Why DE&I Matters: 3 Essential Reasons Not to Let It Sink

There has been a significant backlash recently against DE&I initiatives – particularly in the United States. Policies aimed at dismantling DE&I efforts have been introduced at various levels of government, with some states and federal actions rolling back their programmes.  

Critics argue that DE&I initiatives promote division and are unnecessary, while prominent figures like Elon Musk and Alexandr Wang, CEO of Scale AI, have championed an alternative approach, called ‘MEI’ - Merit, Excellence, and Intelligence.  

However, despite this opposition, the benefits of DE&I initiatives are well-documented and far-reaching. During these tumultuous times, it is absolutely essential to not only keep the DE&I boat afloat, but to move forward at full pace.  

Below are the three compelling reasons why you should not abandon DE&I. 

1. Enhanced Productivity and Innovation 

Embracing diversity in its broadest sense, which extends beyond demographic characteristics such as gender and ethnicity to include thinking styles, experience, perspectives, knowledge and skills, can yield substantial benefits.  

For instance, in our recent manufacturing study of factory teams conducted over a year, for every 10% increase in diversity - tenure, age, working pattern, gender and nationality -  there was a 7% increase in output. There were several reasons for this result, including staff challenging each other and the way things had always been done. There was far more adherence to how business should be done, leading to fewer unplanned stoppages and better problem-solving. 

2. Understanding and Reaching Diverse Consumer Bases 

Understanding your consumers is essential for any business. The fastest-growing consumer base is the global south, meaning they are likely to be future customers for many organisations. 

However, integrating these individuals into your organisation presents challenges. How will they be recruited and retained? Their manner of speaking, walking, dressing, and behaving may differ to that among your current employees. They may not be familiar with the established norms and practices within your organisation. 

Ensuring that they feel welcomed and recognising the unique perspectives, knowledge, and skills they bring—distinct from those already present in your organisation—will be crucial for the future success of your business. 

3. Addressing Privilege and Bias 

Recognising and addressing privilege and bias is crucial for creating a truly inclusive workplace. If you are reading this article, you already have privilege. You have access to a computer or smartphone, you are an English speaker, and you are educated to some degree. From a global perspective, we are very lucky. 

Recognising you have privilege and using it to help others who are different to you, is essential. Those at the top of the hierarchy believe it's a meritocracy, but that's from the inside looking out. The idea of a ‘meritocracy’ is a myth.  

Our unconscious biases are rooted in the environment and experiences we're surrounded by as children. 

Integrating DE&I into all aspects of your business fosters a workplace culture that values and celebrates diversity, while also promoting innovation and competitiveness. Odgers Berndtson offers customised and effective solutions to assist you in initiating, accelerating, or revitalising your DE&I initiatives.  

________________________________________________________ 

Get in touch. Follow the links below to discover more, or contact our dedicated leadership experts from your local Odgers Berndtson office here.