Here’s How Companies Can Communicate More Effectively About DEI Initiatives

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Companies should help their stakeholders understand how DEI initiatives can bring about organizational learning and change that improve the bottom line.

1995 decision to create task forces for different demographic employee groups uncovered several market opportunities: The People with Disabilities task force, for example, identified a huge potential for government contracts, thanks to it awareness of forthcoming federal legislation requiring all IT equipment purchased from federal contractors to include accessibility features.

Personal protective equipment often fits men better than women. At the height of the pandemic, for example, women doctorsBlack and Hispanic workers are more likely than white workers to get hurt or to die on the job on the job – from exposure to harmful substances, falling, slipping, or tripping, or road traffic injuries – according to U.S.

 

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How Investing in DEI Helps Companies Become More AdaptableWhen companies successfully implement DEI policies and practices, the authors of this article have discovered, they also improve their ability to change. That outcome can be enormously valuable, because with an improved ability to change comes better financial performance, stronger culture and leadership, and more engaged and inspired employees. In this article, the authors examine three important ways in which DEI efforts can boost what they call a company’s “change power,” and they make the case that executives need to pay more attention to these correlations.
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