The recent executive orders rolling back Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives have felt like a gut punch for many who have worked tirelessly to promote inclusivity in the workplace. It’s disheartening to see hard efforts dismantled, and it may seem like this is the end of DEIA. However, this moment also offers us a unique opportunity to re-examine our approach and strive for real, lasting change.
Understanding the Executive Orders
President Trump’s executive orders aimed to terminate DEIA programs across federal agencies, rescind previous actions promoting DEIA, and emphasize a merit-based system. While these orders put an end to certain DEIA initiatives, they do not touch a business’s ability to make fundamental changes to their own systems, processes, and structure. This is where our opportunity lies.
A New Approach to DEIA
DEIA is about making the playing field fair for everyone. It’s not just about meeting quotas or counting heads. The real challenge is to address the problems at their roots by evaluating systems and processes inherent in our workplaces that perpetuate bias towards certain groups. The rules of work are often skewed to best support certain people, which disadvantages others.
I haven’t met anyone who really disagrees that merit should be the basis for evaluation. The problem is that without unbiased systems and processes, not everyone is given the same opportunity to show off their merit. That’s why we need to focus on making actual changes and letting go of past ways of working. For example, assuming the time a person’s butt is in a seat is a reflection of productivity. If we’re truly measuring merit, productivity should be focused on what people actually accomplish, not how many times they can commute to the office in a week.
Real-Life Examples of Successful DEIA Initiatives
Many companies have successfully revamped their hiring, promotions, leaves, and work accommodations to create more inclusive environments. Here are a few examples:
- Salesforce: Salesforce has implemented a comprehensive DEIA strategy that includes mandatory bias training for all employees, transparent salary bands, and regular audits to ensure pay equity. They also offer flexible work arrangements and provide resources for underrepresented groups to advance within the company. Learn more about how they did that here.
- Unilever: Unilever has focused on inclusive hiring practices by using AI to remove bias from job descriptions and application processes. They also offer extensive mentorship programs and support networks for employees from diverse backgrounds. Interested in more detail, find it here.
- Microsoft: Microsoft has revamped its performance review process to focus on the impact and accomplishments of employees rather than the number of hours worked. They also provide flexible work arrangements and have implemented initiatives to support the career growth of underrepresented groups. Want to know more about how to support neurodiversity in the workplace, check that out here.
- PwC: PwC has introduced “blind” recruitment processes, where personal information such as names and addresses are removed from applications to prevent unconscious bias. They also offer extensive training programs and support networks for employees from diverse backgrounds. You can find out more about blind recruitment practices here.
The Path Forward
Improving our processes and removing bias is how we truly level the playing field. When we focus on rooting out bias in key business processes, we create an environment where the best people get the job, promotion, or raise they deserve. This approach not only benefits underrepresented groups but also enhances the overall workplace experience for everyone.
This period of change is challenging, but it also presents an opportunity to do the hard work and make meaningful, lasting improvements. With the rapid pace of technological advancements prompting us to rethink fundamental roles and how we work, now is the perfect time to dismantle outdated systems and build new ones. Let’s embrace this moment to create workplaces that are genuinely inclusive and equitable, ensuring a brighter future for all.
Let’s start a conversation—share your thoughts on what areas of work need to change to build a truly merit-based system. Your insights can spark the change we need.
