If you have a discussion about management in Australia, attend an organisational training course, or wander into an academic conference, you will hear a lot about DEI (Diversity, Equity, Inclusion). It is to the 2020s what deregulation was to the 1980s—THE hot topic.
In the DEI space, 'equity' is not, or rather should not, be used in the sense of equality of outcome. It means ensuring that an employee's identity (sex, culture, religion, etc.) is not predictive of their outcomes or opportunities.
The challenge for organisations is that hot topics invariably carry with them a lot of passion and no small degree of risk, with proponents and opponents seeking to use every opportunity to push their agenda. For those already manifesting this and who are taking exception at the use of DEI over the range of other acronyms in the space:
I've chosen this acronym not because I think it's the "best"… but because I think it's a start. There is no shortage of acronyms in this space, from "EDI" to "D&I" to "DEIB," "IDEA," and "JEDI" (the "B" is for "belonging"; the "A" is for "accessibility"; the "J" is for "justice"). The most popular one? That varies by industry, region, and generation. I have lost count of the number of earnest advocates and practitioners who have told me that their acronym of choice is best and all others are outdated or insufficient.
(Zheng 2022)
As you will have gathered by now, the DEI space can be highly challenging for managers and, ironically for a topic that should be bringing everyone together, be divisive for a team or organisation.
Those who are fully paid up members of the DEI movement have been known to treat questions about DEI's veracity as hate speech. Those opposed to DEI, term it another round of political correctness on steroids, and are equally passionate in their ridicule—often vilifying its proponents. In between these two groups sit the 90% who are, much like those Forging Resilience Through Adaptability, on a continuum of acceptance, understanding, and questioning.
In framing DEI as a strategic challenge, I am not going to engage in full throated support or opposition of the precepts, instead outlining the challenges facing organisations in this space.
Meaningful Change Vs Activism
One of the interesting aspects of DEI is that it seems largely unaffected by economic challenges. Compare and contrast to some of the environmental policies which abounded shortly before the 2007 GFC. One moment organisations were going all in on reducing their carbon footprint, the next—due to 'unprecedented economic factors'—the sum of efforts comprised removing styrofoam cups in the kitchenette. Given the tendency of organisations to pull initiatives when times get tough, it is testament to the resilience of DEI given that Covid, the recent economic downturn, and impending recessing have not dented the thirst for DEI initiatives with most Boards.