The “Black Lives Matter” protests have placed an urgent need for better corporate diversity initiatives.
As we reflect on the ways COVID-19 has put our healthcare and paid leave disparities in the workplace center stage, we must start to ask ourselves how much have we been investing in valuable Diversity, Equity and Inclusion (DEI) initiatives? As an organization, were these programs merely checking a box or were they truly making an impact for your employees and do your employees not only have a sense of “inclusion”, but also a sense of “belonging”?
Studies show that the investment toward DEI programs enhances creativity and innovation therefore improving financial performance, so why did so many organizations make DEI the first budget cut once our pandemic lockdown began? How can your organization go from occasional celebrations of prominent diverse figures to actually making the changes that impact employees in the areas of healthcare and other benefits?