An increased awareness of—and advocacy for—diversity, equity and inclusion in the workplace emerged in the past decade, resulting in most corporations committing to playing their parts by embracing DEI initiatives. However, with DEI efforts being labeled as “activism” by political influences in the media, some corporate leaders are now considering putting DEI programs they’ve initiated in recent years on the chopping block as they determine next year’s budget.
As the corporate world navigates these turbulent waters, many C-suite executives may be left wondering whether they should continue investing in DEI or pivot their strategies. Below, 18 Forbes Coaches Council members share 30-second elevator pitches they would deliver to executive leaders seeking guidance on this critical decision, exploring key factors to consider when determining the fate of DEI initiatives in an increasingly complex and divisive world.
1. Can You Afford To Not Embrace Diversity And Inclusion?
The world is diverse, which means so is your marketplace, and you want to be in tune with your customers for your business to thrive. Diversity gives you access to a broader range of talents and skills and enables innovation. This gives you an edge over your competitors and builds your reputation as an employer. – Mary Gregory, Mary Gregory Ltd
2. DEI Helps Create Connection
What is the biggest challenge that your organization is facing? What is the tangible impact of that? I am not going to tell you that DEI will solve critical business scenarios every time because that may not be the case. Yet, when aiming to sell more of something or gain more commitment from employees, DEI is critical for creating a connection. You only can only influence someone when a connection is present. – Christopher Lewis, Lewis Inquiries
3. DEI Programs Can Be Profitability Accelerators
The impacts of DEI programs can be profitability accelerators that easily justify the investment. It is well-documented that diverse backgrounds and perspectives foster innovation and better problem-solving, and inclusive cultures lead to employee outperformance. DEI programs ensure continued focus, broadcast values, reinforce culture and engagement, and build trust. All of this enables the firm’s success. – Andrea Miller, Veritas Leadership, LLC
4. Diversity Is Necessary For Creativity
The thing that bonds us all, regardless of race, gender or any other difference, is the neurobiology of being human. We are all hardwired for acceptance and belonging. Belonging is not a buzzword. It’s a neurological requirement to function optimally and think clearly. Diversity is needed for creativity. No hard problem is solved by a homogenous workforce in survival mode. DEI is the answer. – Amy Wong, Always On Purpose
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5. Greater Innovation Comes From Diversity
DEI goes beyond skin color. As a nation, we have come too far to regress. It has been proven that when we bring a diversity of perspectives, ideas and creativity to the table, we foster greater innovation. Unfortunately, we don’t get to tell diversity what shape, size, economic status, educational level or skin color it should come in. Our job is to simply embrace it. – Kurline J Altes, KURLINEJSPEAKS LLC
6. The Evidence Speaks For Itself
To my C-suite health clients, I would say, “The evidence speaks for itself.” Diverse teams are more innovative and produce quality care for the diverse community of patients your organization serves. The question we should be asking is, “What has worked and what hasn’t from our DEI programs from last year?” I suggest keeping what is working and retiring what isn’t. Let’s do more of what works. – Beaulah M. Chizimba, Limitless Nurses
7. A Company Should Be As Diverse As Its Clientele
Our clients are diverse—they do not all have the same company values, priorities, backgrounds or expertise. To be able to stay customer-focused and appreciative, we must be able to understand all types of diversity and be comfortable seeing, thinking, speaking and acting appropriately in diverse contexts and circumstances. Diversity and inclusion are the keys to nimbleness and agility. – Isabelle Claus Teixeira, Business and Human Development Consulting Pte Ltd
8. Investing In DEI Is A Smart Business Decision
Investing in DEI isn’t just ethical or fair—it’s a smart business decision. Diverse teams drive creativity and innovation, improve decision-making and engage employees, which leads to long-term business growth. Investing in DEI is not only the right thing to do, but also the only way to remain highly competitive in the long term. – Martha Jeifetz, Martha Jeifetz – Coaching & Advising
9. Diverse Companies Are More Successful
Research has proven that diverse companies and organizations are more successful than non-diverse ones. If you believe this, your intentionality from a year ago still applies today. Do not become a corporation that is wavering in the wind because of noise from political influences in the media. Change is hard, but it is critical to the vision of success you stand by as leaders. – Michellea Millis Rucker, Transforming Our Practice, LLC.
