Empty Promises or Authentic DEI Commitment: Recognizing the difference
Dedication to Inclusion is Reflected in Lasting Engagement
It's a common sight during Women's History Month and International Day of the Girl for companies to suddenly show interest in "engaging women" with events and solutions. But let's call a spade a spade—these kinds of last-minute actions often reek of insincerity.
Real champions for Diversity, Equity, and Inclusion (DEI) are concerned about the state of affairs in 2034, not just the next Women's History Month. They view DEI as a crucial aspect of their business' future-proofing, rather than a fleeting, altruistic marketing stunt.
As the head of The Collective, a women's advocacy in sports and music, I can attest to the busy months of March and October, filled with speaking engagements, opinion pieces, and celebrations for women and girls.
True DEI Champions
So what sets those genuine DEI champions apart from the pretenders? They don't simply celebrate diversity, they embody it, integrating DEI into their core operations and culture to ensure continuous, sustainable impact. Here are some key characteristics:
Holistic Integration: Authentic DEI isn't a one-time effort, but an ongoing commitment reflected in long-term policy changes addressing structural inequities and cultural competency training for all employees.
Support Systems: Genuine DEI efforts invest in mentorship, career development opportunities, and supportive Employee Resource Groups (ERGs) specifically for underrepresented groups.
Representation and Inclusion: Everyone, regardless of background, has a voice in decision-making processes. Inclusive leadership is a cornerstone of these companies, ensuring diverse representation at all levels.
Accountability and Transparency: Companies lead by example, regularly reporting on DEI progress, setting measurable outcomes, and being open about their challenges and successes.
Commitment Beyond Buzzwords: Authentic DEI avoids tokenism, focusing instead on systemic change and proactively addressing barriers to equity for all employees.
False Pretenses
On the other hand, performative DEI is characterized by tokenism, lack of support for underrepresented employees, and one-off initiatives that fail to embed DEI into the heart of the business. Companies that rely on these tactics expose themselves as inauthentic and potentially harmful.
If you truly wish to support DEI, focus on long-term policy changes, fostering a truly inclusive and supportive environment for all. To quote the wise words of Maya Angelou, "Do the best you can until you know better. Then when you know better, do better."
- Authentic DEI champions don't just celebrate women's health-and-wellness or women's-health during specific months; they incorporate women's perspectives into their long-term business strategy.
- A true champion of DEI is not only concerned about finance but also invests in mentorship and career development opportunities for underrepresented employees.
- In lifestyle companies that genuinely embrace DEI, leadership is inclusive, ensuring diverse representation at all levels, not just in fashion-and-beauty campaigns.
- Companies that solely focus on sports performance, without addressing DEI, are missing out on the benefits of a holistically integrated approach, such as enhancing team dynamics and fostering a more welcoming business environment.
