A few years back, Diversity, Equity, and Inclusion (DEI) were championed as the remedy for workplace inequities. It aimed to create a future where marginalized voices, justice-impacted individuals, and underrepresented communities could achieve equitable standing in a corporate world historically defined by systemic bias.
It did not work that way, not even close.
Mandatory diversity training became platforms for personal agendas, and terms like 'equity' became buzzwords used without clear definitions, which made them easy targets for criticism and left employees feeling confused or alienated rather than inspired.
CEOs are now halting their DEI initiatives due to years of 'guilt hiring' individuals with civil rights backgrounds instead of those with corporate expertise. The once hottest position in America, Chief Diversity Officer, is now viewed as nothing more than a token position with no real power to make effective organizational change.
In short, DEI turned into a barrage of unmet promises, poor communication, and the manipulative weaponization of what was intended to be a unifying concept. So why is DEI now DOA?
Join Rich and Maikel as we tackle DEI on this episode of Mainline Executive Coaching ACT.
Leaders, Lead Well!
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Rich Baron:
rbaron@richbaronexecutivecoaching.com
https://www.linkedin.com/in/rich-baron/
https://www.richbaronexecutivecoaching.com/
Maikel Bailey:
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https://www.linkedin.com/in/maikelbailey/
https://maikelbailey.com/
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