DE&Bye - Examining the Slowdown of DE&I Efforts

June, 2023

The tragic killing of George Floyd in 2020 sparked a powerful response across the globe, prompting many companies to re-prioritize diversity, equity, and inclusion (DE&I) initiatives within their structure. While we confronted the inequality and injustice that continued (and continues) to ravage our country, organizations vowed to take action, and the initial surge in commitments signaled a promising change.

However, as time has passed, a disconcerting pattern has emerged, revealing a slowdown or even a stall in DE&I efforts within many companies. In some cases, DE&I layoffs have come faster than non-DE&I positions. This month we talked to Dionne Mack, Head of Global Diversity and Inclusion at Brooks Automation, to explore the potential reasons behind this shift and discuss ways to reignite and sustain the momentum.

I. Initial Response and Surge: In the wake of George Floyd’s murder, companies worldwide were galvanized into immediate action. Statements of solidarity flooded social media, pledges to combat racial injustice were made, and diverse candidates were increasingly hired for critical positions. Progress was on the horizon, and DE&I was firmly on the corporate agenda. These were all positive responses. However, as time passed, the sense of urgency faded, and the once-rapid pace of change slowed. Why? Dionne Mack explained, “Efforts began with good intentions; they often did not begin with clarity.” The corporate commitment may not have run deep enough. You’re going to hire one person in the DE&I role? Great, but what about a deeper systemic investment in recruiting, hiring, and developing diverse talent? This leads us to…

II. Lack of Sustained Commitment: One reason for the slowdown in DE&I efforts is the failure to maintain sustained commitment at all levels of the organization. While initial actions may have been genuine, Dionne says they were also reactionary; hence the lack of long-term planning and integration into core business strategies hindered progress. This was well articulated in a recent article by NBC, ‘Golden Handcuffs.’ Without strong sustained leadership support, clear goals, and dedicated resources, DE&I initiatives can quickly lose momentum and become sidelined in favor of other pressing priorities.

III. Diversity Fatigue: Another factor contributing to the slowdown is “diversity fatigue”. Over time, the initial enthusiasm and excitement surrounding DE&I efforts can wane, leading to complacency and a belief that the work is done or, “We’ve taken care of it. We hired a head of DE&I”. The complexities and challenges associated with addressing systemic inequities require a sustained and continuous effort. Dionne says, “There is work you have to do from a policy perspective, a process perspective, programs, and initiative perspective, but then you have to do things to impact the culture of your leadership in the organization, and that takes a different level of work.” With ongoing education, dialogue, and accountability, organizations can avoid falling into inertia, where diversity becomes an afterthought rather than an integral part of the company culture.

IV. Resistance to Change: Resistance to change can be another hurdle that slows down DE&I efforts. Organizations may encounter pushback from employees who perceive diversity initiatives as threatening their positions or a departure from established norms. The fear of change and a lack of understanding of the benefits of diverse perspectives can impede progress. Effective change management strategies, transparent communication, and inclusive leadership are essential to overcoming resistance and fostering an environment that embraces diversity.

In our view, DE&I efforts are best sustained when the company leadership genuinely prioritizes its importance equally to profitability. As Dionne stated, “If the alignment is there, the staying power is there because one is going to drive the other.”

If profit is priority 1, diversity, inclusion, and belonging must be 1A. Experience shows that strong DE&I approaches drive greater profitability. By fostering a culture that values and embraces diversity in the same way it prioritizes profit, companies can ensure that their DE&I efforts continue to move forward, create lasting change, and a more inclusive working environment for all.