In today’s rapidly evolving business landscape, Diversity, Equality, and Inclusion (DEI) initiatives are still necessary in organizations. Despite significant progress in recent years, challenges remain that underscore the ongoing need for educating the workforce. Several years ago after George Floyd’s  death, there was an outcry for more awareness, and more education and the majority of businesses of any significance adopted a more robust DEI program. Did these companies really believe it or was it to improve the image of the business, be a follower of what was in fashion at the time or did they really believe in it? We will get into the benefits that these actions have on organizations.

Progress has been made in organizations worldwide in adopting these practices. Many have established departments, introduced training programs, and implemented policies to foster a more inclusive work environment and culture. However, despite these advancements, challenges persist. Unconscious bias, underrepresentation of certain groups, pay disparities, and lack of true inclusion are still prevalent in many workplaces. One can state that Unconscious Bias is the root of these issues.  

Enhanced innovation and creativity are needed to make businesses successful and the more diverse population bringing experiences and perspectives to the table helps this process. When employees feel included and valued, they are more likely to contribute to the unique ideas leading to a better problem-solving and decision-making group.

Organizations that prioritize their DEI programs to include unconscious bias tend to have higher levels of employee engagement and retention. When employees can recognize their own biases they will tend to be more open-minded which allows them to accept people for who they are in turn employees are more likely to stay with the company where they feel respected and valued which can reduce turnover and enhance productivity.

As research shows, a diverse workforce can better understand and cater to a diverse customer base. This can lead to more effective marketing strategies, product development, and customer service, ultimately expanding the organization’s market reach.

Systematic inequalities, such as racial and gender disparities, continue to exist in many industries. DEI initiatives are essential for addressing these issues by creating opportunities for underrepresented groups and ensuring fair treatment for all employees.

The rise of social movements, such as BLM and #MeToo, has highlighted the importance of these programs when businesses truly believe in the process from the top down. Other businesses simply do what is in vogue at the moment so that they will be seen in a good light in reality, they don’t practice what they preach by demonstrating their commitment to diversity equality, and inclusion.

In conclusion, programs are an essential part of a business and can work, however, unless the business educates the employees about their unconscious biases, they may never succeed in having successful programs. When an individual understands why they don’t like or is having a communication problem with a person is halfway to accepting that individual as a person and doesn’t care what race, sex, or class a person is and will improve more acceptance in the business creating a better work environment for everyone. Do businesses need to have separate departments or programs to address this? That’s still a good question, it comes down to the core values of the business and what behaviors they want to have that will drive the need to have separate departments to manage the process. In my opinion, this is like every situation doesn’t need to have a written policy or procedure but if you educate the employees starting with the management, they will do the right thing and have the right behaviors.