By LaPora Lindsey

As workplace diversity, equity, and inclusion (DEI) programs face increasing scrutiny, many professionals are navigating challenges—including layoffs and budget cuts. But despite these setbacks, DEI remains essential for creating inclusive workplaces that drive innovation, employee engagement, and business success.

The Challenge: Misunderstanding DEI’s Value

 

The past few weeks, with all the administrative and governmental changes, have made one thing clear: many business leaders still don’t fully understand what workplace diversity, equity, and inclusion (DEI) means or how it impacts company performance, employee retention, and innovation. As a Black woman, I hate to say it—but avoiding the conversation doesn’t help either.

I don’t consider myself someone who works directly in DEI, but I have always supported it—and still do. Yet, when asked, “What does DEI really mean?” or “How does it help?” I’ve often struggled to provide a clear, concise answer. And I know I’m not alone in that.

If so many people—including supporters—lack a clear understanding of DEI, how can we expect widespread support and growth?

Why DEI Still Matters: The Business Impact

Beyond being the “right thing to do,” DEI plays a crucial role in business success.  Research from Forrester highlights the powerful impact of belonging in the workplace.

• When employees feel a strong sense of belonging, their job performance increases by 56%—a clear example of how inclusive workplaces drive success.
• 91% of employees who feel they belong are engaged, compared to just 20% of those who don’t.

Essentially, when employees from diverse backgrounds feel valued, they’re more engaged, more innovative, and more productive—which benefits the entire company.

How DEI Can Move Forward

If nothing else, these challenges present an opportunity for DEI professionals to refine not just their mission (which they already have down) but also how they communicate it. In just the past 24 hours, I’ve seen more posts than ever that don’t just advocate for DEI—they articulate its concrete benefits and why it matters to everyone.

For instance, a recent post by Mariama Blessed Wurie finally connected the dots for me. It highlighted aspects of DEI that I knew intuitively but had never clearly articulated. Seeing it spelled out helped me truly grasp its impact. These moments of clarity are what will push DEI forward, not just surviving challenges, but becoming stronger because of them. Below are some of the tangible outcomes of DEI that Mariama shares in her post.

The Tangible Benefits of DEI

• • Installing changing tables in men’s restrooms, recognizing that caregiving isn’t just a mother’s role.

• • Providing breastfeeding/pumping stations and accommodations to support working parents.

• • Offering floating paid holidays, allowing employees to celebrate culturally significant days.

• • Ensuring pay equity & transparency, fostering trust and fairness.

• • Implementing employee recognition programs, boosting engagement and morale.

• • Establishing employee/network resource groups, creating spaces for underrepresented voices.

• • Providing large-print materials and resources in multiple languages, making information accessible to all employees.

As you can see from some of these few examples DEI isn’t just about hiring diverse candidates, it’s about creating an environment where employees feel valued, included, and supported

At its core, DEI is about ensuring that employees from different backgrounds can thrive in the workplace. When we create an environment that meets diverse needs, we gain access to a broader range of experiences and ideas—fueling innovation, strengthening teamwork, and driving the company forward.

The Path Forward for DEI

When companies create truly inclusive workplaces, employees feel valued, engaged, and empowered to perform at their best. The future of DEI depends on clear communication, measurable impact, and ongoing advocacy.  If there’s no clear understanding, can we really blame people for not seeing its value?

What do you think? Have you seen successful DEI strategies in your workplace? Share your thoughts in the comments!