Anti Anti DEI

The narrative around DEI is broken. As someone who's worked in the narrative business for 30 years, it’s been fascinating to observe how quickly it transitioned from something positive and benevolent to a toxic idea that many consider morally objectionable. There's a quote I came across recently that resonated: “Never in the history of ever were the people who were against diversity, equity, and inclusion the good guys.” This speaks volumes about the fundamental truth behind what DEI is about. 

While we can agree that some aspects of DEI can be adjusted to make sure they are effective and achieving the desired results, it’s been disappointing to see so many companies succumb to political pressure and renege on their commitments to change. One of the most specious arguments against DEI programs is that they somehow tilt the playing field toward unqualified or less capable individuals. Critics imply that prioritizing diversity necessarily means choosing individuals based on identity rather than merit. The premise is undeniably racist and sexist, whether intended or not. 

Well-implemented DEI initiatives are not about giving an unfair advantage to underrepresented groups; they are about correcting an imbalance that has existed for far too long. The reality is that the playing field has always been tipped in favor of white people, especially men (like me). For centuries, these groups have had an overwhelming advantage in nearly every facet of society, from corporate leadership to political representation. 98% of U.S. Presidents and 90% of Fortune 500 CEOs being white men is not because they simply “earned it.” That would be tacit acknowledgement that this group is overwhelmingly and innately superior.

So, how do we make things more fair without compromising our values of excellence and merit? And that answer is not dismantling DEI, it’s doubling down on it.

DEI is about creating equal opportunities for people of all backgrounds to succeed and contribute to society on an even footing. Effective DEI programs foster environments where all individuals—regardless of their race, gender, or background—are given a fair chance to feel welcome and thrive. These programs are integral to building a society and workplace that reflect the richness of our nation and world. And, perhaps most importantly, a society in which everyone feels they are treated equally and has a fair chance at success is one that will create the most competitive marketplace and ensure the truly best people and organizations win. The point— despite the often disingenuous counterarguments— is to put an end to the system where unqualified people are unduly rewarded.

Diversity isn’t the enemy of merit—it is the very thing that strengthens merit by bringing a wider range of perspectives, experiences, and skills to the table. In fact, studies consistently show that organizations with effective DEI policies are more successful (@Instride has tons of research on this, highlighting for example, that corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors, diverse management teams lead to 19% higher revenue, and inclusive companies are 1.7 times more likely to be innovative). 

As Coca-Cola recently warned in response to the federal government’s attempted “crackdown” on DEI, “Our diverse, high-performing global employee base helps drive a culture of inclusion, innovation, and growth. If we are unable to attract or retain specialized talent or top talent with diverse perspectives, experiences, and backgrounds that reflect the broad range of consumers and markets we serve around the world, our business could be negatively affected.” Columbia University recently released a study that shows that companies disengaging from DEI could permanently harm their brands and future earnings potential. 

The good news is that despite the steady flow of companies reneging on their commitments to improved fairness, many more are doing the right thing and sticking with it (Apple management and shareholders recently rejected a think tank’s proposal for it to end its diversity efforts). And for many such as Costco, these moves are paying off because most people understand that these societal changes are long overdue and benevolent. 

Proudly, LaunchSquad and the PR Council, which advocates for PR agencies, remain committed to implementing and improving our own DEI policies, whether it is being more thoughtful and intentional in our recruiting and talent evaluation practices, or recognizing the unique backgrounds and cultures of our entire staff and society at large. 

Now more than ever, those organizations who stand for progress need to avoid bending to the political winds and resist enabling the false narratives being spread by the opponents of change.