How CEOs and CHROs Can Navigate DEI Backlash
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How CEOs and CHROs Can Navigate DEI Backlash

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CEO Insight Minute: How Can CEOs and CHROs Navigate DEI Backlash?

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CEO Insight Minute: How Can CEOs and CHROs Navigate DEI Backlash?

Recent events, including a Supreme Court decision and investor pushback, have put pressure on CEOs and CHROs to address DEI’s value within their organizations.

Mounting diversity, equity & inclusion (DEI) backlash has resulted from a confluence of recent events: a Supreme Court decision, public institution and corporate actions, and vocal objections by influential investors. While managing this opposition can be challenging, CEOs and chief human resources officers (CHROs) can view this as an opportunity to reinforce their leadership roles by creating an inclusive and equitable culture linked to their business strategy.

Trusted Insights for What’s Ahead™

Mounting diversity, equity & inclusion (DEI) backlash has resulted from a confluence of recent events: a Supreme Court decision, public institution and corporate actions, and vocal objections by influential investors. While managing this opposition can be challenging, CEOs and chief human resources officers (CHROs) can view this as an opportunity to reinforce their leadership roles by creating an inclusive and equitable culture linked to their business strategy.

Trusted Insights for What’s Ahead™

  • Most employees and leaders value DEI objectives and remain committed to initiatives despite backlash. While some DEI critics suggest the pendulum has swung too far, with current DEI initiatives being divisive rather than inclusive, most organizational stakeholders still believe DEI objectives are worthy, and companies should not disregard their efforts and progress made to date.
  • The dynamic and complex nature of DEI in the workplace demands business focus and continuous iteration from the C-Suite, leaders, and employees. CEOs and CHROs should address DEI backlash by taking this opportunity to clarify DEI strategy and embed DEI priorities within organizational culture by both incorporating new values and creating supporting corporate structures and processes. Leaders should also be mindful of the positive impact inclusion has on employee engagement and retention.
  • DEI initiatives and investments must be inclusive of all stakeholders, while linking to business priorities and producing measurable returns. Customers, employees, and shareholders possess a diverse set of often-competing priorities, including those related to DEI issues. Using a DEI lens to ensure that business goals and execution plans reflect stakeholder needs can increase competitiveness. Leaders can reduce skepticism by demonstrating the positive impact DEI efforts have on business goals through focused measurement and data-backed evidence.
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Authors

Rita Meyerson, EdD

Rita Meyerson, EdD Rita Meyerson, EdD

Principal Researcher, Human Capital Center
The Conference Board

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Diana Scott

Diana Scott Diana Scott

US Human Capital Center Leader
The Conference Board

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Allan Schweyer

Allan Schweyer Allan Schweyer

Principal Researcher, Human Capital
The Conference Board

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