The Value of Authentic DEI Initiatives

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

The culture war clash over diversity, equity, and inclusion will continue forever unless we can bring it from 10,000 ft in the air back down to earth. "Commitment to an inclusive culture for all?" "Marxist philosophy?" "Policies for achieving belonging?" "Wokeism?" Buzzwords against buzzwords against buzzwords, with no one the wiser as to what's actually being discussed. Rachel needs a lactation room, so we're converting a meeting room into one. Steven's going to be a dad and wants to spend time with his newborn kid, so we're expanding "maternal leave benefits" into "parental leave benefits." Andrew's a customer who has shared feedback about our product being inaccessible, so we're having him talk to the product team. Bianca helped us realize that our company's meetings are chaotic and don't make space for everyone's voice, so we're setting meeting norms. Sam worked on debiasing the hiring process at a previous role and we could benefit from that, so we're looking at standardizing our own process. Arjun shared helpful feedback about the difficulty managers face in managing their distributed teams, so we're building out more resources and structure. There is only one "ideology" present in DEI work done right, and it's shared by pretty much every pluralistic democratic society in our world: that everyone deserves dignity, respect, and opportunity regardless of the beliefs, values, needs, circumstances, experiences and perspectives we hold. That's it. The remaining 99.9% of the work is operational. How do we remove barriers to opportunity and fairness in the workplace? How do we meet people's many needs so we can bring out their potential? How do we create an environment where different people can come together and build something bigger than themselves? A great deal of that operational work ought to be done better. Diversity, equity, and inclusion work has a lot of room for improvement, and it'll take everyone's feedback and active involvement — yes, even from skeptics — to ensure that work succeeds. But to get there, we have to get our heads out of the clouds and bring the conversation back down to earth. Flowery abstractions, even if they make us feel righteous and good, will not save us. It's the mundane pragmaticism of speaking in real terms, with real people, to solve real problems, that will break through the misinformation and polarization that keeps us stuck in the status quo.

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

In the wake of the recent executive orders targeting DEIA initiatives within federal organizations and beyond, it’s clear that the current administration is setting the stage for broader attacks on inclusion efforts. From the establishment of a “hotline” for reporting DEI language to the appointment of DEI critics to key leadership roles, these actions are not just a government matter—they are a signal of what’s to come for private businesses. As I’ve said before, it’s going to get worse before it gets better. However, instead of retreating, we must act now. The playbook being deployed isn’t new, and it’s more important than ever to double down on creating cultures of belonging and environments where all voices are valued and heard. Here are six actionable steps leaders can take to safeguard and strengthen their commitment to building inclusive workplaces: 1. Embed DEI Into Core Business Strategy Treat DEI as integral to your business strategy, not a separate initiative. Align DEI initiatives with organizational objectives, and tie them to measurable outcomes like employee retention, innovation, and customer satisfaction. Pro Tip - Ensure Merit, Excellence & Intelligence (MEI) is highlighted. 2. Invest in Psychological Safety Ensure your workplace fosters open communication where employees feel safe to express themselves without fear of retaliation. This foundation of trust enables innovation and builds stronger, more cohesive teams. 3. Be Transparent and Data-Driven Use metrics to assess the current state of your culture and workforce. Share findings transparently with employees and leadership. Pairing data with storytelling humanizes the numbers and helps make the business case for DEI. 4. Strengthen Leadership Equip leaders with the cultural competency and tools they need to champion inclusion authentically. Empower them to drive change at every level of the organization, making them visible advocates for a culture of belonging. 5. Collaborate Across Sectors Join forces with advocacy groups, industry leaders, and community organizations to share resources, amplify impact, and stand united in advancing inclusion. This collective approach can strengthen resilience against external pressures. 6. Listen, Learn, and Adapt Create regular opportunities to listen to employees and communities impacted by your decisions. Use their feedback to refine and adapt your DEI strategies to remain relevant and effective. While the current climate might be challenging, this is also an opportunity to reaffirm your commitment to creating workplaces where everyone feels valued and supported. Proactive leadership in the face of adversity not only protects your organization but also positions it for success as workforce and market demographics continue to evolve. Rise to meet the challenge, stay the course, and collaborate to create a workplace where belonging thrives. Together, we can ensure our workplaces are resilient and inclusive moving forward.

