DEI Should Be A "No Brainer"

I want to explain why I think “DEI” is a no-brainer and I will do that by breaking it down and consider what it’s about, concretely. Why do I say a “no-brainer?” Consider this: What organization would disagree with the belief that in order to have the strongest possible orgaization today, one representative of the consumers it serves, it is important to attract, have and provide support for a diversity of employees? Diverse in race, gender, ethnicity, and also in thinking styles and in leadership styles. What organization would disagree with the fact that there is no value in having diversity if people don’t feel “included?” If they don’t feel able to express their genuine point of view-- that they can express themselves without walking on egg shells? If they don’t feel that they can risk themselves in the organization; if they don't feel it is “home" for them? What organizational leader would disagree that it’s important to give every group a fair chance to be included in the organization. Or would disagree it was important to recognize obvious gaps in the organization whether it be of race or gender or functional expertise or thinking style. Consider this: When we go out to add new board members (not only employees), we think about, “What do we need that we don’t have enough of now?” This is what equity is about. What’s clear to me is that when you break down what we’re talking about in diversity, equity and inclusion, almost nobody would disagree. It is only as this concept has been weaponized by the acronym “DEI” and when, in some cases, we have gone overboard in the application of DEI, both in the way it’s taught and organizational structure, that we get in trouble. My simple point is that going back 50 years, I have come to appreciate the importance of diversity in contributing to sustained business success and, over these years , I have become more and more aware of how important it is for people to feel included. And, yes, over time, how important it is to be crystal-clear on where we have gaps in the make-up of our organization and are not achieving equity in the way we should and hence are failing to achieve all the organizational strength and business results we are capable of. I am not alone in having this experience. Countless leaders in every type of organization have shared that they have had the same experience in building and sustaining success.