Is There Still a Business Case for Diversity, Equity, and Inclusion?
In early November, Louisville Business First (LBF) hosted its annual “Moving Forward Together: Diversity, Equity, and Inclusion (DEI)” panel discussion. This year’s event came at a pivotal moment—just after the presidential election and amidst a wave of companies scaling back or eliminating their DEI programs.
Several major employers have recently shifted their DEI initiatives, citing external pressures such as the U.S. Supreme Court’s decision on affirmative action and criticism from conservative groups:
Walmart: Ended racial equity training programs and is reassessing supplier diversity efforts.
Brown-Forman: Suspended its DEI policies following online backlash.
Lowe’s: Scaled back its DEI policies, joining other companies in reevaluating their commitments.
Ford: Rolled back supplier quotas and LGBTQ+ equality practices.
These developments raise pressing questions: What does the future hold for DEI in business? And is there still a compelling business case for it?
Insights from Louisville’s Business Leaders
During the panel, moderated by LBF Editor-in-Chief Shea Van Hoy and sponsored by AT&T, industry leaders shared their thoughts on DEI’s future. Panelists included John Birnsteel (CEO, Doe-Anderson), Nikki Lanier (CEO and Founder, Harper Slade), Ashley Duncan (VP and Director of Inclusion and Diversity, Republic Bank), and Mandy Ralston (Founder and CEO, NonBinary Solutions).
Here are some of their most thought-provoking insights:
“Who benefits when there are DEI policies in place, and who benefits when they are not?” – Mandy Ralston
“Leadership sets the tone of DEI within the workplace.” – Ashley Duncan
“Only 2% of funding is for minority founders… there is no way only 2% of good ideas come from this group.” – Mandy Ralston
“We’re in an industry [advertising] where we have to be culturally attuned to be successful.” – John Birnsteel
“DEI is trying to make the inside of the organization look like the outside world.” – Mandy Ralston
“The core of what’s happening is rooted in fear.” – Ashley Duncan
AT&T, a proud sponsor of the event, highlighted their own DEI achievements, including:
Less than 5% of all roles requiring a college degree.
Promoting 2,000 frontline employees to management in 2023.
Over 37,000 employees participating in Employee Resource Groups.
Partnering with more than 1,600 suppliers, including 200+ certified women-, minority-, disabled-, and veteran-owned businesses.
Navigating a Shifting Landscape
So, how should businesses approach DEI amid these changes?
At Ignite Communication, we believe inclusion is inseparable from effective communication. Crafting a message that resonates requires setting aside personal biases and considering the perspectives of your audience. Inclusion isn’t just a buzzword—it’s a core value that shapes how we approach every project.
For businesses grappling with DEI, the key is to stay true to your mission, core values, and non-negotiables. Whether you choose to champion DEI or take a different path, authenticity is essential.
As we navigate this complex moment in history, there’s no one-size-fits-all answer. What matters is making decisions that align with who you are and what you stand for as a business.
At the end of the day, successful communication—and successful business—requires more than just a message. It demands a commitment to values, authenticity, and the courage to own your choices.