Benefits of a Strong DEI Commitment

I would love nothing more than for DEI programs to become obsolete. Surprised? Actually, I think most people involved in DEI would agree with me. The goal of DEI has always been to create workplaces where leadership equity across gender, race, ability and sexuality is the norm, eventually eliminating the need for DEI programs altogether. So much progress we’ve made over the past decade is now at risk due to the current rollback, or watering down, of DEI initiatives and resources. Whether it’s blamed on activists, a lack of need, or the “executive order”, the impact will be significant. It already is. Despite the rationale provided by leaders and executives, I would encourage people to take a step back and remember why DEI began in the first place. The focus on diversity, equity and inclusion was originally established to help organizations thrive by ensuring leaders learnt from those with diverse perspectives, backgrounds, and experiences. Programs were intended to drive innovation, spark creativity, and help make smart decisions. Later, put in place to support employees from historically underrepresented groups, including the creation of affinity networks or E/BRGs (employee/business resource groups), and how those communities could come together inside an organization to support each other. Somewhere along the way, people lost sight of DEI’s real purpose. It's not about checking a box and for those doing it right, it wasn’t. It was about something much more fundamental: creating workplaces where people feel valued, heard, and empowered to contribute. As an athlete, I’m a fundamentals kind of person. Let’s go back to basics. At its core, DEI was designed to: ✅ Increase employee engagement and retention. When people see themselves represented, they’re more inclined to stay. ✅ Build stronger, more innovative teams. Diverse perspectives lead to better ideas, smarter decisions. ✅ Improve business outcomes. A Boston Consulting Group (BCG) survey found that companies with more diverse leadership teams saw up to 19% higher profits. ✅ Create better representation internally that reflect their customers/audience. Today DEI has become so politicized that some have forgotten (or ignored) these facts. The truth is, inclusive companies don’t just retain talent, they attract it. And when they represent their employees, they’re also better set up to reflect the needs of their customers and keep them. We know that having a more diverse workplace contributes to the bottom line and drives ROI. Diverse companies earn 2.5x higher cash flow per employee, according to a 2022 Research and Markets study. So let’s refocus. If DEI is done right, it helps everyone—including leadership—become more effective, more informed, and more customer-centric. It’s not just good ethics; it’s good business. And maybe if we truly achieve equity, instead of removing DEI, we actually won’t need it anymore. That would be a real success. #DEI #equity #leadership Luminary

As some companies scale back DEI initiatives, others are doubling down. So where does FMCG stand? In the past year, I’ve seen two diverging paths unfold. → On one side: companies quietly scaling back their Diversity, Equity, and Inclusion (DEI) programs, citing budget constraints or “shifting priorities.” → On the other: brands like The Coca-Cola Company, PepsiCo, and Unilever making bold, public reaffirmations of their DEI commitments—despite political and economic headwinds. Why the split? And more importantly—why should it matter to those of us in the FMCG industry? Let’s look at the facts: According to a 2024 Gartner study, nearly 27% of U.S. companies reduced DEI budgets this year—some citing fear of political backlash. Meanwhile, brands that have maintained DEI as a business priority—like Coca-Cola, which recently recommitted to its ‘Better Shared Future’ DEI strategy—are seeing stronger innovation pipelines and deeper brand loyalty. In FMCG, where consumers are increasingly diverse, socially conscious, and value-driven, scaling back on DEI isn’t just a reputational risk—it’s a business risk. Here’s what I’ve observed through our executive search work: - The most future-ready FMCG leaders today understand that DEI is not a box to tick—it’s a growth strategy. - Inclusive teams launch faster, innovate smarter, and connect better with modern consumers. - Boards and investors are increasingly viewing DEI as a key signal of long-term resilience and agility. And here’s what I know from experience: Inclusion doesn’t happen by accident. It’s not driven by policies alone—it’s built by leaders. That’s why FMCG companies who are serious about transformation aren’t just hiring executives who “fit the mold.” They’re hiring: → CMOs who understand how to authentically represent diverse audiences. → HR leaders who build systems that attract and retain non-traditional talent. → GMs who can lead multicultural teams across regions without defaulting to one-size-fits-all leadership. Because diversity without inclusion is cosmetic. And inclusion without leadership commitment is unsustainable. So—where does the FMCG industry stand today? It’s divided. And it’s being watched. Consumers are watching. Investors are watching. And talent is watching too. The companies that treat DEI like a trend will fade into irrelevance. The companies that embed it into culture, product, and leadership? → They’ll lead the next era of FMCG. Let’s talk about how we hire—and who we empower to lead. #FMCG #ExecutiveSearch #DiversityInLeadership #DEI #ConsumerGoods #LeadershipHiring #InclusiveLeadership #LeadershipDevelopment

