Why DEI is important for both businesses and democracy

Since the Supreme Court overturned affirmative action in 2023, leaders have struggled to respond to the backlash against diversity, equity, and inclusion (DEI). As the nation inches closer to election day, there are two sides to the DEI debate: One values democratic ideals of equal opportunity, and the other bestows strong autocratic tendencies while peddling the anti-DEI backlash. In this complex environment, anchoring our work in the vision and values of fairness and open opportunities is the best way to advance DEI and our democracy. And business leaders have an important role to play. Even though the majority of Americans support DEI and there is significant evidence that DEI efforts advance innovation and business goals, some companies, publicly or privately, are retreating from their pledges to advance workplace inclusion. Many of these unwarranted retreats overlook that employment laws on the book remain strong notwithstanding the Supreme Court’s landmark decision on college admissions last year. Still, many leaders have caved to the anti-DEI movement. Rather than operating out of blind fear, leaders can look to our democratic values to keep their commitment on track in the face of the anti-DEI backlash. And there are concrete steps leaders can take to improve their workplaces to make their organizations more diverse, equitable, and inclusive. Why DEI is an important part of Democracy Fortunately, there are steps we can all take to promote DEI, advance equal opportunities, and strengthen our democracy. In Fareed Zakaria’s recent book, Age of Revolutions: Progress and Backlash from 1600 to the Present, Zakaria posits that the struggle of our time is less about contrasting visions of democracy versus autocracy but instead of contrasting visions of open versus closed societies.Closed societies are xenophobic, close borders, restrict commerce, fear progress, and resist innovation. Open societies cherish pluralism and religious tolerance, and embrace immigrants, new ideas, and both republican and liberal democratic values. Today’s DEI backlash follows a tumultuous recent history. Conservative-led book bannings have become rampant. And xenophobia has manifested in many ways including the vilifying of legal immigrants. Former President Donald Trump has even threatened to enact mass deportations if he is elected president. Trump and his allies have also supported efforts to ban DEI at state universities, and the shutting down of modest efforts to open doors to those excluded from capital. This is the playbook of closed societies. If we allow these exclusionary practices to endure, it will diminish the promise of equal opportunity and progress toward a strong and inclusive economy. DEI advocates can and should champion DEI because they are ultimately derived from principles of an open society, because they are crucial to a democracy, and because they are good business. I’ve seen many of these policies in theory and practice throughout my career. I’ve represented employees, women and people of color, at companies such as Texaco, Coca-Cola, Morgan Stanley, Ford Motor Company and many other organizations who were completely boxed out of the upper-level management positions, which came with higher salaries, access to stock options, and decision-making power. We championed “open society” reforms. These changes made decisions fairer and more transparent, opening doors of opportunity to our clients. These changes also improved opportunities for white and male employees who didn’t have the connections to succeed under a regime of favoritism and subjectivity. How to achieve fair competition for opportunities A few key reforms can break down barriers which keep many employees from competing fairly for promotions—and keep future top talent undiscovered. The first is to open up promotions to fair competition and more transparency. We need to replace “tap on the shoulder” promotions with job posting systems that allow employees to learn about and compete for positions. Job selection criteria can be too narrow, exclusionary and off target, so teams should expand job selection criteria to ensure that they are attracting a wide range of applicantsThe second major strategy that can promote fair competition is the use of diverse interview slates. This reform ensures women, people of color, and other overlooked or underutilized candidates can compete for top jobs. This is a policy my colleagues and I helped enact at the National Football League when we created the Rooney Rule, a diverse slate requirement built on these early initiatives to transform the NFL. It led to record numbers of minority head coaches, general managers, and, more recently, club presidents. In the wake of the Rooney Rule, a head coach or general manager of color led their team to the Super Bowl 10 times. Last year, all of the NFL teams with African American head coaches advanced to the playoffs.The third open society reform leaders should consider is to make DEI data and progress more transparent—such as the use of a “racial equity assessment” like the one my colleagues at Working IDEAL created. Every major company should use independent equal opportunity assessments to identify new ideas, innovations, and strategies. Above all, DEI advocates need to hold their heads high during our tumultuous times. Most Americans want to see fair processes and fair competition for advancement without artificial barriers and preconceived notions of bias. Workplaces can come together on values of fair competition through an open society mindset that brings credibility to inclusive practices—and ultimately innovation, more productivity, and new ideas.

