Strategic Diversity, Equity, and Inclusion: Essential Practices for Organizational Success

In a recent blog post by Tasha Jones of L.V. Jones Consulting who shares her thoughts on Constructed Allyship: Why being diverse for diverse sake is no longer working in the workplace. It reiterates a sentiment that simply adding an individual from a minority group or from varied ethnic backgrounds to your team does not create the benefits of a diverse team, as highlighted in my earlier article titled: Build a Stronger Business: The Benefits of a Diverse & Inclusive Workplace.

In the aftermath of the George Floyd incident, still rocking from the impact of a global pandemic, there was an awakening to the Diversity, Equity and Inclusivity issues not only in society but the workplace as well. According to the Society of Human Resource Management (SHRM), between June 8 to August 6, 2020, DEI positions had increased by more that 55%, after falling 60% in the initial months of the pandemic. However, by 2023 the flames for DEI initiatives had dwindled to the point where FOX Business reports DEI-related job postings in 2023 have declined 44%. In February 2024, According to the Washington Post, DEI job postings had already shrunk 8% for the year. Companies have instead decided to slash the personnel expense of in-house DEI teams and have decided to outsource with DEI Consultants who would “champion inclusion by embedding our values … directly into our people programs rather than as a separate initiative." Furthermore, the Washington Journal reports "mentions of green and social initiatives during earnings calls have fallen off sharply in recent quarters."

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