Business Case for DEI

Business Case for DEI

Diversity, equity, and inclusion (DEI) have become more than just buzzwords in organizations lately. DEI has gained prominence in organizations as they recognize the benefits of employees with diverse backgrounds, experiences, and viewpoints. Organizations promote DEI initiatives to access diverse perspectives, insights, and creativity. By embracing DEI, businesses can develop a sense of empowerment, respect, and belonging for every employee, enhancing overall business benefits. In addition, DEI initiatives can also lead to increased innovation and problem-solving capabilities within organizations. Companies can tap into a broader range of ideas and solutions by fostering an inclusive environment where all employees feel valued and heard. This can ultimately result in a competitive advantage and improved decision-making processes for the organization.

History of diversity trends

Historically, the fight for equitable representation and opportunities for marginalized groups has been challenging. Over the years, labor pool demographics have changed significantly, and organizations are increasing efforts to promote inclusion and diversity. Underrepresented groups, such as women, people of color, and people from various generations, have significantly increased (Wallace, 2021). Organizations are implementing initiatives to increase underrepresented groups’ representation, such as targeted recruitment strategies, diverse candidate pools, and inclusive hiring practices.

There has been a generational shift in the labor force in the last forty years. There are up to five generations in the workplace—Silent Generation, Boomers, Generation X, Millennials, and Generation Z. In 1979, 5% more teenagers, employees aged 16 to 19, were in the workforce than in 2019. This shift was due to two factors: the age composition of the entire population shifted, with the baby boom generation being about 16 years old (U.S. Bureau of Labor Statistics, 2021). In contrast, nearly 4% more employees over 65 are in the U.S. workforce (Wallace, 2021). This is primarily due to medical advancements that have extended lives and technological advances that have made jobs less physically strenuous (Wallace, 2021).

The U.S. population has historically been diverse, shaped by colonization, slavery, emancipation, and migration (U.S. Bureau of Labor Statistics, 2021). However, over the last 40 years, workforce diversity has been shaped mainly by immigration and differences in fertility among racial and ethnic groups (U.S. Bureau of Labor Statistics, 2021). As a result, organizations have a more diverse talent pool. The percentage of non-White workers in the United States increased from 12% to 22% between 1979 and 2019, while the rate of Hispanic or Latino workers—who may be of any race—rose from 5% to 18%. (U.S. Bureau of Labor Statistics, 2021). This shift in representation is also influenced by the growing recognition of the importance of diversity and inclusion in fostering innovation and creativity within organizations.

Current diversity trends in U.S. organizations

Workplace diversity has changed significantly due to societal changes and an evolving understanding of the value of inclusivity and equal representation. The growth of political affiliation bias, the emphasis on embracing humility, the drive for pay transparency, and the growing attention to caregiver assistance are just a few of the significant changes brought on by this changing environment. 

The growth of political affiliation bias is one noticeable shift in workplace diversity (Colvin, 2023). People may experience bias or discrimination because of their political ideas in the current polarized political environment. During presidential elections, this bias becomes even more pronounced (Colvin, 2023). This bias can create a tense and divisive atmosphere in the workplace, making it challenging for individuals with differing political beliefs to collaborate effectively. Employers are becoming more cognizant of the need to address and resolve this to develop an inclusive workplace that recognizes multiple perspectives and encourages open communication. Businesses encourage a respectful, welcoming atmosphere for employees with different political viewpoints to reduce bias.

Another important component of workplace diversity is embracing humility (Colvin, 2023). Leaders and employees realize the need for humility in acknowledging and learning from others’ experiences. The ability to actively listen, participate in fruitful dialogues, and confront one’s own biases is made possible by humility, which fosters a culture of respect, empathy, and openness. This change toward humility aids in the growth of inclusive workplaces where everyone is made to feel appreciated and heard.

The push for pay transparency has also increased steam in encouraging workplace equity (Colvin, 2023). Companies recognize the necessity of addressing wage inequalities and ensuring equitable compensation practices. Pay transparency means not only should workers share their pay grades with fellow employees, but also for business owners to encourage a culture of openness to share this information (Indeed, 2021). Initiatives to promote pay transparency seek to make compensation ranges, job descriptions, and promotion standards transparent to employees. This openness promotes a more equitable environment by enabling people to fight for fair pay and holding companies responsible for inequalities. 

