Over the past few years there has been significant backlash against diversity, equity and inclusion programs. To date more than 30 states in the U.S. have introduced or passed over 100 bills aimed at restricting or regulating diversity, equity, and inclusion (DEI) initiatives.
Specifically, at least 10 states have implemented laws that restrict DEI efforts in higher education and public offices. These states include Florida, Texas, Utah, Alabama, Idaho, Iowa, North Dakota, Tennessee, and North and South Dakota.
Additionally, corporations are also beginning to eliminate their DEI programs – companies like Microsoft and Tractor Supply have eliminated their offices. Yet, while both companies are eliminating their “DEI departments” they both state that their Inclusion and Diversity work will continue through other areas of the company citing true system change as these programs will be embedded in the organization and not run by one particular department.
There is a lot of debate on what this means and how it will impact organizations. Supporters say it is a course correction for organizations that took diversity programs too far – becoming “woke”. While others say this will hurt the progress, we have made to be create workplaces that are more inclusive of women, people of color, and the LGBTQ+ community. A simple online search will quickly bring up a heated debate. Whatever side you are on, we will have to wait and see the impact these shifts will bring to inclusive workplaces.
Yet, in all these discussions mention of disability is extremely rare, if ever discussed at all. And our “outsider” status from DEI programs will be what keeps our progress moving forward with little or no impact from the DEI backlash. Here are three reasons why disability inclusion programs will continue without a hiccup from the DEI backlash.
Disability is not part of DEI.
Like it or not, disability has never been a part of most DEI efforts. For years, disability advocates and activists felt excluded from the DEI movement. Corporations largely view disability “differently” than other diversity groups and disability has predominantly been an initiative or program outside of the standard DEI strategies. This exclusion may actually be a blessing has the backlash against DEI continues to unfold.
Leadership Recognition.
Most successful disability inclusion programs are part of a larger organizational strategy. Operational leaders, global talent leaders, and HR professionals are driving the majority of inclusive workplace strategies, and this difference is what makes them successful. When disability inclusion is part of addressing a business need, like retention, it becomes part of the business strategy and that is the reason it will continue to succeed.
Disability Competitive.
Disability inclusive products and services are a competitive advantage for companies. When you design with inclusive products in mind you are gaining a segment of the $13 trillion market opportunity that people with disabilities represent. A few examples, Microsoft’s accessibility features in the Xbox and P&G for utilizing Braille on products and also making products with better ergonomic features for those with limited mobility. You can bet companies aren’t just enhancing their products and services to do the right thing, it is because it makes them money
So, while the world battles over “woke DEI” and companies look to shift their approach to diversity inclusion. We will continue as we have always done. We will ignore the noise and focus on the business needs, help companies be more competitive and create better workplaces for everyone.
This article first appeared on LInkedIN on July 30th.
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