How DEI Must Evolve: Highlighting the Challenges and Opportunities

BY Wanly Chen | March 05, 2024

In the past year, big corporations like Target and Bud Light both faced backlash for their DEI initiatives, and states like Texas and Florida have even implemented bans to curb the expansion of DEI in higher education. DEI is facing a tough challenge in the nation.

The pushback isn’t a surprise to Y-Vonne Hutchinson, CEO of diversity and inclusion product and services firm, ReadySet.

“We’re seeing backsliding in those areas of DEI but I always tell people not to be surprised when that happens,” said Hutchinson. “We tend to think of progress as a linear advancement when in reality, it’s more of a push-pull and we have to be prepared for that resistance.”

In a conversation with From Day One’s co-founder Steve Koepp, Hutchinson discussed the current challenges and opportunities in DEI, and how companies can continue to progress.

Relabeling DEI While Remembering the Core Values

Despite recent backlash, company leaders are still committed to DEI initiatives. Some leaders have audited their initiatives to ensure no legal risks, while others have rebranded and continued their initiatives more discreetly. When rebranding DEI initiatives, Hutchinson reminds company leaders to stay focused on the core of the problem.

“Relabeling is helpful but I think that we have to be careful and we have to still call things what they are,” Hutchinson said. “Language like belonging, inclusion, accessibility is great but I get nervous when companies steer clear of naming some of the very foundational issues that they’re trying to solve because it makes it harder for them to do so. For example, racism still exists but if you rename racism then you have to figure out how to solve those problems without creating a perception that you’re being unfair to other groups.”

Utilizing DEI as a Tool to Problem Solve

In the workplace, being diverse, equitable, and inclusive were long problems before the recent attention DEI had received. Hutchinson points to meritocracy as a key example of the clash of diversity and equitability.

Y-Vonne Hutchinson of ReadySet was interviewed in the thought leadership spotlight (photo by From Day One)

“Meritocracy has never existed when it comes to working in a company. Most people come into organizations through things like referrals and most people’s networks are homogenous,” Hutchinson said. “Even if we were to strip away traditional DEI programs, we would not revert to a meritocracy. Instead, we would be deeply entrenched in those hiring problems that were already there and have fewer tools to solve them.”

To be effective in DEI efforts, leaders need to first identify the problem they want to solve, Hutchinson says. “DEI is a toolkit meant to address specific, deeply entrenched problems, and it's evolving,” Hutchinson said. “When we think about the future of DEI, focus on the problem first and specifically name some of these issues that organizations are going to have to deal with, no matter what happens in the DEI space.”

Acknowledging Long-Term Effects of the Pandemic on the Workforce

The pandemic did more than drastically change the style of working; it also left lingering effects that directly impacted workers’ health.

In a study on workers’ claims and the impact of Long Covid, researchers found nearly 18% of claimants with long Covid were unable to return to work for over one year, with most claimants under 60 years of age.

“We’re seeing people who are sick more often, more instances of chronic illness, more instances of disability,” Hutchinson said. “Traditionally, our tools that were relying on our old school tools, such as sick days, but over time it is not going to serve us. We’re gonna see more labor shortages, more attrition, lower productivity and I think that’s going to have a real impact on our bottom lines.”

Leaders must be able to recognize the impact long Covid has on their workforce and be willing to take measures to protect and include those that are directly affected, Hutchinson says.

“The best thing that companies can do now is critically think about accessibility and disability inclusion, and how they're going to make those accommodations for their workforce.”

Editor's note: From Day One thanks our partner, ReadySet, for sponsoring this thought leadership spotlight. 

Wanly Chen is a writer and poet based in New York City.

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