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?” What organization would disagree with the belief that it is important to have and provide support for a diversity of employees? Diverse in race, gender, ethnicity, but also in thinking styles and in leadership styles. At P&G and other organizations I’ve been part of, it’s been terribly important to recognize differences that exist in thinking style. Some folks being more creative and innovative and experimental than others; others being more disciplined. 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? If they don’t feel that they can risk themselves in the organization; that it is “home?” And what organizational leader would disagree with the fact 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 came to appreciate the importance of diversity in contributing to sustained business success and, over these years , I have become 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 and aren't achieving equity in the way we should and hence are failing to achieve all the organizational strength and business results we are capable of.