Redefining DE&I: Bridging Values, Innovation, and Accountability

In recent years, the conversation around Diversity, Equity, and Inclusion (DE&I) has taken center stage across many industries. The landscape regarding how we discuss DE&I is evolving, and I was recently asked what I think the future holds for DE&I practices. My short answer is that it is impossible to eliminate DE&I initiatives. While DE&I job descriptions and titles may change, the work and passionate individuals driving these efforts will remain.

As someone deeply rooted in global HR and strategic leadership, particularly in DE&I communications and employee engagement, I often reflect on another critical question: "How are we branding DE&I?" I recognize that the immediate reaction may be to dismiss this as the wrong question, but is it? My observation is that those of us championing social justice initiatives—whether in DE&I or in education on topics like domestic violence prevention—are driven by a desire to create safe spaces. While many people agree on the importance of addressing these issues, they often struggle to find their "why," preventing them from moving from observers to active allies.

A Personal Perspective Shaped by Experience

Born in Haiti and raised in the U.S., my journey has involved navigating different cultures, bridging divides, and understanding the power of diverse perspectives. These experiences have not only shaped my worldview but have also profoundly influenced my approach to leadership and DE&I. Spending the first eight years of my life in a predominantly homogeneous society helped me understand that DE&I looks different depending on where you are in the world. Consequently, what we prioritize and how we discuss DE&I should reflect these differences.

As a global HR leader at a leading biopharma company, my role primarily focuses on messaging and storytelling. Carefully crafted words help us inform, inspire, engage, and even avoid legal pitfalls. In our efforts to drive DE&I practices and articulate our "why," we must embed and package the brand of DE&I within the context of other functions, adapting it based on specific gaps. This approach allows us to measure how DE&I can drive innovation, reflected in metrics such as individuals feeling a sense of purpose and belonging, which in turn contributes to the organization’s success.

The Current State of DE&I: A Tale of Two Directions

While some industries are scaling back their DE&I initiatives—citing budget cuts and cultural pushback—others are doubling down for good reason. As workplaces become increasingly global, understanding cultural nuances is essential. Cross-cultural teams can drive innovation by offering diverse perspectives, experiences, and ways of thinking. Innovation leads to new ideas, products, and services, all of which impact the bottom line.

Yet, as some companies retreat from DE&I efforts, we must once again ask: Is this a branding And messaging issue, or do the company's values no longer align with DE&I principles? How can we embed DE&I into organizational values and foster conversations around it that invite all stakeholders to take ownership and accountability? The reality is that without tying DE&I to business practices, particularly in areas like employee engagement and well-being, we risk missing opportunities to create measurable metrics. Additionally, we can miss opportunities to hold leaders accountable. The messing of DE&I must connect and clearly align with the roles and daily operations of all employees, especially mid-level managers. It should be communicated as a business imperative that drives innovation, not merely a feel-good initiative isolated from the broader operations, values, and outcomes of the organization.

Why DE&I Matters: Beyond the Culture War

In healthcare operations, culturally competent care improves patient outcomes, reduces disparities, and enhances the overall quality of care. When healthcare organizations fail to prioritize DE&I, they not only miss out on these benefits but also risk widening the gaps in care that disproportionately affect marginalized communities.

The Risks of Workplace Homogeneity: Why We Must Keep Pushing for DE&I as Action Beyond Principle

The tendency to hire individuals who are similar to us—a well-documented phenomenon known as "affinity bias"—is comfortable and easy, but it is also dangerous. Homogeneity stifles innovation and limits the range of solutions available to an organization. This is especially critical in fields like healthcare, where diverse perspectives are crucial for understanding and addressing the needs of varied patient populations. This is particularly relevant when considering the importance of diversifying clinical trials to ensure representation.

DE&I in Healthcare: A Lens for the Future

In healthcare, DE&I isn’t merely a trend; it is a necessity. The industry's ability to innovate, provide equitable care, and address the complex needs of diverse populations depends on a commitment to diversity, equity, and inclusion. Leaders must create inclusive spaces where diverse voices are heard and valued.

Conclusion: Moving Beyond the DE&I Label

As leaders, we have a responsibility to counter negative narratives and demonstrate—through data and real-world outcomes—the profound impact that DE&I can have when it is embedded, tied to measurable metrics, and leaders are held accountable. Our messaging and rebranding of DE&I should reflect that it benefits everyone.