RALEIGH (June 13, 2024) – News Item: “Across U.S. corporations, 72% of C-suite and HR leaders intend to increase their commitment to diversity, equity and inclusion initiatives in the next two years, and only 4% plan to cut back or eliminate programs.”
Then why, pray tell, are the people who say government – including state universities – should be run like a business heading in the opposite direction?
A June 3 report from Bridge Partners, an executive search firm, found that “in an April 2024 survey of 400 C-suite and HR hiring executives at companies with at least 250 employees or at least $25 million in revenue, 94% said they believe DEI is important for its positive impact on recruiting, hiring and retention.”
The survey found that only 46% of corporate leaders, though, said their executive team fully reflects the diversity of their employee and customer base. So it makes sense that corporate leaders want to continue to expand diversity.
“Beyond that, we see the demographic waves produced by the Millennials – who embrace inclusion and are now in management themselves – and Gen Z, which enters the workplace as the most diverse cohort in history, as strengthening the tidal forces propelling DEI rather than supporting those who call for an ebb to such programs in Corporate America,” said Ryan Whitacre, a partner at Bridge Partners.1
THE UNC SYSTEM Board of Governors, though, voted just last month to repeal a DEI policy many of its members voted to adopt in 2019.
The repealed policy required each UNC campus to name a senior administrator as its Diversity and Inclusion Officer and develop metrics on student and faculty demographics, achievement gaps and graduation and persistence rates.
The board replaced it with a weaker policy that emphasizes “institutional neutrality.”2
If you’re able, view that through the eyes of a young Black, Hispanic, rural or LGBTQ+ student who’s not sure they can afford or fit in at a UNC System campus.
A UNC-Chapel Hill trustee who just happens to be a former chief of staff for NC Senate leader Phil Berger warned in March that state universities should be prepared for the Board of Governors or the General Assembly to repeal DEI policies, following Florida’s path.3
We can only conclude that the messaging is aimed at white people in the small districts into which the computer-assisted map-drawers at the North Carolina General Assembly and party headquarters have carved our state.
It’s more clear than ever that these decisions are driven by politics.
But business leaders must think of a broader audience – not just 51% of voters. They must think of a broader community of customers, constituents and stockholders.
Our political leaders should think of a broader community as well.
Some look backward, because they are afraid of change.
Some look forward and embrace change.
If we really want to run government like a business, we should follow businesses’ lead and pay attention to DEI.
1 https://www.hrdive.com/news/business-leaders-continue-dei-initiatives-despite-criticism/718323/.
2 https://publicedworks.org/2024/05/sending-the-wrong-message/.
3 https://www.newsobserver.com/news/local/education/article287152290.html; https://www.wral.com/story/with-dei-policies-unc-may-follow-florida-s-lead-trustee-predicts/21357546/.
David Genereux says
Not sure what Bridge Partners is, but here’s a corporate example from the NYT.
https://www.nytimes.com/2024/01/22/business/diversity-backlash-fortune-500-companies.html
“RevelioLabs, a work force database, published a study last year that looked at 600 companies that had laid off workers since 2020 and found that the attrition rate for people working in D.E.I. was nearly twice that of employees in non-D.E.I. roles.”
Like it or not, the acronym DEI has become a flag to rally around or to attack, in other words, to fight over. Arguments about DEI being “good” or “bad” are too simplistic, like arguing about whether tax policy is good or bad (it depends on the details). DEI is an area or domain of thought and activity, not a single clear idea or action. The flag means different things to different people. And like other areas or domains of thought and activity, it will naturally include some good ideas and some bad ideas. What everyone should focus on and talk about is the details of specific individual ideas and actions in practice. Focusing on the divisive flag only guarantees permanent warfare. If you think that something specific under the DEI umbrella is good, name it and make the argument for it, rather than just a blanket defense of DEI. That’s how you can build up a case rationally.
Gail Howell says
It’s ridiculous that college DEI programs are ending/being defunded. The sole reason is a right-wing agenda that seeks to excite voters about cultural issues.
The GOP has a dumpster-fire presidential candidate and a platform that is unpopular with the majority of Americans, so they put worthwhile programs, practices and individuals that don’t conform to their backward beliefs under scrutiny, pile on criticism, and vilify.
The right-wing-nuts causing this harm have been elected mainly because too many Americans don’t make time to follow politics or vote. I doubt anyone who needs to be encouraged to vote will see my comment, but I’m truly concerned that zealots get elected and make unpopular decisions because of the apathy of so many Americans when it comes to political platforms and voting.