Why Leaders Need to Focus on DEI Efforts Now More Than Ever

Equality in employment and affirmative action laws enacted in the tumultuous 1960s are the foundation for today's diversity, equity and inclusion initiatives. Six decades and a global pandemic later, companies have come a long way since the initial attempts to diversify their workforce. What started out as simple "diversity" has become much more complex.

The pandemic has forever changed the values ​​of workers and the workplace itself. Employees are drawn to companies whose DEI efforts go beyond the skin. Social unrest surrounding racial injustice, civil liberties and the growing perils of climate change have led workers to ask their employers to take action on these kinds of issues as well.

It can sound like many internal and external distractions that business leaders would rather avoid than manage. Many would rather focus solely on producing a great product or service, gobbling up market share and enjoying growing profits.

Although the DEI is changing, it is not going away. Leaders need to focus more than ever on their DEI strategies. Here are some reasons.

American businesses are full of brands that embrace kindness. Think Bombas, TOMS shoes and, well, KIND. The practice of companies donating a product to those in need for every product sold is a remarkable kindness to the world. But charity, as they say, begins at home. What are companies doing to cultivate kindness with each other?

Some brands are moving beyond simply trying to educate their employees on the value of understanding, appreciating and embracing diversity. They also incorporate kindness into their respective DEI strategies. Taking the time to really see and hear people who are different from you not only helps everyone thrive, but also develops leadership skills, creates a growth mindset, and boosts performance.

This is the philosophy of Marissa Andrada. As the former Director of Diversity, Inclusion and Human Resources at Chipotle, her mission was to co-create with leaders and team members an environment where every employee, at all levels of the organization, can flourish and do its best. This inclusive and equitable culture has affected business transformation and the company's profitable growth. As a DEI thought leader and sought-after speaker, Andrada describes herself as a "master of culture and catalyst of kindness". In this capacity, she is passionate about helping companies create goal-driven, high-performance cultures that are exponentially more meaningful than mere providers of products and services and successful in driving business results.

The idea that the whole is greater than the sum of its parts is old. To be whole, however, each part, i.e. each person, needs support and the opportunity to excel. Integrity means that no one does things at someone else's expense, but for the greater good.

Big banks aren't the only institutions considered "too big to fail." Company DEI policies also require a bailout when they fail. The DEI concept has become too important for employees to risk failure.

The growth of DEI's efforts has spawned industry practitioners. But this evolution has not yet resulted in a standardization of practices, measurements and analyses. Instead, every organization finds its own way through something started with the best of intentions but often in danger of collapsing under its own weight.

Most companies set diversity goals because they are easily measurable. But diversity goals alone do not make a DEI program. It is more important to identify what is causing the disparities and set goals to address the causes.

Effective DEI programs must reflect a cultural change, not just a c...