Karen Greenbaum is President and CEO of the global Association of Executive Search and Leadership Consultants (AESC).
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Over the last decade, organizations have made incredible strides to embed diversity, equity, inclusion and belonging (DEIB) within the core of their culture. They've implemented unconscious bias training programs, traded antiquated policies for more equitable ones, restructured their hiring processes, introduced employee resource groups and done so much more to ensure DEIB and access for all.
With progress came backlash. An anti-DEIB movement ignited, starting in politics and spilling into academics and businesses. More than a dozen states have either introduced or approved legislation banning DEIB initiatives from institutions of higher learning, as reported in the New York Times. Companies have removed DEI-related positions, which had previously grown 168.9% from 2019 to 2020. According to a study by Revelio Labs, the Washington Post and Reuters, “attrition rates for DEI roles have outpaced those of non-DEI roles” from 2022 to 2023.
The movement argues that DEI initiatives are discriminatory and don't create a more inclusive culture. Many claim that, by creating opportunities for some, DEI efforts take opportunities away from others. They also believe such programs provide unfair advantages to marginalized groups. This backlash and its related arguments demonstrate a clear misunderstanding of what DEIB and access for all truly mean.
Addressing The Diversity Misconception
The number one misconception about diversity initiatives is that they refer strictly to one type of demographic characteristic. For example, some people argue that DEIB efforts mean hiring someone based on the sole factor of their gender or race, making the hiring process (and the DEIB-committed organization) discriminatory and unfair.
But that's not what's being done through DEIB programs.
Diversity refers to a range of differences among a group, including—but not limited to—race, ethnicity, gender, age, sexual orientation, abilities, socioeconomic status, education and cultural background. It isn't an item to cross off on a checklist or based on physical appearance (which should never be a criterion for selecting a new hire). Candidates should always be selected based on a position's specific requirements and the individual’s abilities, competencies and the lived experiences they bring to the organization.
When organizations aim to create a more diverse leadership team or workforce, they find and hire people with different points of view who can help drive innovation. This helps improve financial performance, reduce turnover risk and increase job performance—all advantages of valuing DEIB.
How Diversity Connects To Equity, Inclusion And Belonging
Diversity goes hand in hand with equity, inclusion and belonging. You can’t have any without the others.
When people share the same background and lived experiences, they’ll easily feel included and like they belong. For example, if everyone at a company comes from the same town, is part of the upper middle class, attended the same university or has the same degree, they’ll feel comfort and a sense of belonging. However, that means the company is missing out on unique perspectives—the secret sauce of innovation.
By striving for diversity of lived experiences, you can spark the diversity of thought that's so critical to driving innovation. My organization, Association of Executive Search and Leadership Consultants, recently conducted research that collected insights from DEIB leaders and global executives. We concluded that the more diverse a team is, the more likely it'll bring innovative ideas and solutions to the table.
But it's not enough to just hire those with new and varied perspectives. Diversity in and of itself doesn't accomplish much. Once organizations bring those perspectives together, they must give those voices and perspectives a chance to be heard. People who offer varied points of view must be invited to meetings and have opportunities to meaningfully contribute.
An organization must provide the infrastructure for employees to thrive. This requires eliminating barriers and ensuring fair treatment, building a culture where everyone feels included—both those in the majority and those from underrepresented groups—and fostering a sense of belonging among all.
Achieving Inclusion For Everyone
True diversity, equity, inclusion and belonging initiatives go beyond physical appearances and demographics. Such efforts prioritize the importance of diverse perspectives and points of view so the companies can leverage diversity of thought to make actions that drive innovation and success.
As we look toward achieving inclusion for all and reaping the advantages, our organizations must understand the true value of DEIB. Only then can we effectively embed it within our organizations and drive lasting change that ensures everyone of all backgrounds and lived experiences has an opportunity to contribute to the overall success of the business.
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