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The push for diversity, equity and inclusion (DEI) in the workplace has seen a significant boost in recent years. Despite some modest progress in the corporate world, the need for a more diverse and inclusive workplace remains—yet, so do barriers to implementation.
Below, the members of Forbes Human Resources Council share some of the challenges that may come with enacting DEI initiatives, along with how their organizations overcame those obstacles. Read on for their expert insights into the state of DEI in 2024 and the importance of genuine, sustainable diversity efforts.
1. Integration With Policies, Procedures And Practices
Diversity, equity and inclusion strategies are people strategies—they have to be embedded together in order for a company to advance its commitments. It also needs to be included in every experience within the employee lifecycle, including the company’s policies, procedures and practices. Inclusion by design is an effective method to ensure long-term commitment and minimize disruption. - Teedra Bernard, TransUnion
2. Stagnant Representation
Companies assert DEI commitment, but stagnant representation and downsized DEI budgets and teams prove otherwise. To progress, leaders must prioritize internal culture versus external promotion and broaden employees’ understanding of inclusion. Whether shifting words to belonging or adding demographics like age and religion to programs, leaders must fully commit to DEI and be resilient to pushback. - Sherika Ekpo, Shaw Ekpo Enterprises (SEE)
3. Delivering More With Less
We are all under pressure to deliver more with less; we do so by coming together in our commitment to DEI. The issues we face are constantly evolving, and leaders must fully understand and stay open to evolving alongside them. My team is keeping the spirit of urgency and action in DEI at the forefront, asking tough questions and holding fast to our promise to drive changes with true impact. - Antoine Andrews, SurveyMonkey
4. Operating In A Less Diverse Region
There will always be an urgency to increase diversity and inclusion in our organization, regardless of the outside environment or backlash. Intentional outreach to BIPOC candidates continues to be key to organization-wide diversity, especially since we're based in greater Seattle, which is over 60% Caucasian. Diversity makes us better and helps us reflect our clients and community. - Mikaela Kiner, Reverb
5. Top-Down And Bottom-Up Commitment
The core values behind DEI are embedded into our organization's DNA. That didn’t happen overnight; rather, it has taken years of continued commitment—top-down and bottom-up. This is why our continued work to build a diverse, inclusive and equitable culture isn't derailed by environmental disruption. Our work continues because it is who we are. - Kathryn Medina, Federal Reserve Bank of Chicago
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6. Recognition Of DEI As A Consistent Theme
There is still a need for DEI behavior in our workplace, but more of a consistent theme instead of an urgent need. We are seeking more feedback and perspectives to solve business problems with the goal of viewing things more broadly. We encourage disagreements and conflict in a healthy way and provide education on how to do this productively and with individual respect. - Shay Hurst, OncoHealth
7. Rethinking The Hierarchy
We deemphasize hierarchy and stress that any employee can sell a high-value idea that raises the company’s game. The need for more diverse, inclusive working groups is greater than ever for a simple business reason: Digital tech culture must become a better mirror of user culture, in all its diversity, or we risk a mounting trust deficit. This will be truer than ever as AI grows pervasive. - Graham Glass, CYPHER Learning
8. Connecting Employee Feedback, Empathy And Data
Our company champions DEIB by valuing diverse perspectives through remote work and enhancing inclusion. Authentic, sustainable DEIB is non-optional; it's essential for your business's operations. A strong DEIB strategy must be driven by employee feedback, empathy and data. Active listening and adaptability are key to fostering a culture where everyone feels valued and included. - Marcy Klipfel, Businessolver
9. The Demand For A Diverse C-Suite
I'm still seeing a significant focus and investment in DEI from the clients we support with senior talent acquisition. Workforces have diversified, and we're seeing a demand for senior leadership and board-level executives to reflect the diverse employees they represent. Many businesses are looking to diversify their C-suite and boards with a passion and sense of urgency. - Alex Gillespie, Gillespie Manners
10. Attracting, Retaining And Upskilling Talent
Today, many organizations remain committed to DEI as a fundamental component of their employee value proposition and employee experience. Attracting, retaining and upskilling today's workforce is challenging given a shrinking talent pool, ongoing employee burnout and AI transformation. Investing in DEI means casting as wide a net as possible for top talent. It is a means of survival. - Jennifer Rozon, McLean & Company
11. Putting In The Work Daily
DEI isn’t an initiative with a start and finish. It’s the way we decide to show up, treat each other, solve complex business problems and create ROI. Every person should be focused on creating an environment where people can have meaningful debates, share diverse perspectives and drive results. Diverse perspectives come from diverse people. Diverse teams drive the best results. It’s proven. - Paaras Parker, Paycor
12. Dismantling Deep-Rooted Issues
I find organizations recognize the need and have a strong desire for diversity, equity and inclusion (DEI) beyond the 2020 backlash. However, DEI efforts must address deep-rooted issues like oppression, racism, sexism and systemic injustices. Quick fixes won't suffice; we're tackling long-standing problems requiring realistic timelines. Dismantling these issues is a marathon, not a sprint. - Jade Nikolaou, SecondMuse
13. Spreading Awareness And Modeling DEI Principles
Let me be clear; we will always need to put diversity, equity and inclusion at the forefront of our lives. All voices need to be heard, and all leaders need a seat at the table. Here are two significant tips: Redefining your DEI Employee Resource Groups to spread awareness, and ensuring that your leaders live the importance of DEI, which is essential for any organization. - Nakisha Dixon, Vercara
14. Authenticity In DEI Efforts
While many organizations have recognized the ongoing importance of DEI, "bandwagon" organizations that initiated DEI programs merely to align with trends or public expectations face a stark realization: Superficial efforts yield superficial results. True sustainability in DEI demands more than just performative actions; it requires a deep, authentic, foundational commitment to change. - Katrina Jones, Acacia Network
15. Removing Bias From Hiring
Unbiased hiring practices are crucial for diversity and inclusion. Despite progress, the urgency persists for innovation, employee well-being and community representation. Eliminating bias ensures fair opportunities for all candidates, advancing us collectively. - William Stonehouse, Crawford Thomas Recruiting
16. Maintaining Engagement Within Remote Work
Navigating the shift to remote and hybrid work, we confronted the obstacle of maintaining engagement and connectivity, critical for meaningful DEI dialogues. To address this, we crafted targeted workshops, promoted in-depth one-on-one discussions and introduced support systems like "buddies" to ensure our commitment to inclusivity remains strong in a digitally connected workspace. - Ahva Sadeghi, Symba
17. Geographical Barriers
We've proudly overcome some diversity hiring barriers to help clients foster more diverse and inclusive cultures. Those hiring obstacles we've overcome include doing so for clients located in geographic areas that are not diverse while also not having relocation funds to import talent, as well as filling roles that do not offer a large diversity of talent, such as CFO. - Bryan Passman, Hunter + Esquire
18. Creating The Right Environment
DEI will respond through systemic integration at all levels of organizations, holistically ensuring DEI guides decision-making, policy development and daily operations. Similarly, our DEI strategy recognizes these foundational elements by creating an environment where colleagues are empowered to bring ideas forward and contribute to business objectives, building our company of the future together. - Karen Perham-Lippman, Otis Elevator Company
19. Reduced DEI Budgets
We are still focusing on DEI and realize its importance. We are a very diverse company and our success is related to the varied backgrounds of our team members. We still plan on continuing DEI-related training and acknowledging barriers that individuals may face in the workplace. While budgets may be lower, we have to become more creative with our ideas to impart their importance. - Erin ImHof, CertiK
