Maintaining Trust in Corporate Diversity Initiatives
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Navigating Washington: Insights for Business

Maintaining Trust in Corporate Diversity Initiatives

/ Essay

This essay describes how trust in diversity, equity & inclusion (DEI) is built through legally grounded, clearly communicated, fair, and transparent systems tied to business objectives. Use of the term DEI here embraces workplace decisions and initiatives that provide equal opportunity to all based on individual merit and where an individual’s protected status is not a factor.

This essay describes how trust in diversity, equity & inclusion (DEI) is built through legally grounded, clearly communicated, fair, and transparent systems tied to business objectives. Use of the term DEI here embraces workplace decisions and initiatives that provide equal opportunity to all based on individual merit and where an individual’s protected status is not a factor.

Trusted Insights for What’s Ahead®

  • Ambiguity in DEI terminology can create confusion, invite skepticism, and increase legal risks; therefore, ensure that every policy, training program, and message—from hiring to employee resource groups (ERGs)—reflects core values such as fairness, integrity, opportunity, and mutual respect.
  • Focus on process fairness by building systems that are both inclusive and legally sound–– recruitment, mentorship, and career development programs should be open to all without including mandates based on identity.
  • Metrics should inform internal improvements to processes, not dictate individual employment decisions––track progress based on applicant flow (access), promotion and development rates (opportunity), and employee sentiment and retention (inclusion).

When DEI terms are left undefined or used inconsistently, misunderstandings and

Authors

Camille A. Olson

Camille A. Olson Camille A. Olson

Partner
Seyfarth Shaw LLP

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Allan Schweyer

Allan Schweyer Allan Schweyer

Principal Researcher, Human Capital
The Conference Board

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