Messages from Government Leaders Harmful to Corporate Workplace Culture

In Texas and in Florida, we are beginning to see DEI at the forefront again, and it’s making national news. Ironically, these headlines are being made during Black History Month, a notable juxtaposition, and reminder to corporate leaders that education, awareness, and action must continue. Why? Because it's becoming clearer that what people misunderstand or disagree with, they attack and devalue. Our role as a DEI firm is to educate on why DEI is critical to organizational, economic and societal health. Amplifying misconceptions about the purpose of DEI is harmful, sowing immense discord. It's incredibly disappointing when misleading rhetoric and unsubstantiated messages are shared with the masses because the consequences directly impact the safety and livelihood of marginalized people.  DEI is much more than a Black or White issue or a political dividing point, although in America, we can’t seem to move past this position. Diversity, equity, and inclusion encompass an array of issues that benefit people from all walks of life. At KEIRUS, we believe we have a responsibility to respond emphatically with objective data that supports the need for continued progress in workplace diversity, equity, and inclusion initiatives.

3. Diversity programs divide instead of unify or include.

At its root, DEI recognizes our sameness as humans with basic needs of safety, acceptance and belonging. We all desire to be respected, valued and included. When we respect everyone, the practice of discounting decreases. Unity or inclusion should not require a person to deny or ignore their unique identities. Underrepresented groups, through micro-aggressive words and behavior, are told that they should not be authentic because some may be uncomfortable with their uniqueness. In other words, one person’s desire to remain comfortable and in a place of power means that another person must pay a hefty price to belong. Separation and division begin when inclusive mindsets and approaches are absent, and when some groups remain comfortable at the expense of others. As we recognize our biases, we will be more aware of overcoming our natural tendencies to gravitate towards surface-level sameness to embrace others more fully. Diversity opens us up to the better part of ourselves, through self-awareness and conscientiousness. These attributes allow us to connect with those who are different so we can learn from them and lend ourselves to understanding their perspectives and viewpoints. DEI stirs up our empathetic response to connect with others in a way that allows them to be themselves without fear of harm, judgment, or mistrust. Workplace cultures transform when the foundation is built on inclusive and equitable practices.

4. Racism and other -isms are from the past; we should focus on the future.

If we do not become more informed about our past ignorance and its impact, history will continue to repeat itself. Historic inequities require us to implement policies that remedy decades of unequal access and oppression. Racism infiltrates every aspect of society, including education, government, healthcare, financial, and private sectors. As just one of many examples, racial disparity in medical treatment for women of color appears to be rising. Black women are three times more likely to die from a pregnancy-related cause than White women. The maternal mortality rate of Black women in 2020 was 23.8 deaths per 100,000 live births compared to a rate of 20.1 in 2019. The factors that contribute to this are disparities in healthcare, systemic racism and implicit bias. CDC, 2020  Hispanic Americans are prone to health inequities with one key factor being high levels of poverty.  For example, Hispanics were far more likely than White Americans to have been hospitalized or died because of the coronavirus. Pew Research, 2022 Anyone questioning if the tentacles of racism still exist in society should produce a non-racial explanation why Black unemployment rates have been twice as high as White unemployment rates since the 1960s. Even with degrees from Ivy league schools, Blacks face significantly disparate employment opportunities compared to their White counterparts.

5. DEI is optional.

This is probably one of the biggest myths about DEI. It is only optional if you desire to exist in a vacuum void of growth and opportunity. DEI impacts stakeholder to consumer buy-in. Diversity programs encourage us to step outside of ourselves and get to know the stories, backgrounds, and life experience of others. This engagement is a necessity to an organization’s reach and brand reputation. DEI is foundational and not optional for industries that care about their employees, customers, patients, and vendor partnerships. It should be a core value of our humanity.  Our nation is changing and will be completely different in 2050.  In less than 25 years, Asians will represent 9% of the U.S. population, while Hispanics will rise to reflect 29%. Those born outside the U.S. will represent 19% of our citizens. Pew Research A limited mindset prevents us from benefiting from what other cultures and communities have to offer our society, and how we provide opportunities for them will ultimately benefit our world. We cannot let status quo motivations continue as the world becomes more diverse.



Our children and future generations depend on us getting off this roller coaster ride between DEI and CRT. The anti-Critical Race Theory movement labels DEI as "unpatriotic," "discriminatory," or "indoctrination," and then its supporters follow this mischaracterization with policies and practices to silence DEI in education and change voting laws, which in fact, highlight the legitimacy of CRT. DEI and CRT are three-letter acronyms that underscore our need to understand the past and how we can remedy the ails of racism, sexism, ableism and other exclusionary practices that contribute to systemic bias and discrimination.

More than 2,400 corporate CEOs representing over 85 industries participate in the CEOs in Action pledge, a public commitment to create more inclusive workplaces. The anti-CRT tone in the public sector erodes the intentions and efforts by companies like these to attract and retain the best talent and build inclusive, growth-oriented organizational cultures.

The livelihood of every for-profit entity depends on its ability to understand the needs of its employees and customer base and develop solutions to address them. Check the data. Do your customers or clients represent only one demographic? For chagrins, let’s say this homogenous clientele is true for your organization today. How likely is your business to thrive in 10 or 20 years if it remains this way? From neurological diversity to gender expression, the world is only becoming more varied. How will business and the economy remain competitive if it is not meeting the needs of the entire society?

Our response today is urgent and requires an all-hands-on-deck approach, especially with those in leadership roles. We issue this personal and organizational call-to-action: do not waiver in your commitment and efforts to create and sustain diverse, equitable and inclusive workplaces. Today, we have an opportunity to reframe the five things’ people get wrong about DEI into a strategic mindset and behavioral approach.

We ask you to join us in pledging a commitment to these five practices:

1. I commit to embracing my role and responsibility to build safe, respectful spaces for all employees to have a sense of belonging and value.
2. I commit to support the creation and maintenance of diverse and inclusive teams within my organization.
3. I commit to creating opportunities for innovation and growth through diverse and equitable hiring, training and promotional practices.
4. I commit to providing the best value and service to my customers by understanding their unique needs.
5. I commit to creating a culture of belonging in the communities where I work and live.