When the Supreme Court ruled against affirmative action admissions policies in higher education in June 2023, colleges were tasked with rethinking their
According to McKinsey, companies with diverse and inclusive workforces are 35% more likely to outperform their competitors, and the BCG estimates that a diverse leadership team can increase business revenue by 19%. Employers can't afford to eliminate DEI practices even as some right-wing rhetoric is set on villainizing it — instead, companies should take the opportunity to ensure their messaging and strategies around DEI are clear, well-communicated and legally compliant, says Mandy Price, co-founder and CEO of Kanarys, a company dedicated to helping employers improve their diversity, equity and inclusion efforts.
"It's important that companies do not abandon DEI just because it's become politicized," she says. "The challenge is ensuring everyone is aligned on the company's programs and goals, and ensuring everyone understands that we're creating an environment where everyone has equal opportunities to succeed, regardless of their background or identity."
Price reminds employers that their initiates aren't being held to the same legal precedent set by the Supreme Court for universities. However, that doesn't mean lawsuits concerning corporate DEI won't pop up. Companies have to spell out how their recruiting and
EBN spoke with Price to further understand what the future DEI will look like as the U.S. hits another election year.
What kind of messaging needs to be in place when it comes to DEI?
There needs to be a level of intentionality around DEI. Employers need to be able to talk with their workforce and ensure that they understand the purpose of the programs so they're not easily mischaracterized. As a result, we're seeing organizations really getting to the basics and discussing how these goals are about everyone getting the chance to succeed.
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For example, employers should explain the nature of their program, not just internally but externally. If businesses want to be competitive in a global economy, we must be focused on serving all consumers, regardless of their background. That means incorporating DEI into the company's business strategies.
How will the 2024 U.S. elections impact DEI efforts?
We are going to continue to see tensions rise in the workplace. We have a presidential election coming so political discord will inevitably seep into the workplace. It's really important that organizations really start to think around inclusion from a political affiliation perspective as well, to ensure that there is no political affiliation bias. We are creating workplaces where no matter someone's political position or opinions, the workplace does not become a hostile place for them.
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Organizations have to think about putting together policies that deter harassment around these issues, while at the same time understanding that people are going to discuss these issues. They're likely juggling diverse generational perspectives. Set ground rules for civility at work —some type of code of conduct that says no insulting or disparaging colleagues' different beliefs.
Why should employers continue to invest in DEI?
Even though DEI has become highly politicized, at a fundamental level employees believe focusing on DEI is good. There's been 30-plus years of studies that have shown that DEI is not only the right thing to do for our employees and customers, but also good for businesses and good for their bottom lines. No matter the political headwinds that we see in the U.S., DEI in the workplace is here to stay. It's been proven time and time again. So communicate the benefits of DEI to your workforce and the business overall.