💡 The rollback of #DEI initiatives under the guise of “colorblindness” or “meritocracy” ignores the very real structural barriers that persist. It assumes a level playing field where NONE exists. A vitally important read from Katica Roy: Here’s what leaders must do: ➡️ Commit to closing pay gaps: Black women earn 34% less than white men, amounting to nearly $1 million in lost wages over a lifetime. Companies must eliminate pay inequities and enforce transparent salary practices. ➡️ Diversify leadership pipelines: Analyzing data from Pipeline’s research, we found that the promotion gap for Black women is twice that of all women. Black women must be promoted at equitable rates and given the same access to leadership training and sponsorship as their peers. ➡️ Eliminate bias in performance reviews: Pipeline’s analysis of performance review data reveals that one in three reviews contains bias, which in turn doubles the time it takes for women to receive a promotion. Companies must use inclusive, AI-driven, data-backed performance and potential review processes to reduce bias and increase objectivity. ➡️ Ensure paid leave for Black breadwinner moms: Over 51% of Black households with children are led by breadwinner moms, yet more than one-third lack access to paid sick leave. Providing paid caregiver leave is essential. ➡️ Hold executives accountable: DEI initiatives must be measured and tied to executive performance evaluations and compensation—just like any other business metric. Daisy Auger-Domínguez (she/her/ella) Cate Luzio Dee Poku Spalding Michelle Gadsden-Williams Mita Mallick Ellen McGirt Adaora Udoji

Everyone deserves to feel safe at work. 47% of LGBTQ+ workers have experienced discrimination or harassment at work, according to a recent study by UCLA Williams Institute. At the same time, headlines are popping up daily about corporate DEI rollbacks at major companies like Lowe's, Ford, and more. There are a lot of misconceptions about DEI initiatives. They're just for fun; they waste money; they create reverse discrimination, etc. But even more than that, there's a lot of resistance to them. It's important to understand why. Here are the primary reasons according to an HBR study: → "status threat" - DEI initiatives often involve organizational changes and thus can elicit threat and concern, particularly from members of majority groups, who have traditionally benefitted from being in the majority. → "merit threat" - Some group members may also fear that DEI initiatives imply that their achievements are not the result of their skills and qualities but rather their group membership.  → "moral threat" - majority group member feel that if they acknowledge their privilege, they tarnish their moral image by linking themselves to an unfair system. But when being in a minority group DOES involve harassment, bullying, less opportunity, and less compensation, it IS an unfair system. And even if you don't care about that, for some reason, business leaders can't ignore that DEI initiatives have REAL value for organizations. MANY studies have shown that "diverse and inclusive workplaces lead to better decision-making, increased innovation, and higher employee satisfaction." A 2015 McKinsey study (cited below), found that: 1️⃣ Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians. 2️⃣ Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians. It's a scary time. Now we need business leaders to stand firm and support diverse, equitable, SAFE, and inclusive workplace environments. #workplace #lgbtq #dei #diversity #equity #inclusive #deiinitiatives #workplacesafety Citations: Study on workplace discrimination: https://lnkd.in/eabhWqwx Study on diversity in teams: https://lnkd.in/epDTNaBn Study on DEI resistance: https://lnkd.in/ePXFTCF2 [Pictured: Lauren, in a suit, and her pregnant wife, in a dress, walking down a sunlit alley, turning towards each other and smiling.]

Join me in resetting the DEI narrative, like Costco just did. Let me explain... While there have been reports of some companies pruning some DEI initiatives in response to investor activism, Costco has decidedly bucked the trend. When the Costco board received a shareholder proposal to evaluate and publish business risks associated with maintaining its current DEI roles, policies, and goals, they pushed back. Instead of accepting the argument that DEI increases risk for shareholders, the board disagreed, explaining that diversity is foundational and key to their business success, ultimately rewarding shareholders. They also went a step further, saying that the investors who requested they end DEI are not doing so in the interest of Costco, but as part of a larger political agenda. (Source: HR Dive: https://lnkd.in/gUzcBbcm) As better allies, we can also aim to reset the DEI narrative or preempt any pushback within our spheres of influence. For example: - Connect Employee Resource Group (ERG) goals to business objectives. - Align DEI initiatives with corporate values. - Identify the return on investment (ROI) for any DEI-related budget request. (A straightforward approach I’ve used successfully is to point out that if a woman’s leadership program helps retain just one person, the company will save the cost of replacing an employee, which experts estimate to be between 50%-200% of their yearly salary.) — This is an excerpt from my upcoming “5 Ally Actions” newsletter. Subscribe and read the full edition at https://lnkd.in/gQiRseCb #BetterAllies #Allyship #InclusionMatters #Inclusion #Belonging #Allies 🙏

