Reflections on Our DEI Efforts

Do you remember hearing from your company around the time of George Floyd’s death? 

If so, you’re like millions of other Americans. Companies left and right were chiming into a much-needed dialogue about racial justice. Yet, two years later, where are those companies? Did they put their money where their mouth is? Did they invest in the diversity and inclusion program that they claimed commitment to? 

In 2022, increased transparency in goals is trending in the diversity and inclusion space. We’ll explore and reflect on how DEI efforts have changed in the past couple of years. 

• Remaining transparency in your diversity and inclusion goals

If you want to further your diversity, equity, and inclusion goals, you can’t bury them. The best way to hold yourself accountable for a goal is to put it out there for the world to see. 

Companies like Starbucks and PwC are following this model. In 2020, PwC shared detailed data on the diversity of its U.S. employees. Starbucks also declared a goal that they were setting and tracking annual inclusion and diversity goals of achieving BIPOC representation of at least 30 percent at all corporate levels and at least 40 percent at all retail levels and manufacturing roles by 2025. 

Other organizations like McDonald’s, Amex, and Nike have started compensating their leadership team for achieving their workforce diversity targets. 

Why is this important? Because diversity, equity, and inclusion don’t happen in one “Black Lives Matter” post in June 2020. It happens month-by-month, day-by-day. Employees and consumers want to know that companies are owning and achieving those goals they broadcast. 

• Hiring diverse professionals 

Companies have started hiring professionals who are committed to the vision and mission of creating a diverse and inclusive workplace. And guess what? The role is booming now and is anticipated to grow in the next couple of years. 

Diversity professionals can work in HR, recruitment, and leadership roles and perform numerous tasks like hosting education sessions, creating an inclusive culture, introducing new ideas and inclusive language, managing complaints on harassment and workplace discrimination, etc. 

• Incorporating diversity, equity, and inclusion 

You’re probably used to hearing diversity and inclusion paired together. However, you’ll probably begin to see DEI — diversity, equity, and inclusion — together much more as it’s becoming just as essential to global companies. 

Equity in the workplace refers to fair and impartial processes and outcomes for each individual at the company. Leaders and employers must be mindful of any challenges or obstacles that exist as well as any advantages at play when they are ensuring fair and impartial processes and outcomes. Including a DEI calendar in the workplace will reinforce the importance of diversity and inclusion. 

For most people, equity is the much-needed reminder that not everyone starts at the same place on the field. If you’re going to create a fair workplace, you have to consider some modifications. Here are a few examples of how you can enable an equitable working environment. 

• Make job descriptions accessible 
• Provide inclusive incentives 
• Ensure equitable benefits

Final Thoughts

Diversity, equity, and inclusion are important to companies, employees, and consumers. In general, 38 percent of consumers are more likely to trust brands that show diversity in their ads. Specifically, 70 percent of Gen Z consumers are more trusting of brands that represent diversity in ads. We’ll only see DEI become more critical to companies as they begin to dominate consumer spending.