Transforming How DEI is Framed

This week I saw an interesting post examining the evolving challenges facing Chief Diversity Officers (CDOs) as we enter February’s Black History Month. CDOs are encountering skepticism about the effectiveness of diversity, equity, and inclusion (DEI) efforts, with some questioning if these initiatives might even be counterproductive.
Many experts in the field argue for a strategic shift in messaging. They suggest that DEI be framed as essential for achieving optimal outcomes for your organization, citing “a litany of research and case studies” showing that diverse teams are more innovative and make better decisions. The post highlighted the importance of demonstrating DEI’s value to your organization, especially as some companies (and nonprofits) cut back on DEI resources and shift the focus to more traditional metrics.
It’s a compelling reminder that the work of CDOs is not just about doing what’s right but also about achieving the best results through inclusivity. This is a challenging time for CDOs, but they point to the need to maintain hope and resilience in the face of adversity.
As always, I see DEI first through a lens of Mutual Trust and Respect. That is at its essence.
  • Are you encountering challenges to your DEI efforts?
  • How could you reframe the conversation?
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