A Bold Departure from A Newly Formed Tradition: Diversity, Equity, and Inclusion

Happy New Year!

The performance has ended, and we are returning slowly but surely back to our regularly scheduled programming as it is related to being intentional about providing diversity, equity, and inclusion (DEI) within the workplace.

2020

In 2020, organizations across America developed DEI programs based on an epiphany that marginalized communities needed support when navigating professional spaces. The need to develop DEI programs came from the horrendous murder of George Floyd and statistics confirming Black people’s COVID-19 health outcomes being worse than any ethnic group. In addition to this, organizations confirmed that Black women were suffering in silence because of workplace violence and maternal mortality at disproportional rates regardless of their financial and academic status. The pandemic made everyone pay attention to what they’d ignored for over 400 years.

2021 & 2022

Organizations started paying attention to the obvious. Chief Executive Officers nationwide signed a diversity pledge to “Act On supporting more inclusive workplaces.” Many reorganized and added Diversity, Equity, and Inclusion directors and vice presidents, and some org added chief diversity officers to their organizational structure. The leaders were given the opportunity to hire staff and build out a robust DEI program with the goal of making Black people feel like they are seen and heard in the workplace. Black women were hired to lead DEI departments. These women created initiatives that were to transform organizations from being white and white presenting to organizations that believed “all lives mattered.” Through their leadership, organizations created robust DEI programs that included Employee Relationship Groups, Business Relationship Groups, compliance measures that included DEI initiatives, and DEI goals; the list is endless. Consultants were hired to partner with DEI departments to support the implementation of DEI programs. 2021 was the year for DEI to shine!

On March 9, 2022, Forbes outlined five best practices for diversity recruitment: Set SMART Goals, Boost Your Employer Brand, Attract More Diverse Candidates, Reduce Unconscious Bias, and Optimize Your Results Metrics. The practice that I would infuse into this list is to remove leadership and staff that confirm they are not on board with diversifying recruitment.

2023

From the outside looking in, it seemed 2023 would present the same positive outcomes in DEI that 2021 & 2022 did. Then the reckoning started. In June 2023, universities and colleges nationwide removed DEI departments from their campuses. In the same month, affirmative action was abolished by the Supreme Court. Shortly thereafter, in July 2023, six DEI leaders in Hollywood and entertainment left their jobs. That was just the beginning of the quick tumbleweed down the hill of “end DEI.” Later on in the year, Elon Musk dropped a bomb and said, “DEI must die.” Regardless of how you feel about him, he is a billionaire who owns multiple organizations that are trendsetters within corporate America (Tesla, SpaceX, and X, just to name a few). His words were a dog whistle to give organizations permission to end the DEI “trend.” Well, the end has already begun; his words helped organizations like Google, Meta, and other tech organizations to slash their DEI promises. Some of these organizations slashed 90% of their DEI workforce without meeting their DEI goals.

2024

What is the outlook for DEI in 2024 and beyond?

We are a week into 2024, and I am nervous regarding the outlook of seeing messages from Black women who are struggling with obtaining employment coupled with the disintegration of DEI departments. We are also seeing the second-highest rates of COVID-19 since the start of the pandemic, with zero provisions in place to protect the vulnerable (no mask-wearing and no encouragement to reduce rates of group gatherings). These two statements correlate because DEI is at its best during a crisis, just like we manage our COVID-19 rates when our healthcare system is in its greatest crisis. The thought that corporate America and society at large will provide protections for the most vulnerable only when the overarching system is in peril is dangerous and disgusting.

What’s Next?

I would like to ask the CEOs who pledged diversity for their organizations, what are you doing now to increase and enhance DEI within your organization? Did you reduce your DEI funding? Are you following the status quo and ending your once robust DEI program within your organization? CEOs should also consider that according to their annual report, the Equal Employment Opportunity Commission (EEOC) confirmed the rates of filings for discrimination have increased by 50%, and instead of organizations going full throttle with creating and reaching their DEI, they’re cutting funding.

I wish I had a more positive outlook on the DEI landscape for 2024; unfortunately, I do not. We have been on an interesting rollercoaster from 2020 through today, and those of us in the organizational development space know that trends are a thing. Unfortunately, using DEI as a trend has cost livelihoods, emotional stress, mental health illnesses, reduced career paths, and more. Making a stand not to build a culture that cements its goals and values in diversity, equity, and inclusion confirms that the organization makes a stand against diversity, equity, and inclusion. Remember, being neutral about equity and inclusion is the same as being against it.

Alicia Coulter is the speaker you need to infuse your event with energy, inspiration, and a fresh perspective. Her engaging and friendly demeanor will connect your audience personally, leaving a lasting impression.

Alicia’s ability to blend personal anecdotes with her mission to protect Black women’s lives is compelling and persuasive. Her captivating talks create an atmosphere of hope, resilience, and transformation. Plus, Alicia’s commitment to Safe Spaces for Black Women™ and her extensive experience in organizational development through HDevA make her a versatile and sought-after speaker.

3