DEI Rollbacks: A Step Backward—But We Can Keep Moving Forward Toni Morrison once said, “The very serious function of racism is distraction. It keeps you from doing your work. It keeps you explaining over and over and over again, your reason for being.” That is exactly what is happening with the current administration’s attacks on DEI programs. They’ve co-opted the language of equity to claim “reverse racism,” falsely asserting that they are “ending illegal discrimination” and “restoring merit-based opportunity.” But the underlying message is clear: a manufactured narrative that suggests DEI programs take opportunities away from deserving individuals, implying that those who don’t fit the dominant identity are somehow unqualified. Let’s be clear—DEI is not about excluding talent. It is about expanding access. These programs create pathways for historically excluded communities—including women, veterans, and individuals with disabilities—who possess the skills, qualifications, and, in many cases, are overqualified but would have otherwise been overlooked due to systemic barriers. As a Non Profit Executive, I’ve led  successful strategies that fostered equitable pathways and true inclusion. And if organizations want to thrive, we don’t need less of these strategies—we need more. The facts don’t lie: Studies consistently show that diverse teams drive more innovation, make better decisions, and yield higher profits. Yet, despite this evidence, we are witnessing a rollback of DEI efforts across industries. So what can we do? Even in the face of these rollbacks, organizations can continue advancing equity in meaningful ways: ✅ Embed DEI into core business strategy. Move beyond performative gestures—ensure inclusion is a fundamental part of how decisions are made and who gets a seat at the table. ✅ Reframe DEI as a driver of innovation. Position diversity, equity, and inclusion as competitive advantages, emphasizing their proven impact on creativity, problem-solving, and business success. ✅ Prioritize inclusive hiring practices. Implement skills-based hiring, equitable advancement opportunities, and mentorship programs to cultivate diverse leadership pipelines. ✅ Leverage Employee Resource Groups (ERGs). Support and fund ERGs to empower employees, foster belonging, and create spaces for underrepresented voices. ✅ Hold leadership accountable. Ensure executives and decision-makers are actively championing equity efforts, not just delegating them. DEI is not about checking boxes—it’s about unlocking potential. Despite the distractions and political rhetoric, we must remain committed to building workplaces where talent thrives, opportunity expands, and inclusion fuels innovation. How is your organization maintaining its commitment to DEI in these times? Let’s keep this conversation going. 👇🏾 #DEI #Equity #Leadership #Inclusion #Innovation

Google just agreed to pay $50M to settle a racial bias lawsuit. But the real story? The warning signs were there years ago—and they were ignored. 🚨 Back in 2018, over 20,000 Google employees staged a global walkout, protesting how the company handled sexual harassment claims, and the $90M exit package they gave to an executive, Andy Rubin , the creator of the Android software, even after the company concluded that a harassment claim against him was credible! Then came April Christina Curley, a diversity recruiter at Google who raised concerns about how Black candidates from HBCUs were treated. Her reward? She was dismissed. And now, years later, the company is paying the price—economically and in their reputation. Having spent decades in tech and corporate leadership, I’ve seen this movie before! These situations unfold slowly—not all at once, but in small missteps that are ignored. But I’ve also seen how powerful it can be when a leader listens early, acts with intention, and builds a fair system of accountability with checks and balances before a crisis forces their hand. But this isn’t just about Google. It’s about every company out there that thinks DEI is optional—especially now in face of all the anti-DEI actions and rhetoric. To these leaders I say, "proceed at your own risk, because data and history show just the opposite to be true." ✅ It's a fact that when done right, DEI is a safeguard that helps you attract the right talent, retain your best people, improve decision-making, and yes, it protects you from the kinds of legal and reputational risks that make headlines. So what can organizations do today to build a stronger, safer culture? Here are 4 things I'd recommend: 🔎 Make inclusion measurable – DEI isn’t fluff. Use real-time data to find out where the gaps are, what’s working and what’s not. 🤩 Create safe spaces for feedback – Anonymity isn’t dangerous. It’s how you achieve transparency as an organization and get honesty from your employees. 📊 Audit your people processes – From hiring to promotions and pay equity – unconscious bias will creep in over time unless you actively manage and remove it. 🛠️ Equip your managers – Inclusive leadership isn’t innate. It’s a skill—one that can be modeled and developed. If you’re re-thinking your DEI strategy in this new environment, I encourage you to read the full story (link to be posted in the comments) and feel free to add a comment or DM me. Let's get the conversation going. The stakes are too high to get it wrong. 🧭 It’s time we stop treating DEI as a “nice to have” that can change with the way the wind is blowing—and start seeing it for what it really is; a core business function that protects and propels organizations. Because when inclusion is real, everyone wins. 👏 #Leadership #Culture #HBCU #Inclusion #DEI #HR #BusinessStrategy #EmployeeExperience #Retention #Accountability #Android #settlement #lawsuit Image credit: The Source Los Angeles. 🙏