If you pay attention to the news cycle, you might have reason to believe that diversity, equity and inclusion (DEI) is dead. Humans tend to have a bias for negativity. Once helpful for our survival to protect against predators and dangers, our brains pay attention to negative information more than positive information. This negativity bias has haunted DEI for the past two years, ranging from stories about pushback at Bud Light, Target, John Deere, Lowe’s and many more.
Despite this popular perception, there is ample evidence that DEI is growing, not dying. One data point is representation numbers. Windō regularly surveys Fortune 100 leaders and accumulates their findings in their DEI leaderboards report. This year, they found:
- 75% experienced an increase in women in leadership, with only 14% seeing a decline.
- 56% reported an increase in their senior ethnic minority executives with only 23% experiencing a decline.
- The sharing disability workforce data has doubled in the last 3 years.
- 14% have an LGBTQ+ board member.
“Rather than dwelling on isolated cases of companies pulling back, it’s important to acknowledge the significant progress being made across corporate America. DEI isn’t just here to stay—it’s driving positive change for the majority of companies,” said Ken Janssens Co-Founder & Head of Social Impact at Windō in a statement.
What are these Fortune 100 companies doing differently? They’re embedding DEI into their culture, measuring data for accountability and practicing inclusive succession planning.
Embed DEI Into the Culture
Embedding DEI into your company culture is more than just a box to check – it’s about fostering a workplace where every employee feels valued, respected and empowered to reach their full potential. It requires a shift in mindset, a commitment to continuous learning and a willingness to challenge existing norms. Start by identifying areas for improvement and skill gaps, providing DEI resources and training to build leadership buy-in. Make DEI a top priority and create public accountability. A truly inclusive culture benefits everyone, leading to increased innovation, improved employee engagement and a stronger bottom line.
Measure Data for Accountability
Holding ourselves accountable for DEI progress requires more than good intentions. It’s about measuring the impact of our efforts. Track key metrics like representation at all levels, pay equity, employee survey results and the demographics of candidates throughout the hiring process. This data will illuminate your successes, highlight areas needing improvement and guide your DEI strategy focus. Transparent reporting on these metrics builds trust and demonstrates your commitment to real, lasting change. As the old adage goes, “what gets measured gets done.”
Practice Inclusive Succession Planning
Inclusive succession planning is about intentionally identifying and developing a diverse pool of future leaders. This means looking beyond traditional candidates and considering individuals from underrepresented groups who possess the potential and ambition to excel. Provide mentorship, sponsorship and leadership development opportunities to these individuals, equipping them with the skills and experience needed to step into leadership roles. By cultivating a diverse leadership pipeline, you’ll not only ensure a more equitable workplace but also benefit from a wider range of perspectives and experiences at the helm.
Despite the perception that DEI is waning, evidence suggests it’s thriving, with many Fortune 100 companies making significant progress in representation and inclusive practices. By embedding DEI into their culture, measuring data for accountability and practicing inclusive succession planning, companies can foster equitable workplaces that drive innovation and success.