In a recent HR Magazine article examining workplace diversity initiatives, I shared a concerning observation: well-intentioned DE&I programs sometimes create unexpected divisions. As the CEO of Talking Talent, I’ve seen how these efforts, while essential for addressing systemic inequities, haven’t always succeeded in bringing people together as intended.
The Challenge We Face
When implementing DE&I programs, our goal is to create more inclusive workplaces. However, these initiatives have sometimes created “a sense of ‘otherness’ for individuals from underrepresented groups, and generated resistance or resentment from those who feel excluded from or pressured by DE&I efforts.”
This division often manifests through siloed conversations, resistance to change, unintentional tokenism, and initiative fatigue. To address these challenges, we need a fresh approach that brings people together rather than inadvertently pushing them apart.
Reimagining Workplace Unity
Focus on Shared Experiences
Instead of highlighting differences, create forums where employees can connect through universal experiences like career challenges and professional growth. This approach acknowledges diversity while emphasizing our common ground.
Design for True Inclusion
Ensure DE&I initiatives incorporate input from all employee groups and create opportunities for voluntary participation rather than mandatory involvement. Programs should benefit everyone while addressing specific needs.
Measure Impact Holistically
Track both quantitative diversity metrics and qualitative inclusion indicators. Monitor workplace cohesion alongside representation data to ensure initiatives are truly bringing people together.
Don’t Fix Your People, Fix Your System
Too often, organizations place the burden of change on individuals, assuming that if people just behaved differently, workplace inequities would disappear. But people aren’t the problem—broken systems are. When we focus on transforming organizational structures and processes instead of expecting individuals to adapt to flawed systems, we create an environment where collaboration thrives and every employee can contribute their best work. This means embedding DEI into the core of how work gets done, rather than treating it as a separate initiative that people need to accommodate.
The Business Imperative
As I emphasized in HR Magazine, DE&I initiatives serve two essential purposes: (1) they drive business success by helping organizations meet strategic objectives, and (2) they create workplaces where people feel true belonging and can reach their full potential. The business imperative and the human imperative go hand in hand.
This means aligning DE&I initiatives with clear business objectives and ensuring all employees understand how inclusive practices benefit the entire organization. When this is done right, it creates environments where innovation flourishes and productivity soars.
Moving Forward Together
The future of DE&I lies not in creating more programs, but in creating better ones. At Talking Talent, we believe that by focusing on bringing people together rather than highlighting differences, we can build truly inclusive workplaces where everyone thrives and businesses grow.
Success requires regular program assessment, visible leadership commitment, and a focus on sustainable change. Remember: Inclusion doesn’t work when it leaves some groups out—it only works when everyone is in, and everyone feels valued.
You can read the full HR Magazine article here.
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Mary-Clare Race is the CEO of Talking Talent, a DE&I consultancy focused on creating inclusive workplaces where all employees can thrive. This article expands on her comments featured in HR Magazine’s recent coverage of DEI initiatives in the workplace.
