The Case for DEI
The best DEI programs foster a sense of belonging at work, increase engagement and productivity, and lead to creativity and innovation. As Miguel Castro, Senior Director and lead for the Diverse Ecosystem, Global Diversity & Inclusion Office at SAP, notes: "When people are comfortable and can express themselves in an authentic way, they are more likely to perform better, which increases engagement and contributes to the organization as a whole."
The Economic Case: Economists view discrimination as economic inefficiency
In the hiring process, an employer may overlook the best candidate for a job when selectively hiring from only one group
Workplace discrimination is costly—the Center For American Progress finds that discrimination against employees based on race, gender, or sexual orientation costs close to $64 billion annually
The Market Case: Organizations serve their customers best when their workforce reflects market diversity
A diverse workforce that speaks different languages and understands different demographics and market sectors makes better products and provides better services [Harvard case study]
The Results-based Case: Diverse teams make better decisions
When you hire people from diverse backgrounds, nationalities, and cultures, you bring fresh perspectives to the table, leading to better problem-solving and increased productivity [Read more about the power of inclusive decision making in this Cloverpop study]
Of course, the business justification for DEI is never sufficient on its own. If a business focuses only on what it benefits from diversity, its diverse employee base experiences a decreased sense of belonging, which is associated with lower innovation and performance. For diversity to be meaningful in the workplace, employees must feel they truly belong and are essential to that workplace.
When did you feel like you belonged in your workplace? What made you feel that way?
