Does DEI Still Matter in Today’s Workplace? Here’s What Employers Must Know
- Elijah
- May 23
- 5 min read
You've probably noticed that major corporations are scaling back diversity, equity, and inclusion (DEI) programs and heated debates about the value of workplace inclusion initiatives. Following recent political developments and shifting corporate priorities, it's natural to wonder whether investing in DEI is still worth your time and resources.
Here's the reality: while some organizations are retreating from DEI due to political pressure or budget cuts, the fundamental business case for inclusive workplaces hasn't changed. As an HR professional or small business owner, this moment presents a unique opportunity. While your competitors may be pulling back, you can gain a significant competitive advantage by maintaining your commitment to building an inclusive workplace.
The employees and customers you want to attract still value fairness, respect, and belonging. The legal requirements for equal treatment haven't disappeared. And the performance benefits of diverse, engaged teams remain as compelling as ever. The question isn't whether DEI matters. But how can you implement it strategically and sustainably, regardless of what larger corporations are doing?
Why DEI is Still Important
1. It Creates a Workplace Where Everyone Thrives
DEI remains essential because it lays the foundation for a work environment where all employees can perform at their best. When people feel included and valued, their engagement, creativity, and productivity naturally increase. Research consistently shows that employees who experience a strong sense of belonging are more motivated and contribute more meaningfully to their teams.
An inclusive workplace isn’t just about diversity in numbers. It’s about fostering a culture where different perspectives are welcomed and respected, and where everyone feels safe to express themselves without fear of exclusion or bias. This psychological safety drives collaboration, innovation, and overall job satisfaction.
2. The Business Benefits That Haven't Changed
Despite political rhetoric, the data haven't changed. According to BetterUp research, employees with a strong sense of belonging report 56% better job performance, 50% lower turnover risk, and 75% fewer sick days. For a 50-person company, this could mean the difference between high-performing, loyal teams and constant recruiting and training costs.
McKinsey's research shows that companies with greater diversity on their boards of directors are more likely to outperform financially. Also, based on their findings across all industries surveyed, more diversity in boards and executive teams is correlated to higher social and environmental impact scores. These advantages of having a diverse and inclusive workplace don't disappear because of political changes. They're fundamental to how diverse perspectives improve decision-making and innovation.
3. It Builds Your Employer Brand and Market Position
Many skilled professionals are frustrated with employers who are scaling back inclusion efforts. These workers are actively seeking companies that genuinely value fairness and respect. Your authentic commitment to treating people well can be a powerful recruiting tool.
The current environment favors genuine inclusion over performative initiatives. Employees can tell the difference between real culture change and surface-level programs. As a smaller business, you can focus on authentic practices that create real belonging rather than expensive initiatives that check boxes.
When you consistently treat employees fairly and create an inclusive environment, you're positioning your business as forward-thinking and people-focused. This reputation can open doors to new partnerships, contracts, and opportunities, especially as more organizations prioritize working with inclusive partners.
4. It Ensures Legal Compliance
Your inclusion efforts serve dual purposes: they create a better workplace culture and protect you legally. When you implement fair hiring practices, ensure equal treatment, and address problems quickly, you're reducing legal risk while building a stronger organization.
The Equal Employment Opportunity Commission (EEOC) continues to enforce federal employment laws. In 2024 alone, they handled over 88,000 new charges of discrimination, reflecting an increase of more than 9% over 2023, with monetary settlements often reaching hundreds of thousands of dollars. For small businesses, a single discrimination lawsuit can be an existential threat.
Here are the core legal requirements that haven't changed:
Americans with Disabilities Act (ADA) compliance
Equal pay for equal work
Protection from harassment and discrimination
Reasonable accommodations for disabilities and religious practices
Fair hiring and promotion practices
5. Employee and Customer Satisfaction in Uncertain Times
During periods of social and political uncertainty, your commitment to treating people fairly becomes even more important for maintaining team stability and customer loyalty. When external environments feel chaotic, employees look to their workplaces for stability and fair treatment. Your consistent commitment to inclusion provides psychological safety that helps your team stay focused and productive regardless of outside pressures.
Employees who feel valued and respected provide better customer service. Salesforce research shows that 84% of customers value being treated as individuals rather than numbers. That kind of personalized, empathetic service starts with employees who feel secure and appreciated at work.
Moreover, customers are increasingly aligning their loyalty with brands that reflect their own values. In a 2021 Edelman Trust Barometer survey, 86% of consumers expect brands to take a stand on social issues. Companies that show a genuine commitment to DEI, not just performative statements, build lasting trust and customer loyalty.
What You Can Do
You don’t need a billion-dollar budget or a DEI department to make a real difference. You just need clarity, consistency, and commitment. Start with what you can control. Here are a few simple, actionable steps you can take now:
Promote Fairness in Your Processes: Review your hiring, promotion, and compensation practices for unintentional bias. Simple changes like structured interviews, transparent advancement criteria, and regular pay reviews can eliminate unfairness without major budget implications.
Foster Genuine Belonging: Train your managers to include all voices in meetings, address disrespectful behavior quickly, and recognize contributions from all team members. These practices cost nothing but make a tremendous difference.
Address Problems Before They Escalate: Create clear, accessible ways for employees to raise concerns about unfair treatment. Having simple processes for addressing issues protects both your employees and your business from larger problems down the road.
Lead with Intention: Set the tone from the top. Make it clear that your business values fairness, respect, and opportunity for all. This doesn’t require a press release, just consistent words and actions that align with your values.
Listen and Learn: Encourage open feedback from employees and actually act on what you hear. Anonymous surveys, casual check-ins, or even a suggestion box can uncover barriers you didn’t know existed and help you remove them.
How The Mission Supports Your DEI Journey
At The Mission, we understand that sustainable inclusion efforts require strategic HR leadership and hands-on guidance. Whether you're just starting to address inclusion in your workplace or looking to strengthen existing practices, our experienced HR professionals can help you develop practical, cost-effective strategies that work for your specific industry and organizational size.
We can also help you explore Professional Employer Organization (PEO) solutions. We partner with vetted and verified PEOs and can help you find one that suits your specific business needs while negotiating affordable rates on your behalf. Reach out to us to learn more about how we can help.
