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- Harvard Business Review | How DEI Can Survive This Era of Backlash (2024)
Harvard Business Review | How DEI Can Survive This Era of Backlash (2024)
This research examines how Diversity, Equity, and Inclusion (DEI) initiatives can endure the current backlash in the U.S. It presents insights from chief diversity officers (CDOs) and draws parallels with feminist movement strategies during challenging periods. The study offers practical advice for maintaining DEI momentum despite facing resistance and budget cuts.
Tanguy Dulac
October 20, 2024
DIVERSITY, EQUITY & INCLUSION
Harvard Business Review | How DEI Can Survive This Era of Backlash | This research examines how Diversity, Equity, and Inclusion (DEI) initiatives can endure the current backlash in the U.S. It presents insights from chief diversity officers (CDOs) and draws parallels with feminist movement strategies during challenging periods. The study offers practical advice for maintaining DEI momentum despite facing resistance and budget cuts.
DID YOU KNOW?
“Did you know that despite recent backlash and budget cuts, Chief Diversity Officers can use 4 key strategies for continuing DEI work while it's under attack?”
NEED AN EXECUTIVE SUMMARY?
Introduction
Many question the future of diversity, equity, and inclusion in U.S. organisations in response to recent backlash and budget reductions affecting DEI initiatives. Researchers from the Stanford VMware Women's Leadership Innovation Lab argue that DEI isn't dying but experiencing a 'closed doors' period—a concept from social movement theory where obvious avenues for change become less accessible.
Key Insights
DEI Resilience: Despite challenges, DEI is adapting rather than disappearing. The current situation mirrors historical patterns in social movements, particularly feminist movements during periods of resistance.
CDO Perspectives: A gathering of 14 chief diversity officers from six industries, representing companies with 2,000 to over 300,000 employees, provided insights into current DEI strategies and challenges.
Strategic Adaptation: CDOs employ tactics similar to those used by feminist movement builders during 'closed door' periods. These include reframing language, building coalitions, and embedding DEI work into core business functions.
Continued Relevance: The research emphasises that DEI remains crucial for organisational success, even when facing opposition. CDOs report their work continues, albeit sometimes under different labels or through alternative channels.
Recommendations
Reframe DEI Language: Adapt terminology to focus on concepts like belonging, respect, and fairness. One CDO reported success in rebranding their work as "human sustainability", aligning DEI with broader organisational goals.
Integrate DEI into Core Business: Embed DEI principles into essential business functions. For example, one company incorporated inclusive leadership into its core leadership competencies, making it part of performance evaluations for all people managers.
Build Coalitions: Foster partnerships with allies across different departments. CDOs collaborated successfully with legal, communications, and other teams to advance DEI work through alternative channels.
Leverage Data and Metrics: Strengthen the case for DEI by emphasising its impact on business outcomes. CDOs stressed the importance of demonstrating how DEI initiatives contribute to talent acquisition, retention, and overall business performance.
Conclusion
While DEI faces significant challenges in the current climate, this research suggests it is adapting rather than disappearing. By adopting strategic approaches inspired by historical social movements, organisations can continue to advance diversity, equity, and inclusion. HR leaders and executives should view this period as an opportunity to innovate and strengthen their DEI efforts, ensuring they remain integral to organisational success despite external pressures.