Diversity, Equity, and Inclusion: Are DEI Programs Truly Effective?
Explore the realities behind corporate diversity, equity, and inclusion initiatives and their impact on marginalized employees in today’s workplace.
Krystal Kavita Jagoo, a dedicated social worker specializing in anti-oppressive practices, has contributed to academic institutions across Canada. Her insightful essay, “Inclusive Reproductive Justice,” was featured in the Reproductive Justice Briefing Book.
Shortly after joining a leading tech company, a 45-year-old Caribbean South Asian woman received a late-night urgent message from the company’s vice president. He requested she remove her social media posts addressing the lack of diversity at a recent company event.
Although the VP claimed her posts violated company policy, she later confirmed they did not. He promised a follow-up meeting about DEI, which took a month to materialize. During this time, none of her managers addressed the incident, despite being copied on the message. Without prior experience handling such situations, this could have compelled her to resign from her Solutions Consultant role.
Preparing for the meeting, she created a presentation proving her posts were policy-compliant. The VP, accompanied by HR, admitted his mistake and apologized for asking her to remove the posts.
While her experience ended positively, it underscores how well-intentioned DEI efforts can inadvertently harm marginalized employees. Below are perspectives from employees, leaders, and equity experts on the current state of DEI initiatives in 2022.
Building an Inclusive Workplace Culture
Dr. Juliette McClendon, a clinical psychologist and 2020 NIH Health Disparities Research Institute Scholar, emphasizes the importance of fostering a workplace where employees feel they belong without changing their authentic selves. Recognition of hard work and dedication is essential.
Juliette McClendon, PhD
Research links belongingness to mental health, showing connections to anxiety, depression, and suicide rates. Genuine DEI efforts create psychologically safe environments, signaling that employers truly care about their teams.
McClendon stresses that DEI requires concrete resource investment, including comprehensive training on bias and microaggressions. She recounts a past workshop that unintentionally caused harm by exposing employees of color to racist imagery without proper context, highlighting the need for expert-led training.
Properly conducted DEI programs prevent further marginalization and foster meaningful dialogue.
Walgreens Boots Alliance’s DEI Commitment
Carlos Cubia, Senior VP and Global Chief Diversity Officer at Walgreens Boots Alliance (WBA), shares how DEI is integrated into every business facet—from recruiting and retention to marketing.
Since joining WBA five years ago, Cubia has led initiatives that address employee wellbeing, especially following George Floyd’s murder, ensuring support across global offices during challenging times.
WBA ties employee bonuses to DEI goal achievement, promoting accountability. Their vaccine equity task force focused on delivering COVID-19 vaccines to disproportionately affected communities, partnering with organizations to provide education and transportation, including 10 million free rides nationwide.
Understanding Equity Through Power Dynamics
Diana Patton, civil rights attorney and social justice advocate, urges companies to examine power structures, especially board diversity, to ensure equitable decision-making.
Patton recommends partnerships with established anti-racist organizations like Black Lives Matter to deepen corporate equity commitments.
The World Economic Forum highlights that COVID-19 has extended the timeline to close the gender gap from nearly 100 to over 135 years, exacerbating racial and gender inequalities.
Diana Patton, Esq
Integrity and accountability are crucial. Many business leaders engage in DEI because it’s expected rather than out of genuine belief, which undermines progress.
Small Businesses and DEI Impact
Everett Harper, CEO of Truss, notes that in smaller companies, minor staffing changes can significantly affect diversity metrics. Measuring multiple factors is key to tracking DEI progress.
Everett Harper
Truss prioritizes diversity in people, voices, and ideas as a core value, openly sharing this commitment with employees and clients to guide future decisions.
Their workforce reflects US demographics, with 53% women and 35% from Black and other racialized backgrounds. Leadership has maintained over 50% female representation for years.
Harper explains that recruiting cohorts are evaluated for diversity, and any shortfalls prompt root cause analysis and transparent corrective actions.
To address pay disparities, Truss implements salary transparency, ensuring fair compensation and quarterly reviews to identify and resolve anomalies.
Ongoing Challenges and Missteps
A Black educator in Saint Paul, MN, encountered a distressing incident during remote teaching when a White colleague displayed a historically accurate but traumatic image of a whip used against enslaved people. This raised concerns about the impact on Black students and the responsibility of educators to address such issues despite potential backlash.
Even the American Psychological Association recently apologized for its role in perpetuating systemic inequities tied to White supremacy.
McClendon describes the “minority tax,” where employees of color bear the extra burden of DEI work alongside their full-time roles, increasing risk of burnout.
The Mental Health Toll of Systemic Racism
McClendon highlights that the pandemic disproportionately affects people of color, compounding psychological stress from ongoing police brutality and social isolation.
Recognizing these disparities is vital to allocating resources that foster belonging and inclusivity in workplaces.
DEI efforts demand dedicated time, energy, and expert leadership rather than relying on unpaid, additional work from interested employees, which perpetuates marginalization.
Artwork by Catherine Song
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By Krystal Jagoo
Krystal Kavita Jagoo is a social worker dedicated to anti-oppressive practice.
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