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Is anyone else unimpressed by this new wave of companies focusing on diversity, equity, inclusion and belonging (DEIB), or is that just me? Excuse me… DEIB and justice it is now… so DEIBJ. Don’t get me wrong, I have noticed a shift of sorts, but I am not a fan of patting these companies on the back for starting to do what they should’ve been doing all along. Also, most companies are still practicing more lip service than actually putting money where their proverbial mouths are. 

PSA: Talking about inclusion, equity and justice for PR, or to “keep up with the Joneses” (aka other companies) is not really admirable.  

When the COVID-19 pandemic hit, companies showed just how little they valued DEIBJ positions as compared to other roles. According to Glassdoor, following the onset of the pandemic between March and June, those job openings declined at twice the rate (-60%) of overall job postings. And since then, these same job openings rebounded (+55%) as racial justice took center stage (that’s how we got the J added to the acronym). There are definitely companies creating new roles in the DEIBJ space, which is good, sure. However, the vast majority of these departments are underfunded, under resourced, unappreciated and nestled underneath HR (instead of alongside that function). 

I can appreciate that there are additional opportunities for folks to move into the DEIBJ space who may want to… and I’m happy for them, I really am. However, please realize (companies and individuals) that this kind of work requires A LOT of learning, development and support; a passion for this work does not necessarily translate to knowledge for how to strategically embed DEIBJ into the fabric of the company. Even if someone does have that knowledge, that doesn’t mean there’s organizational readiness or executive support and sponsorship. I’m so tired of companies hiring folks for DEI work and setting them up for undue stress and failure — not to mention thinking the company deserves accolades for finally waking up and smelling the coffee. It’s not too late… but it is surely too little.  

I’m so tired of companies hiring folks for DEI work and setting them up for undue stress and failure--not to mention thinking the company deserves accolades for finally waking up and smelling the coffee. It’s not too late...but it… Click To Tweet

My advice for companies: provide allotted time and funding for your DEIBJ professionals to undertake training and conduct research. Just as important — do the same for leaders within the organizations that can influence and impact DEIBJ outcomes, and need to partner with the DEIBJ leaders (e.g., Marketing, Product, Talent Acquisition, Design, etc.) Then, tie this work to performance and compensation, and see what progress happens!  

Provide allotted time and funding for your DEIBJ professionals to undertake training and conduct research. Do the same for leaders within the organizations that can influence and impact DEIBJ outcomes, and need to partner with the… Click To Tweet

It’s not just about introducing shiny new initiatives and hiring the first head of DEIBJ — it’s about displaying a real, sustainable commitment to these efforts through financial and human resources deployed over time… not just when the cameras are rolling and the topic is trending.