In the US, we have just completed a polarizing presidential race, and many in the DEI world are feeling unsure of what the next four years hold. While we certainly have heard a lot of anti-DEI rhetoric during this time, it is impossible to know how much of that will turn into action against DEI, and what form that will take.

Today is Election Day in the United States, and we at Equity At Work encourage everyone to vote.

We also encourage all workplaces to support their workers in ensuring they are able to vote - two common options are to give employees the day off for voting or to provide time throughout the day where employees can go to their polling place.

Diversity, Equity, and Inclusion is too often seen as a controversial topic, and detractors usually offer arguments that do not actually hold up under scrutiny. Here are 15 top myths about DEI, along with commentary on how to address them in the workplace.

In the year since October 7, 2023, the situation on the ground has become more and more dire and a resolution seems farther and farther away. It can seem easier just to push it aside and encourage our teams to avoid talking about what’s happening, but that’s misguided and can serve to further isolate teammates who are continuing to experience complex feelings.

DEI has always been a bit of a sensitive topic, but as the US presidential election draws nearer, DEI and related topics have become quite charged.  If you are on the front lines of handling these conversations - even those that are positive - it is easy to feel intimidated or ill-equipped.

Supporting your DEI strategy is the development of DEI-specific content that drives your initiatives and programs forward, from best practice toolkits to DEI education materials to DEI engagement activities.

What is the state of Diversity, Equity, and Inclusion in 2024? It’s complicated. There continues to be intense attention paid to DEI, with detractors calling for its elimination and proponents pushing for increased investment.

Having clarity on what to say in response to social issues can feel like an impossible task nowadays.  Developing a set of internal and external communication guidelines for your organization has become imperative, particularly as multiple generations in the workplace bring a variety of expectations on what will be discussed.

Too many organizations make the mistake of stopping with beliefs and not advancing to defining behaviors, a critical misstep ripples out and impacts every part of the organization and can significantly harm an organization’s culture and people engagement strategies.

If your foundational culture isn't in a great place, DEI work can actually cause new issues to bubble to the top. The place to begin is taking a hard look at your culture and determining if psychological safety is well established and felt consistently across functions, levels, and locations.

More and more people are facing mental health challenges, including increased rates of anxiety and depression. The best companies are seeing this shift and taking proactive steps to support employees, including establishing a trauma-informed workplace.

In the US, the Equal Employment Opportunity Commission (EEOC) issued new guidelines last month to address how harassment based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions; sexual orientation; and gender identity), national origin, age, disability or genetic information is defined and liability is determined.  Here are some of the key takeaways, sourced directly from the EEOC…

Juneteenth commemorates the date - June 19th, 1865 - on which the Union Army arrived in Galveston, Texas and announced that all enslaved people in Confederate states were free. It is an important day in American and Black and African American history, it is considered the longest-running Black or African American holiday, and it became an official federal holiday in 2021. There are many ways to honor this important holiday…

Supplier Diversity programs can be a terrific way to extend your organization's DEI principles out into your community.  Supplier diversity isn't limited to products - think of your business partners, referral partners and service providers - they can all fall into your supplier diversity strategy.

Inclusion occurs when everyone is and feels welcome, respected, supported and valued.  Keeping disabled and differently-abled employees - and candidates - top of mind when creating your inclusion policies, programs and training ensures everyone's needs are considered.  Here are some key ways in which to do just that: 

As seen in Forbes

In 2023, the EU had a number of requirements come into effect that have a direct impact on U.S. businesses. These are directives focused on environmental, social and governance, commonly referred to as ESG. The "S" of ESG is where DEI data, programs and initiatives live. While these directives originate in the EU, any public U.S. company with an office or subsidiary business in the EU consisting of 500 or more employees and 150 million-plus Euros in revenue must comply.

So often we see employers keep their DEI programs and initiatives focused on headquarters employees while their field organizations don't have a way to engage in anything meaningful with DEI.  By not bringing DEI work out into the field you're not being fully inclusive -- and you are leaving a TON of money on the table.

The Conference Board and Esgauge just released research showing that integration of Environmental, Social and Governance (ESG) metrics into compensation plans is higher than ever, now at 76%.  When looking at the Russell 3000, 84% of companies with revenues $50b and higher do the same.  If you thought DEI was going by the wayside, think again.