DEI, also known as Diversity, Equity, and Inclusion, have become popular values that many corporations and institutions have worked to integrate into their operations, especially over the last decade. As many major corporations shift their brands and recruiting procedures to attract diverse talent, could those endeavors consequently detract from Black businesses’ efforts to hire Black talent?
Many supporters say DEI is key to establishing an inclusive and respectful environment for marginalized workers, but some critics think many companies are focusing too closely on the numbers.
Rather than fixate on how many people you can hire to diversify your personnel, they argue that the focus should be on creating spaces and opportunities for underrepresented employees to excel in individual capacities.
The History of DEI and What It Ultimately Achieves
Believe it or not, DEI is nothing new, but its resurgence is the result of a fresh awareness of racial and social disparities.
Black Lives Matter, #MeToo, and #StopAAPIHate are just a few movements that set new, widespread initiatives to offset social injustice issues. DEI is just one of them.
DEI first made waves in the mid-1960s when the Civil Rights Act, equal employment laws, and affirmative action came into being, which resulted in the formation of workplace diversity trainings at companies across the nation. As time passed, the focus on tolerance and acceptance blossomed into a new appreciation and recognition of the benefits of multiculturalism.
Today, the spotlight is on inclusion and equity. Corporations and institutions that have predominantly white workforces are being encouraged to hire more diverse and underrepresented talent and ensure that those employees feel secure from discrimination while on the clock.
Some companies have established new executive roles to oversee the integration of DEI. Many have audited their recruiting practices and workplace policies to build a…
Read the full article here