Additionally, caregiver support’s significance in fostering workplace diversity is becoming more widely acknowledged (Colvin, 2023). Many people have obligations outside the workplace, such as looking after young children, elderly relatives, or people with impairments. Incorporating flexible work schedules, parental leave, and access to childcare services are just a few of the policies and initiatives organizations are putting into place to support caregivers (BCG Global, n.d.). Employers may foster an inclusive workplace where people can effectively manage work and personal obligations by catering to the requirements of caregivers.

Impact on the labor pool

Diversity has a significant and far-reaching impact on organizational culture and performance. It influences organizational culture, performance, and the bottom line. Organizations can gain numerous advantages that impact their success by embracing diversity. 

Firstly, diversity drives increased innovation and creativity throughout the company. When people with various experiences, opinions, and backgrounds get together, they provide diverse perspectives, ideas, and insights. These different perspectives encourage creativity, which nurtures innovative solutions and strategies. Companies with more ethnically diverse teams generated 19% greater income from innovation, according to research by the Harvard Business Review (Lorenzo, 2020).

Secondly, diverse teams have enhanced problem-solving capabilities. Different perspectives and approaches to problem-solving can help identify gaps, challenge assumptions, and generate a broader range of potential solutions. Although this can lead to contestation, it can also lead to more creativity and superior solutions (Herring, 2009). Diverse teams are more likely to consider multiple viewpoints and approaches, resulting in more comprehensive and effective problem-solving outcomes.

Organizations must be able to quickly adapt to new challenges and possibilities in an ever-changing business landscape. Diverse teams bring various skills, experiences, and perspectives, enabling organizations to adapt rapidly to new challenges and seize emerging opportunities. This can give them a competitive edge in the marketplace. Homogeneous teams, on the other hand, may struggle to adapt and innovate due to groupthink (Herring, 2009). Connecting diversity to the concept of parity helps demonstrate that diversity pays (Herring, 2009). Additionally, diversity has a net positive impact on organizational functioning despite the possibility that it may have a negative impact on internal group processes (Herring, 2009).

Sustaining and Supporting Diversity in the Workplace

In recent years, maintaining and fostering workplace diversity has been top of mind for many business leaders. Encouraging a diverse workforce has several advantages, such as financial gains, more significant business results, increased innovation, and improved decision-making. Managing a diverse workforce, however, comes with its share of challenges, including dealing with communication issues, negotiating cultural differences, reducing biases and stereotypes, and advancing equity.

By embracing racial and gender diversity, organizations can tap into new markets, attract a broader customer base, and increase sales revenue and profits (Herring, 2009). In 2015, McKinsey and Company et al. (2015) reported that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. It showed companies with diverse workforces are more likely to be profitable, innovative, and successful—giving them a competitive edge in today’s globalized economy (Hunt et al., 2015). Additionally, since businesses must establish connections with clients from all socioeconomic backgrounds, a diverse workforce is crucial for serving the needs of a diversified customer base. Companies can better understand the needs of their clients and provide goods and services that will appeal to a larger spectrum of customers.

Diversified workforces produce better business results than homogenous ones (Herring, 2009). Inclusive organizations promote and foster diversity of thought, reduce groupthink, and produce outcomes where people bring different ideas and approaches to problem-solving. When employees feel their contributions are impactful to the organization, it improves employee engagement and satisfaction, which raises productivity and retention rates (Hayes et al., 2020). There is a direct correlation between inclusion and attrition (Horting, 2019). A diverse, inclusive, and equitable organization can lead to better business results, decision-making processes, and a more inclusive and supportive work environment.

Challenges with Managing a Diverse Workforce

Herring (2009) identified three opposing perspectives on diversity: it is good for business, counterproductive, or leads to more group conflict but better business performance. The latter suggests that although diversity can introduce new challenges, the benefit outweigh the drawbacks (Herring, 2009). While all employees will not initially align with the potential benefits of a diverse workplace, it is impactful if they understand the goal.

