It’s Time to Reimagine Diversity, Equity, and Inclusion | BCG

Leadership & Culture

Despite organizations advancing their diversity, equity, and inclusion (DEI) efforts, most would argue there is significantly more work to do. This article submits DEI has “hit a ceiling”—a metaphor reflecting a barrier to making meaningful progress. As noted by the authors, this barrier is due mainly to “DEI initiatives are centered on a core set of demographic minorities, segment people into these groups, and assume they define the workplace experience.” This approach is problematic because individuals comprise a multiplicity of identities shaping “who they are when they come to work and how they experience the workplace.” These factors range from demographic factors (e.g., age, socioeconomic background), life context (e.g., caregiver status or being part of a dual-career household), physical and mental differences (e.g., physical disability, neurodiversity, chronic illness, mental health challenges), etc. Exhibit 4 on page 6 illustrates how overly simplistic DEI approaches miss the multiple aspects of one’s identity. Other ideas are discussed for redefining why DEI benefits the organization, resetting who should be the focus of DEI efforts, and reinventing how to develop DEI solutions. In case you missed it, check out Evidence-Based Diversity, Equity and Inclusion Practices by The Wharton School

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