One of the most important developments over the past several years has been the expansion of the Diversity, Equity and Inclusion (DEI) movement. As a longtime disability rights advocate and co-leader of the Civics League for Disability Rights (CLDR), an independent, volunteer-led advocacy group of New Yorkers with disabilities, I know all too well that representation not only matters, but is necessary in all areas of life.
As a former Juilliard School dancer who was injured in a car accident at the age of 20, I have lived with a spinal cord injury since June 1991. What I quickly learned as a member of the disability community is that people with physical disabilities are one of the most marginalized and underserved populations in the country. What’s more, our respective life experiences and talents are often discarded and unheard, both personally and professionally.
This is why DEI is so crucial. The thing many do not realize is that supporting DEI initiatives leads to the empowerment, education and connection of all who are involved. Through discussion, collaboration and shared experiences, a truly diverse and inclusive workplace culture can be born. It allows for all to be their most authentic selves.
DEI refers to established procedures and policies that encourage the representation and participation of people from all walks of life of different ages, races, genders, ethnicities, religions, sexual orientations, and disabilities. DEI efforts should always be intentional, transparent, and accountable to ensure that intersectionality—the interconnected nature of social categorizations such as race, gender, and disability—is valued at the core of the environment. How can organizations embrace and address their employees’ multifaceted identities and experiences without intentional DEI efforts?
There is, unfortunately, a harsh reality at present. The flip side is that despite its positives, DEI is under attack. A simple scroll through X (formerly Twitter) will showcase opponents of DEI who refer to the acronym as “Didn’t Earn It.” Some prominent leaders, including Tesla and SpaceX CEO Elon Musk, have referred to DEI as “racist.”
I was reminded of the opposition to DEI after reading an insightful piece by CNN, entitled “What is DEI and why is it dividing America?” Organizational leaders and lawmakers have openly described DEI efforts as unfair, biased, and discriminatory, and claimed that these efforts put other groups, specifically White Americans, at disadvantages. DEI is also in the midst of an unsettled political climate across the country. Nearly 150 bills have been proposed recently by lawmakers that would restrict DEI efforts, according to an Associated Press analysis.
Businesses are also being accused of “reverse discrimination.” In education, for example, the Massachusetts Institute of Technology (MIT) announced it will no longer require diversity statements in its faculty-hiring process. It is the first major university to abandon the DEI practice, with the university’s president saying statements “impinge on freedom of expression, and they don’t work.”
While it’s no surprise that some would view DEI negatively and twist its intentions for their own gain, in my experience as a DEI consultant, DEI is a movement that is meant to empower, educate, and ensure equality. DEI creates spaces of acceptance, learning, respect and authenticity. A 2023 study by the Pew Research Center noted that 56 percent of U.S. adults say focusing on increasing DEI is “mainly a good thing.” Additionally, 61 percent of U.S. adults say their workplace has policies that focus on fairness in hiring, promotions or pay.
“Diversity matters even more: The case for holistic impact,” a report by McKinsey & Company—a global management consulting firm that serves leading businesses, governments, and not-for-profits—found that leadership diversity is associated with holistic growth ambitions, greater social impact, and more satisfied workforces. Due to DEI practices, diversity-leading US companies have reached 50 percent representation of women on executive teams, with leading US companies now having on average 39 percent of executives from historically underrepresented ethnicities. The report notes strong indicators of impact across workforce and the community, across various job sectors, because of DEI.
Implementing a DEI initiative can take time. To start, initiatives should focus on an assessment of an organization’s culture and be aligned with organizational goals. Teams should also work to implement standards and practices for success to hold themselves accountable and ensure efforts come to fruition.
While there is always room to grow and improve, organizations that strive to make their workplaces more inclusive and equitable will see all the positives: from employee loyalty, to supportive, nurturing connections among leaders and colleagues, innovation, and work environments where those of all backgrounds feel valued for their perspectives, lived experiences, and talents.
Marcus Johnson is co-leader of the Civics League for Disability Rights (CLDR), an independent, volunteer-led group of New Yorkers with disabilities who advocate for themselves, their community and for change in the healthcare system for people with physical disabilities. To learn more, email civicsleague@gmail.com.
Opinions expressed are solely those of the writer(s) and do not necessarily reflect the opinions of Able News at The Viscardi Center and/or The Viscardi Center.