Corporate DEI initiatives have taken a hit recently. While there are many stated reasons (whether accurate or not), there is one I want to focus on today. According to a Forbes article, many executives fear the backlash of these initiatives by conservative groups. After all, who wants to risk being the next Bud Light? Here is my perspective. For companies scaling back their DEI initiatives due to fear, they likely fall into two groups. Group 1: They weren’t supporting DEI for the right reasons in the first place Group 2: They lacked the knowledge to create a comprehensive DEI policy and communication strategy Let’s focus on the second group. There appears to be a lack of understanding of the groups that support and oppose social initiatives and why they have those beliefs. Not having visibility into simple things about these groups can increase the fear of the unknown, which may cause leaders to question or scale back initiatives they previously supported. Some of those questions can be: - How large is the group that oppose DEI policies? Is a very small but vocal minority? - Is there a single concern they have or are they against anything they perceive as DEI? - What is the reason they oppose or support DEI policies? - Is there a line where even supporters of DEI think it goes too far? By understanding these questions, leaders can more confidently support their DEI initiatives and effectively communicate their positions internally and to their customer base. Click here for a brief that discusses the racial relations aspect of DEI and the seven groups that represent American views. It gives initial insights into some of the questions above and can hopefully be the beginning step to create a positive, sustainable DEI strategy.

Discussing why we allow politicians to behave in a way that we would never accept in any other corporate environment, at or school, or our homes.