A handful of prominent tech companies, including Meta and Amazon, recently announced plans to scale back or set aside some or all of their diversity, equity and inclusion (DEI) initiatives.
Setting aside the society-level debate over DEI at the moment, how will this program pullback impact tech workers and job seekers? What do you need to know to navigate the changes effectively?
While the situation is still in flux, we asked three experts to share their assessments as well as some tips for overcoming any negative consequences and potentially taking advantage of any positive changes as companies roll back their formal DEI efforts.
Diversity Has Moved from Checkbox to Strategic Advantage
One of the positive outcomes of DEI is that many companies now recognize the positive impact of diverse teams on creativity and innovation. Through first-hand experience, they have learned that diverse teams are more likely to consider different ideas and perspectives, ultimately leading to more innovative products, services and approaches, explained Rhonda Moret, founder and CEO of ElevatedDiversity. In fact, companies in the top quartile for racial and ethnic diversity are 39 percent more likely to outperform those in the bottom quartile.
Companies that have reaped these benefits will most likely continue seeking diversity in hiring and when assembling teams, according to Joelle Emerson, co-founder & CEO of Paradigm, a culture and inclusion platform: “I see this moment as less than a retreat on DEI and more of an evolution.”
Many organizations are reaffirming their commitments to inclusion, belonging and fairness, even if they shift how they talk about it or the acronyms they use. Research from Emerson’s firm confirms that employees who work in diverse cultures are:
- Nearly 10 times more likely to be engaged
- More than seven times more likely to feel respected at work
- Twice as likely to find purpose in their work
Given the benefits, top performing companies are unlikely to abandon their core values or erase the progress they’ve made.
Use the change to your advantage by seeking out organizations with strong cultures. If you’re in a workplace that’s moving away from the acronym DEI, understand what they’re doing instead. Is your company still prioritizing inclusion? Or investing in processes that level the playing field in areas like hiring, performance management and promotions? If so, your company may still be aligned with the values of DEI… but just calling it by a different name.
Renewed Emphasis on Merit-Based Hiring and Promotions
While merit has always been a consideration in hiring and advancement decisions, many organizations will be placing a stronger emphasis on selecting candidates solely based on their qualifications and skills, without considering factors like race, gender or other protected characteristics.
In the past few years, many companies had already moved toward skills-based hiring by removing college-degree requirements from some of their job postings, in an effort to expand the talent pool. Mandating a diverse slate approach also required recruiters and managers to identify and consider qualified candidates from underrepresented groups.
Positions that have gone unfilled for significant periods may become top priorities for recruiters, opening the door to any and all candidates who meet the qualifications. Take advantage of the level playing field by reconnecting with hiring managers and emphasizing your experience and the value you offer to an employer.
Cultures Have Shifted
Slow progress is still progress. Over the last few years, many companies have become more inclusive by initiating diversity training and anti-bias hiring strategies. They have made strides in diversifying their workforces and fostering a culture that values and respects people from different backgrounds, genders and ethnicities. And yes, companies that are more diverse tend to hire more diverse people. In fact, corporate boards in the U.S. are more diverse than ever, signaling a permanent cultural shift that is likely to endure.
However, even if your company rolls back its DEI policies, you are likely to still have some ability to influence your work environment.
Culture is built on a team-by-team basis, noted Karen Jaw-Madson, principal of Co.-Design of Work Experience. It doesn't necessarily require a budget—just commitment, engagement, persistent follow-through and resilience. Even without formal DEI infrastructure, leaders and employees can positively influence their immediate environments through allyship, meaningful relationships and personal development.
Anti-Bias Laws are Still in Effect
Some experts see a potential downside to the end of corporate DEI programs. It’s possible that some tech workers, particularly those in marginalized groups, will experience challenges with hiring, promotions and recognition, cautioned Jaw-Madson.
However, its important to note that the laws haven’t changed. For instance, Title VII forbids discrimination in employment based on race, color, religion, sex or national origin, with some limited exceptions.
Workers can still file discrimination complaints with the EEOC, local labor boards or pursue lawsuits against employers. “For those negatively impacted, I urge you to double down on your growth,” Jaw-Madson noted.
Seek out learning opportunities and communities of support. Refuse to accept what others may wrongly impose on you. Lead by example and others will follow. The most profound changes can start with individuals showing what’s possible.
