Performative DEI policies: Flip the Script

When events that deeply impact people from marginalized groups make news—such as hate crimes, acts of police brutality, or rollbacks of reproductive rights—many employees now expect their employers to respond in ways that feel authentic, are implemented at scale, and are aligned with their stated values.1These expectations are part of a paradigm shift that challenges leaders to confront rapid change and disruption with ethical leadership and CEO activism. Unfortunately, most people don’t believe their company’s actions are genuine, and instead perceive them to be shallow and performative.2 This experience harms employees by eroding their sense of inclusion3and trust in their employers,4 and increases their disengagement and intent to leave.

Clearly, it’s not enough to issue statements of support on social media or one-time programs in response to calls for equity and justice. To generate real change, organizations must also be intentional and authentic about directly addressing the internal systemic inequities that impact employees from marginalized communities. Leaders: keep the following scenarios in mind to avoid common pitfalls and build more genuine connections with your teams.

When implementing systemic changes for a more inclusive and equitable workplace environment.