Overcoming misconceptions is one of the challenges of managing a diverse workforce. The diversity-as-process-loss approach raises doubt about the advantages of diversity and contends that it may even be counterproductive (Herring, 2009). However, research shows despite potential conflicts, lower group cohesiveness, increased employee absenteeism and turnover, and lower quality and performance, racial and gender diversity positively impact business (Herring, 2009). It fosters the contestation of unique ideas, increasing creativity and superior problem-solving solutions (Herring, 2009). Despite the possibility of disagreements and conflicts, diversity also improves the effectiveness of group work and expands the possibilities for innovation.

Organizations must overcome bias and stereotypes by hosting diversity training programs and addressing cultural barriers. Cultural barriers can be faced by offering cultural competency training. The cultivation of cultural intelligence is a process that necessitates ongoing education. According to Molinsky (2007), each interaction can be seen as a small component in the development of cultural awareness. Cultural intelligence is essential to embrace diverse traditions and customs. Allowing cultural differences and norms to be adopted fosters a sense of belonging.

Actions to Enhance Diversity, Inclusion, and Equity in the Workforce

To foster a fair and successful workplace, diversity, inclusion, and fairness are essential concepts often used interchangeably but have distinct meanings. Diversity is the presence of various individual differences, including but not limited to ethnicity, gender, age, religion, and socioeconomic status. Unique perspectives and experiences are not only recognized but also valued. Inclusion aims to foster a work environment where employees feel appreciated, valued, and empowered to contribute to their fullest potential. It entails actively including diverse voices in decision-making and building a sense of belonging. Equity seeks to address and remove systemic inequalities and structural impediments to ensure that every employee receives fair treatment and equal opportunities. It seeks to level the playing field and eliminate inequities, fostering an inclusive and just workforce.

Creating a diverse and inclusive workplace that is successful and sustainable requires leaders and managers to take an active role in its development. They play a critical role in the promotion of DEI values. They can begin by cultivating an environment where everyone is respected, employees are valued for their strengths, and leaders do what is right (Grafstein, 2019). This involves creating a strengths-based culture that celebrates individual contributions and promotes individuality (Grafstein, 2019; Alldredge and Nilan, 2000, as cited in Hayes et al., 2020). Leaders must promote the value of supporting DEI efforts by example and taking on the role of diversity champions (Horting, 2019). This top-down approach allows leaders to communicate policy updates and ensure diversity is integrated with the organization’s strategic plan (Hayes et al., 2020). By linking it to performance, they can highlight the benefits of diversity for the organization’s bottom line (Hayes et al., 2020).

Leaders must prioritize succession planning and mentorship programs to create diverse talent pipelines (Hayes et al., 2020). Exceptional managers can serve as coaches to guide and support marginalized employees (Grafstein, 2019). Bias-free recruitment and hiring practices can remove arbitrary barriers and ensure equal opportunities for the best candidates. Implement bias interrupters to systematically correct biased patterns in systemic processes like recruiting, performance reviews, promotions, and assignments (Horting, 2019). By doing so, organizations can tap into a wider talent pool and promote a culture of inclusivity.

Finally, Managers should be given the tools, training, and resources they need to build the capabilities of their team members (Grafstein, 2019). Additionally, allowing employees time to reflect on diversity-related issues is beneficial, challenging them to develop creative solutions to team issues or improve products and services (Horting, 2019).


Diversity, equity, and inclusion (DEI) is a central aspect of organizational success, as it leads to increased innovation, problem-solving capabilities, improved decision-making processes, and competitive advantage. Organizations recognize the importance of creating an inclusive environment that embraces employee diversity, including political affiliation bias, humility, pay transparency, and caregiver support. However, managing a diverse workforce presents challenges such as overcoming misconceptions, addressing biases, and navigating cultural differences. To sustain and support diversity, organizations must prioritize DEI efforts, involving leaders and managers in fostering an inclusive culture, promoting diversity initiatives, implementing bias-free practices, and providing resources and training. Organizations can create fair, successful, and sustainable workplaces that benefit employees and the bottom line by prioritizing DEI efforts.


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