DEI One Year Later. A Critical Look at a New Narrative
By: Boathouse
June 29th marks the first anniversary of the landmark Supreme Court decision overturning affirmative action in college admissions. The impact of this decision has resulted in numerous companies pausing or eliminating diversity, equity, and inclusion (DEI) policies and programs along with a rise in discrimination lawsuits against these programs and policies. All of these actions are happening so fast that the public can not even begin to keep up with the changes or the damage that results from them.
As the storm roils the waters of DEI, we see in article after article, webinars, policy, and public opinion, a superficial exploration of how, why, and what has caused this historical practice. As marketing and communications professionals, and people management strategists, we have the opportunity to help drive a deeper narrative.
The reality is that organizations have both benefitted and been challenged by the increasing diversity of thought, backgrounds, and identities that routinely shift the interpersonal and professional experiences in the workplace. Our voices can’t catalyze change and shift the narrative for DEI practitioners and experts on the “frontline” without action. We must be drivers in sustaining a new narrative to create impact, prepare for organizational change management, and begin to understand policies.
What follows is our recap and evaluation of the current situation, its impact on organizational change management of DEI initiatives, and our counsel on navigating this changing landscape.
Impact
Living through the information age, the digital age, and the rapid shift of AI and quantum computing, we should keep sight of history. Even through the disruption of DEI, the historical policies and laws being used are impacting and changing our current climate. But could a compelling DEI message change the “mental model” of what some perceive as a threat?
Some are saying DEI is dead and won’t make it past 2025. Recent rulings even question philanthropic funding efforts that have surfaced with affirmative action, and DEI initiatives could prove this right. In the June 3rd ruling, The Fearless Fund grant program, which provided capital funding to small businesses run by Black women, lost its appeal based on violating a critical federal civil rights statute that dates back to the Civil Rights Act of 1866. Slate. However, the Hello Alice [first to be sued] lawsuit around stopping funding for underrepresented small businesses offered a victory—dismissing the case brought on by America First Legal on May 28, 2024.
How do these impacts translate to change management and current political realities?
Change Management
We learned quickly through our work that implementing DEI initiatives within an organization necessitates a nuanced understanding of change management. We first had to recognize that the type of change we were undertaking mattered. And that defining the distinction between first-order and second-order change was crucial to effectively navigating this complex process. First-order change focuses on surface-level modifications, such as implementing new policies or training programs, while often neglecting the deeper cultural shifts required for lasting change. Second-order change–on the other hand, addresses the underlying beliefs, values, and assumptions that shape organizational culture.
By prioritizing second-order change, organizations can create an environment where DEI is not just a set of rules, but an integrated part of how they operate that benefits ALL employees and ultimately the organization’s bottom line. This involves naming and positioning employees to unleash their unique strengths towards the work; creating diverse, synergistic teams that fuel collaboration and innovation; removing barriers to performance by addressing unconscious biases and microaggressions (to name a few); and fostering inclusive, performance-based leadership that empowers employees to challenge the status quo. By understanding and leveraging this distinction, change management efforts can move beyond superficial adjustments to create a truly inclusive and equitable workplace that yields psychological safety for all, and breakthrough results for the organization.
Politics
After the memory of George Floyd and the summer of Black Lives Matter [BLM] receded, certain parts of the political apparatus moved away from DEI commitments. In some quarters, there is open hostility. On June 12, 2024, Rep. Cloud and Sen. Vance introduced legislation to eliminate all DEI programs from the federal government. Introducing such acts gives organizations unspoken permission to move away from their previous commitments.
Given the fast-moving nature of messaging and the short attention span of the vital public, it is essential to be tied into the political zeitgeist to understand and adapt to changing attitudes. As with any long-term change initiative, messaging flexibility and adaptability are critical, even as the commitment to ideals remains.
With the upcoming 2024 election, there will be increasing focus in the political arena on the topic, with one party remaining more vocally supportive and the other seeking a retreat that embraces, in part, openly hostile fringe members of the party. The objective must be careful listening through a wide range of media channels and direct interaction. Based on this, organizations can better formulate strategies reflecting shared underlying commitments in changing political dialogues.
For those organizations engaged in more significant external public affairs initiatives, leadership should be courting relationships and dialogues with key opinion leaders and elected officials (and their staffs) on how best to advance their goals in the context of evolving public attitudes and political response. Ultimately, the goal should ensure adaptability by mastering the framework of changing attitudes and dialogues and engaging within these contexts. The most successful social change movements have consistently used these strategic approaches.
Disruption to Opportunity
Of all the challenges DEI faces, rebuilding stands as an opportunity for change. As we navigate the complexities and outcomes of the 2024 election, the choices we make today will shape future generations. Let us seize this disruption as an opportunity to pave the way for a sustainable and thriving world where equity, inclusion, and belonging power the dreams and aspirations of every individual and community, ensuring a better tomorrow for all.
Contributors
Karen Baker is President, Boathouse, Washington DC Metropolitan Area, leading our Social Impact Unit
Peter Prodromou is President, Boathouse, West Coast, leading our Strategic Communications Unit
Alesha Arscott, CEO, Unleashed, a Strengths-Based Coaching & Consulting firm
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