Evaluating DEI progress on race and ethnicity — have we advanced since 2020?

Following George Floyd’s tragic death, global calls for racial/ethnic equity led many organizations to critically examine their talent management practices and purchasing commitments. Our recent DEI Knowledge Exchange webinar brought together four leading industry experts to discuss the progress made, challenges faced, and hopes for the future in this area.

Some Progress, but Expectations Were Too High

Trevor Phillips, serving as the Chair of Change the Race Ratio in the UK, observed that although there has been some advancement since George Floyd's tragic murder and the subsequent global call for change, the expectations were overly optimistic. Phillips emphasized the necessity for prolonged and systemic efforts to effectively address the deeply rooted issues at hand.

Focus on Employee Engagement and Lived Experiences

Sherika Ekpo, CHRO at Doc2Doc Lending, emphasized the importance of employee engagement and understanding the lived experiences of individuals from different racial and ethnic backgrounds. This requires organizations to listen attentively and respond empathetically to employee concerns.

Need for Intersectional Data and Addressing Systemic Issues

Karima Green, Global Director of Inclusion & Impact at CSM Sport and Entertainment, stressed the need for intersectional data, which analyzes the impact of multiple factors like race, ethnicity, gender, and class. She advocated for systemic change that tackles the root causes of disparities, rather than focusing solely on individual actions.

Commitment to Change Supplier Base

Holli Turner, Director of Supplier Diversity & Sustainability at Humana, noted her company has strengthened their commitment to diversifying their supplier base, including ramping up efforts to mentor diverse and small business owners in recent years.  She urged more concrete action to translate DEI commitments into meaningful change.

Support for Managers in Creating Inclusive Workplaces: Karima Brown pointed to the lack of support for managers in creating inclusive workplaces. She called for organizations to provide training, resources, and accountability mechanisms to help managers foster diverse and equitable work environments.

A Path Forward:

Intentionality and Consistent Action

Panelists called for a more intentional approach to diversity, equity and inclusion, moving beyond superficial initiatives and embedding inclusive practices into the fabric of the organization. This requires consistent action and a commitment to addressing disparities at all levels.

Accountability for Non-Progress

Karima Brown urged for greater accountability for organizations that fail to make progress in addressing race and ethnicity disparities. She suggested using metrics, reporting, and public disclosure to hold organizations accountable for their commitments.

The webinar concluded with a shared sense of optimism, despite the challenges. The panelists agreed that while there is still much work to be done, there is also reason to believe that meaningful progress can be made if organizations are willing to work together, hold themselves accountable, and adopt a systemic approach to change.

Watch the recording here.