Written By Tianna Green
Amidst the recent lawsuits targeting Diversity, Equity, and Inclusion (DEI) in businesses and companies, society must examine whether these legal challenges are initiated in good faith or potentially launched in bad faith. Such actions might aim to distort genuine efforts, misconstrue the purpose, and unfairly vilify a function that inherently provides universal benefits for everyone.
Understanding the Historical Context and Legal Landscape in Navigating DEI Challenges
Just months after the overturning of affirmative action, the impact on Diversity, Equity, and Inclusion (DEI) initiatives in business has been significant, leading some businesses or companies to face legal challenges against their commitment to fostering diversity.
“Essentially what people are doing is using the overturning of affirmative action within the higher education context as a veil to criticize and attack D.E.I efforts when these are separate institutions, sitting in different spheres of society, governed by different laws and rules,” said Shane Lloyd, chief diversity officer at Baker Tilly US.
DEI is commonly reduced to affirmative action, recruiting, and mentorship or sponsorship programs when it is a comprehensive and evolving framework. Advancing diversity, equity, and inclusion within our society involves sourcing, attracting, obtaining, developing, promoting, advancing, and compensating individuals from all backgrounds, particularly those who are underrepresented.
In 2020, many companies expressed a desire to combat systemic racism in the wake of the tragic killing of George Floyd. They rallied around supporting Black talent, making proclamations, and pledging to fight against systemic racism.
Frankly, numerous companies have only recently embarked on their journeys within DEI.
Despite the fight for civil rights spanning over 60 years, systemic racism remains a longstanding global issue. Initiatives undertaken by these companies aim to address some of the problems in corporate America.
Given that many of these companies are in the early stages of their journey, it is improbable that they wouldn’t encounter legal trouble. The majority of lawsuits are initiated against major or well-known companies. However, this does not imply that smaller companies are immune to risks; it pertains more to the broader context. Legal challenges against major companies serve as a bellwether for smaller and middle-market companies.
Unveiling Economic Impact and Shaping the Future of Corporate Racial Equality
Understanding how companies or businesses handle a lawsuit if faced with one, will significantly impact various aspects. Businesses must approach such situations thoughtfully, remain vigilant, and follow a well-considered and thorough process. Operating any business inherently involves a degree of risk.
The unfortunate reality is that the fear of lawsuits may result in significant pushback and long-term effects within the DEI realm. Some businesses may become less bold or courageous in their initiatives, leading to potential rollbacks in funding, budget constraints, and even the possibility of laying off entire teams. While these outcomes are not guaranteed, they are potential consequences in worst-case scenarios.
Individuals must recognize that DEI initiatives and teams are particularly vital during times of polarization. In a world characterized by polarization, fragility, anxiety, nonlinearity, and isolation, having compassionate and inclusive business leaders is crucial. DEI functions play a significant role in supporting these leaders and addressing the complexities that many find challenging to articulate.
Understanding How Legal Challenges Might Shape the Black Community and Impact Black Entrepreneurs
Historically, the Black community in the United States has faced recurring setbacks and rollbacks, with the experience often characterized by taking two steps forward and 10 steps back. While this pattern is unfortunately familiar, it shouldn’t be accepted. Breaking this cycle is precisely what DEI efforts aim to achieve.
Examining the mindsets of those opposing DEI initiatives reveals that many anti-DEI or conservative activists erroneously believe that addressing race is unjust. The issue, however, lies not in discussing race but in addressing the discrimination that exists. Race must be a part of the conversation.
Balancing Corporate Compliance and Fostering an Inclusive Workplace Environment
In this critical period, gaining a deeper understanding of inclusion and diversity is essential for the success of businesses and companies. Navigating these newer paradoxes is crucial for business leaders as the world struggles with various inclusion challenges.
This necessitates a reexamination of the traditions and norms ingrained in these companies’ identities. Balancing the need to address resistance and backlash while fostering an inclusive space requires thoughtful consideration. Providing education around DEI becomes paramount, particularly when striving to level the playing field that has historically been lopsided for certain communities.
“Some individuals, due to their identities, may be on a rocket ship of career trajectory, while others are having to climb mountains without equipment,” Lloyd said. This underscores the disparities that exist and the importance of considering how DEI efforts support individuals in majority groups rather than taking them away from them.
To truly address systemic issues, the goal of DEI work is to implement systemic interventions. While institutions today may not be as overtly prejudiced as in the past, issues persist, in different forms. Recognizing and addressing these challenges are crucial steps toward fostering a more inclusive and equitable corporate landscape.
Tianna Green is a junior majoring in Media, Broadcast, and Journalism with a minor in Political Science at Howard University. She has a strong passion for telling BIPOC stories, particularly those within the Black community and dispelling media-driven misconceptions.