Recently, my Ombuds coaching client sent me an article about DEI layoffs in tech and asked for my thoughts. I’m not surprised about the layoffs. Before law school, I was a fashion buyer for a major retail chain. I learned the lessons about trends & knockoffs. When something is popular, it becomes a trend. Other companies want that popularity so they knockoff the item. The rush to throw money at DEI programs following George Floyd’s murder was a trend, I'm sad to say. There were plenty of companies that offered knockoff programs to improve their reputation and enjoy the popularity. The SCOTUS decision on affirmative action reversed the trend.  DEI is not in fashion anymore, except for the companies that always understood the power of diversity to generate success. As an Ombuds, I’ve helped countless employees to manage the trauma of exclusion, discrimination, and systemic racism, which leaves long lasting scars that take decades to heal. Here’s what I know, though.  When underrepresented, marginalized and invisible groups find a workplace where they are seen, heard, celebrated and appreciated, their impact on growth and innovation is unprecedented. Truth is, we NEED diverse people and their intersectionality to view problems from a fresh angle and reveal new ideas, new ways of thinking and being in the workplace. Personally, I’m super diverse:  biracial, jewish, neurodivergent and part of the invisible disability community- I have MS. I didn’t see that as a gift until I revealed my diagnosis to an Ombuds coaching client who is also living with this disease.  We both cried bc she didn’t think she could be an Ombuds and I represented that possibility for her. When corporations hire me to develop the Ombuds programs, I apply all my lived experience and knowledge to their benefit. Companies that value diversity by investing in DEI leadership will thrive in the future.  Nearly 80% of workers said they want to work for a company that values diversity, equity and inclusion according to a recent CNBC poll.  Diverse leadership increases revenue by 19%  Clearly, the way forward is diverse. Let’s focus on that. #leadership #diversityequityinclusion #ombudsareessential

When you see lists celebrating companies for making changes to DEI policies, it’s easy to assume these organizations are champions of diversity, equity, and inclusion. But headlines often obscure the full picture. Take John Deere, for example. While this list might appear to signal their commitment to DEI, a closer look reveals a more complex reality. Their decision to cease sponsoring social or cultural awareness events and audit training materials reflects a troubling shift away from meaningful inclusion. Adding to this, their statement distancing the company from diversity quotas and pronoun identification shows a selective approach to DEI. This serves as an important reminder: NOT ALL DEI EFFORTS ARE CREATED EQUAL. True diversity, equity, and inclusion require an unwavering commitment to uplifting all marginalized communities—not just those whose support aligns with corporate comfort or public image. Companies don’t get to cherry-pick which groups they’ll support, leaving others—such as LGBTQIA2S+ individuals, Black and Brown communities, or people with disabilities—behind. DEI isn’t a token gesture or a PR move. It’s a pledge to create equitable spaces for everyone. So when you see these articles and images, dig deeper. Are these companies truly embodying the principles of DEI, or are they merely reacting to external pressures? Performative actions and diluted commitments aren’t enough—not when real lives and livelihoods are at stake. Rejecting anti-DEI sentiment is a start, but it’s only the beginning. What we need are organizations willing to lead with courage and advocate unapologetically for inclusion. Because when even one community is excluded or seen as “other,” we all lose. As Audre Lorde wisely said, “There is no such thing as a single-issue struggle because we do not live single-issue lives.” It’s time for companies to embrace this truth, take real action, and build a better, more inclusive future for everyone. True inclusion doesn’t allow for exceptions—when even one group is left behind, the work is incomplete.