Organizations often launch diversity and inclusion initiatives as strategic imperatives to create more equitable and inclusive work environments. While it’s the right thing to do, it’s often assumed that there’s immediate buy-in across the board. That’s not always the case, however. Within the company, there are ways to be an intrapreneur and make an impact.
Modern-day corporate America has a uniform – typically white, male, and of certain affluence and political view. However, diverse talent across the board is calling for a new lens that promotes diversity, equity, and inclusion initiatives both within and outside of organizations. Marketers and researchers of color, for example, seek equity in pay and more seats at the table, as well as equal opportunity.
At this point, the business case for diversity, equity, and inclusion is a no-brainer. Not only is it a moral obligation, but research suggests maintaining a diverse and inclusive workforce improves business outcomes and financial performance. So, essentially, implementing DEI initiatives within your organization is common sense and just makes cents, right? Yet, many firms fail to look at how DEI supports the overall business strategy.