A recent survey by the Pew Research Center found that a majority of U.S. workers value DEI efforts in the workplace – less than 1/5 of workers think DEI is a “bad thing”, according to the same survey. https://www.pewresearch.org/social-trends/wp-content/uploads/sites/3/2023/05/ST_2023.05.17_Culture-of-Work-DEI_Report.pdf. Yet, we've seen a lot of swirl recently around DEI in the workplace.
After the skyrocketing corporate-priority of DEI in 2020 immediately following outcries from George Floyd's death, all the talk in 2023 is about dwindling DEI budgets and eliminating DEI offices and roles. Some of that talk is being driven by state legislators putting forth bills to stifle DEI efforts and in turn, some of the anti-DEI sentiment has become a popular topic in political forums. What's more interesting is how corporate is reacting to the U.S. Supreme Court's ruling on race-conscious college admissions. The case was decided based on facts reviewed relevant to admissions processes at two universities. Corporate's response seems to anticipate rippling effects on DEI in the workplace - it was reported in late 2022 that 55% of HR Managers experienced their budgets being cut with others expecting more budgets cuts in the near future and further expecting DEI to be the first line item slashed. To substantiate HR's expectations, data reveals that DEI roles have been on the decline since 2021 and Chief Diversity Officer roles, in particular, have declined almost 5% since last year according to a LinkedIn report. This elimination of DEI resources is occurring in spite of what the High Court's ruling in the college admissions cases actually states.
The U.S. Supreme Court ruled that race-conscious college admissions programs are unconstitutional when:
•The objectives are not “sufficiently focused” and cannot be measured
•Race is used “in a negative manner”
•Race is based on stereotypes
•There is no end to using race as a consideration
Nevertheless, it remains lawful to manage and mitigate risks in the workplace to:
•Foster respect for the individual
•Maintain high morale among employees
•Create safe spaces for expressing concerns
•Promote fairness in policies and procedures
•Encourage work-life balance and mental wellness
•Ensure all stakeholders feel valued and welcomed
So, what if we imagined DEI as a way of working?
Contact TULIP Advisory Professionals LLC to learn more about embedding DEI into your business objectives and establishing DEI as a way of working. You can reach us via email at email@example.com or by phone at (678) 990-0910. We look forward to hearing from you!