Following last year’s Supreme Court ruling on affirmative action, corporate diversity, equity, and inclusion (DEI) initiatives have faced an uncertain legal landscape. As a result, some organizations are rethinking their approach to DEI.
In a world of increasing incivility and divisiveness, it can be challenging to find the correct path forward. By taking a science-based approach, however, organizations can craft DEI initiatives that are both legally safe and beneficial for driving business outcomes (not to mention, the morally right thing to do). Key practices include prioritizing diversity by tying it directly to business goals, building habits of inclusion, and systemizing equity through policies and procedures.
Below, we’ve listed some of our favorite articles from 2024 on DEI. Read these to discover how organizations can create a truly diverse, equitable, and inclusive workplace that drives both business results and positive social change.
Must-reads
Workplace Civility Through a DEI Lens
Civility isn’t just about being nice — it’s about creating a workplace where everyone can thrive. To generate a truly civil workplace, we must understand and value others’ perspectives, and that’s where DEI comes in.
CVS Health Harnesses the Power of Companywide Inclusion
A global healthcare company, CVS Health, partnered with NLI to build habits of inclusion among its 300,000 employees. Early results are promising: 97% of employees felt more effective in their roles after the training, and 72.3% sent inclusion signals to their colleagues at least once in the past week.
A Transformative Approach to Diversity, Equity, and Inclusion
Beyond the moral imperative, diversity has never been more important for improving business outcomes. An NLI white paper, “Diversity, Equity & Inclusion: The Impact Case,” provides practical advice on how organizations can harness DEI to drive business results.
3 Insights on Inclusion (in Celebration of Women’s History Month)
While the corporate world has made progress in bringing more women into leadership and executive roles over the past several decades, there’s still a long way to go toward full equality. In many cases, organizations need to better systematize the way women are evaluated, rewarded, and promoted.
