In a room full of DEI pros, one message stood out: even with pushback, the work goes on.
DEI is also about teaching people how to treat one another, especially people who are different from them. This work will stay with us because the lesson is learned and relearned.
The Business of DEI Event
We talked about this at a recent Florida Diversity Council meeting in Tampa. There, a panel of DEI and HR leaders from FIS Global, Ricoh, Orlando Magic, and Raymond James Financial shared DEI best practices and the business case for DEI. The talk focused on accountability, metrics, and the bottom line.
At Genesis10, we are working to build a welcoming, inclusive workplace where different talent can thrive. Events like Business of DEI bring new views, and some of the ideas shared there may help our team and our DEI journey.
Summary
DEI work is still needed, even when people resist it. It helps organizations build places where people are respected and included. Lasting DEI must support business goals. It should also use people-first and inclusive workplace practices that build belonging. Genesis10 shares lessons from DEI leaders on refocusing efforts, adding inclusion to company processes, and using shared ideas to move its DEI journey forward.
Key Insights
1. Refocus DEI Around Business Goals
Diversity, equity, and inclusion are at a turning point. After George Floyd's murder, many businesses rushed into DEI. Now the pace has changed.
For DEI to last and have real impact, goals and plans must fit business goals, objectives, and priorities. DEI cannot stand alone. Each effort should connect to the larger whole and deliver real, lasting results, not just surface-level wins.
Organizations should reset their efforts so diversity, equity, and inclusion support company goals and outcomes.
2. Build Sustainable DEI Efforts Around People
Refocus also means staying people-centered. The people case supports the business case.
The line between inclusion and exclusion can be blurry, but "DEI is for everyone and about everyone." One panelist used the saying, "a rising tide lifts all boats." That is DEI's goal: lift everyone.
Still, organizations must do the work. They should offer many options and think about the invisible dimensions of diversity so all employees can feel they belong. These workplace inclusion strategies should be built into processes, policies, and procedures. That is how DEI changes behavior, action, and results for everyone. This gives DEI work a lasting base.
Looking Ahead
The Business of DEI event gave us a strong chance to learn from DEI leaders who have done this work for years, and in some cases decades. Their wisdom helps keep DEI moving forward.
As we grow in our DEI journey, Genesis10 will use these insights to support employees and create a workplace where everyone feels welcome and valued.
Q&A
Question: Why does the article say DEI work is still needed even with resistance?
Answer: The article says DEI is still needed because organizations still have a duty to help people learn how to treat, respect, and include others, especially people who are different from them. Since this lesson must be learned again and again, DEI work is ongoing, not temporary.
Question: What does it mean to refocus DEI around business goals?
Answer: It means DEI plans should connect to the company's larger goals, priorities, accountability, and results. DEI should not stand alone. It should be part of the full strategy so it can create steady, useful impact.
Question: How does the article connect the people case for DEI to the business case?
Answer: The article says DEI starts with people. When employees feel welcome, included, and supported, they can belong and do their best work. That people-first base strengthens the business case because it can improve how people work, decide, and perform.
Question: Why is it important to build DEI into processes, policies, and procedures?
Answer: Building DEI into processes, policies, and procedures turns intent into action. It helps companies make steady, lasting changes in culture and employee experience.
Question: What is Genesis10's stated commitment as it continues its DEI journey?
Answer: Genesis10 says it will use lessons from skilled DEI leaders to support employees and create a workplace where everyone feels welcome and valued.
