahead to the ways I see the themes, values, and ideas of DEIB live on in the American workplace.

Let them say what they want about DEIB. I’m proud that our all-too-short window of opportunity helped more people discover different perspectives and raise awareness about the importance of diversity, equity, inclusion, and belonging.

I’ve spoken about the missteps of DEIB on this blog, but despite them, there have also been many benefits over the past few years, including a resurgence of human understanding.

White colleagues who do care have been given permission to use their voices.

C-Suite leaders are being asked by their own employees to look through an equity lens.

Staff want to know the numbers around things like pay equity.

People are empowered to question the makeup of leadership teams that don’t represent the racial makeup of the people that the organization serves.

I’m seeing global nonprofits going above and beyond what local laws require, to provide equitable solutions.

There’s also a trend in funding. “Localization” emphasizes shifting power, decision-making, and resources to local and national actors in aid-receiving countries. This strategy aims to empower local communities to identify their own needs and implement solutions, thereby reducing the traditional top-down control exerted by international donors and US-based organizations.

I’m seeing the use of DEIB remain strong in the nonprofit sector, more so than in the private sector.

Looking back, although our time with DEIB was short-lived, I don’t want us to short-change the important impacts and contributions we did make.

We did a lot of good. We moved the needle a little. We should be proud.

So what’s next?

I mean, while the label “DEI” has been weaponized, most good humans agree that the core concepts of diversity, equity, inclusion, and belonging are positive.

We know we need more women and People of Color in decision-making roles.

We want to hear about other people’s lived experiences and listen to where they’re coming from.

We recognize that not everyone needs the same exact level of support.

Yes, people perform when they feel a sense of belonging.

We know that diversity, equity, inclusion, and belonging reduce turnover, increase profits, and create a more enjoyable workplace.

I don’t see these values going away anytime soon, despite the attacks on DEI.

Why?

Because these are what it means to lead with humanity.

These values don’t divide us, or at least they don’t have to.

Leaders know that when they value all people, engage in courageous conversations, encourage open communication, learn about people as humans — and use all this “humanity” to recruit, train, evaluate, and even separate employees – then they’re not perpetuating systemic bias.

So congrats on the impact you did have during the past few years.

Let’s build on it. Let’s continue helping the world see that it’s a good thing to raise awareness and that our values aren’t just good for business, but it’s the right thing to do, as a human being.

I’m here. Reach out. Let’s go!