Is DEI Taking a Step Backward?

Many companies I've consulted with have been looking to implement or expand their DEI "diversity, equity, and inclusion" program for several years.

This is starting to slow down and perhaps take a step backward.

What has not become a hot topic in a polarized political environment, given the question posed to former President Trump when asked if he thought Vice President Kamala Harris was a DEI hire?

Unfortunately, many companies want to do the right thing for their employees and ensure that all voices are heard and included.

We need to find common ground on this issue. My article will examine it through an apolitical lens.

For decades, minorities felt excluded from the workforce, hence the creation of DEI. Today, many whites, especially those who support a political cause, feel excluded.

You cannot force people to think and feel a certain way and expect 100% happiness. The bottom line is that most do not care. When I ran for school board and knocked on hundreds of doors, many voters told me, "I do not have a kid in public school, so it doesn't matter to me."

My response was that you, as a taxpayer, should care because better schools equal better education, which means less poverty, less crime, and more safety and success for all.

I personally never sat through a DEI seminar, although I took some courses. When companies bring in a DEI "expert," employees are probably thinking to themselves, "I came here to work and make money to support my family, not sit through a college-like lecture on how I should treat people."

 On the other hand, many employees feel DEI allows them a "safe space" and are very grateful that they work for a company that embraces a DEI culture.

 To me, it all boils down to who's teaching it. There are many divisive figures at the helm of DEI with an agenda to pit one group of people against another in the context of race, gender, etc.

That has hurt the true intention of the goal of DEI, which is to bring all people together.

The backlash against DEI has led to two major companies, Tractor Supply Press Release and John Deere Video clip, completely overhauling their employee engagement culture by removing DEI initiatives.

Was that an extreme reaction? Many think so and have threatened to boycott.

In summary, we need to achieve some unity. I'm all for bringing people together to serve a common purpose. If an organization feels DEI can help, I'm all for it. However, it should be a voluntary course with no dangling carrots.

Once you start forcing it, expect pushback or passive-aggressive unproductivity at work, i.e., quit quitting.

What we may see in the future in DEI is like red states vs blue states. Many people are going to places based on their values. Many red voters living in California have moved to Florida. Article

Companies that champion DEI will attract employees who love DEI.

Companies that are not interested in implementing DEI will attract employees who do not want to be bothered by DEI.

It will be another way to compete for talent, and competition is a good thing.

As you're making these decisions, it's important to interview unbiased HR professionals who would want to build employee engagement and culture based on your company's vision and who can do that with or without DEI.

If your organization is struggling to make these decisions, do not hesitate to send me a LinkedIn message. I can offer some fresh ideas and perspectives.