Since the Supreme Court overturned affirmative action in 2023, leaders have struggled to respond to the backlash against diversity, equity, and inclusion (DEI). As the nation inches closer to election day, there are two sides to the DEI debate: One values democratic ideals of equal opportunity, and the other bestows strong autocratic tendencies while peddling the anti-DEI backlash. In this complex environment, anchoring our work in the vision and values of fairness and open opportunities is the best way to advance DEI and our democracy.

And business leaders have an important role to play. Even though the majority of Americans support DEI and there is significant evidence that DEI efforts advance innovation and business goals , some companies, publicly or privately, are retreating from their pledges to advance workplace inclusion. Many of these unwarranted retreats overlook that employment laws on the book remain strong notwithstanding the Supreme Court’s landmark decision on college admissions last year.

Still, many leaders have caved to the anti-DEI movement. Rather than operating out of blind fear, leaders can look to our democratic values to keep their commitment on track in the face of the anti-DEI backlash. And there are concrete steps leaders can take to improve their workplaces to make their organizations more diverse, equitable, and inclusive.

| Why DEI is an important part of Democracy Fortunately, there are steps we can all take to promote DEI, advance equal opportunities, and strengthen our democracy. In Fareed Zakaria’s recent book, Age of Revolutions: Progress and Backlash from 1600 to the Present , Zakaria posits that the struggle of our time is less about contrasting visions of democracy versus autocracy but instead of contrasting visions of open versus closed societies. Closed societies are xenophobic, close borders, restrict commerce, fear progress, and resist innovation.

Open societies cherish pluralism and religious tolerance, and embrace immigrants, new ideas, and both republican and liberal democratic values. Today’s DEI backlash follows a tumultuous recent history. Conservative-led book bannings have become rampant.

And xenophobia has manifested in many ways including the vilifying of legal immigrants. Former President Donald Trump has even threatened to enact mass deportations if he is elected president. Trump and his allies have also supported efforts to ban DEI at state universities, and the shutting down of modest efforts to open doors to those excluded from capital.

This is the playbook of closed societies. If we allow these exclusionary practices to endure, it will diminish the promise of equal opportunity and progress toward a strong and inclusive economy. DEI advocates can and should champion DEI because they are ultimately derived from principles of an open society, because they are crucial to a democracy, and because they are good business.

I’ve seen many of these policies in theory and practice throughout my career. I’ve represented employees, women and people of color, at companies such as Texaco , Coca-Cola , Morgan Stanley, Ford Motor Company and many other organizations who were completely boxed out of the upper-level management positions, which came with higher salaries, access to stock options, and decision-making power. We championed “open society” reforms.

These changes made decisions fairer and more transparent, opening doors of opportunity to our clients. These changes also improved opportunities for white and male employees who didn’t have the connections to succeed under a regime of favoritism and subjectivity. How to achieve fair competition for opportunities A few key reforms can break down barriers which keep many employees from competing fairly for promotions—and keep future top talent undiscovered.

The first is to open up promotions to fair competition and more transparency. We need to replace “tap on the shoulder” promotions with job posting systems that allow employees to learn about and compete for positions. Job selection criteria can be too narrow, exclusionary and off target, so teams should expand job selection criteria to ensure that they are attracting a wide range of applicants The second major strategy that can promote fair competition is the use of diverse interview slates.

This reform ensures women, people of color, and other overlooked or underutilized candidates can compete for top jobs. This is a policy my colleagues and I helped enact at the National Football League when we created the Rooney Rule , a diverse slate requirement built on these early initiatives to transform the NFL. It led to record numbers of minority head coaches, general managers, and, more recently, club presidents.

In the wake of the Rooney Rule, a head coach or general manager of color led their team to the Super Bowl 10 times. Last year, all of the NFL teams with African American head coaches advanced to the playoffs. The third open society reform leaders should consider is to make DEI data and progress more transparent—such as the use of a “ racial equity assessment ” like the one my colleagues at Working IDEAL created.

Every major company should use independent equal opportunity assessments to identify new ideas, innovations, and strategies. Above all, DEI advocates need to hold their heads high during our tumultuous times. Most Americans want to see fair processes and fair competition for advancement without artificial barriers and preconceived notions of bias.

Workplaces can come together on values of fair competition through an open society mindset that brings credibility to inclusive practices—and ultimately innovation, more productivity, and new ideas..