10. Your Team Members Are Watching
What you prioritize in times of crisis is a strong indicator of your commitment and integrity. Beyond commitment, the data shows that organizations that prioritize diversity of perspectives outperform others in the market. Done well, DEI efforts do not only benefit people with marginalized identities, but also create more space for everyone to work better together. – Love Odih Kumuyi, UNSILOED
11. Does Ending DEI Efforts Align With Your Personal Values?
If you’re considering eliminating your investment in DEI, how does this line up with your personal beliefs and values? If you are inclined to continue to invest, what does greater ROI for your investment look like? And if discontinuing the investment in DEI still seems like the right thing to do for the business right now, what is at risk, and how can you address that? – Afsheen Ismail-Wey, The Phoenix Coaching Co.
12. DEI Builds Trust With Customers And Stakeholders
Today’s business is global. To succeed, we must understand and celebrate people who are different from us. By investing in DEI initiatives and training, you will have the skills to develop trust with your customers and stakeholders. People do business with companies that accept them as they are. – Susan Jordan, MBA, MSODL, PCC, Sphereshift Coaching and Consulting
13. Embracing DEI Is A Strategic Imperative
Embracing DEI isn’t just a social responsibility; it’s a strategic imperative for a company’s future success. By fostering an inclusive culture, you unlock the full potential of your diverse workforce, driving innovation, creativity and productivity. While facing challenges, staying committed to DEI will enhance your brand reputation and attract top talent. – José Luís González Rodriguez, ActionCOACH
14. Effective DEI Is Hardwired Into The Leadership Culture
DEI “programs” are not effective. If it’s not part of the thinking, systems and processes (the culture), then it becomes a short-term fad that will fizzle out. This is what we are seeing now. Millions of dollars are wasted on short-term gimmicks such as unconscious bias training that have little to no impact. Hardwire DEI into how leaders think and behave. – Alex Draper, DX Learning Solutions
15. DEI Attracts Diverse Talent
Investing in DEI isn’t just a social imperative—it’s also a strategic advantage. While external pressures exist, focusing on DEI fosters innovation and attracts diverse talent. It also positions your company for long-term success, adaptability and broadened market appeal. It’s not just about budget allocation; it’s about ensuring your organization thrives in a dynamic and evolving business landscape. – Adaora Ayoade, EZ37 Solutions
16. DEI Isn’t A Cost; It’s A Catalyst
Embracing diversity fuels innovation, broadens market reach and creates a resilient culture. Pause it, and you risk stagnation; invest in it, and you unlock your company’s full potential. Let’s not follow the tide; let’s lead with values and vision. – Andre Shojaie, HumanLearn
17. DEI Enhances Employee Well-Being And Mental Health
DEI fosters a culture of understanding and acceptance, enhancing employee well-being and mental health. By prioritizing DEI, we not only champion social responsibility, but also empower our workforce to excel, creating a resilient and forward-thinking company poised for sustainable growth. DEI initiatives cultivate empathetic leaders who can effectively manage diverse teams, boosting organizational success. – Ariel McGrew, Tactful Disruption®
18. The DEI Journey Is Transformational
The DEI journey is an evolutionary and transformational phase for your company and its people. It is a long-term journey that is not about ticking a box; rather, it is about leading the way forward toward a more just and conscious way for human beings to relate to each other. Choose to be on the right side of history—be the leader who wants to have an impact on people’s lives and give them a sense of dignity. – Silvia Vernaschi, The Mind Bliss Coaching
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