Diversity, equity, and inclusion. These are buzzwords every business in America is touting—and for good reason. The social movements of the last few years made racial, economic, and social disparities impossible to ignore. But we’re two years out from the racial reckoning of 2020, and while buzz- words are well-intentioned and can move the ball in the right direction, they can feel hollow. Now is the time to be persistent with our DEI efforts to ensure they are making meaningful and lasting change.
How do we do that? How do businesses use the momentum of the last few years to solidify diversity, equity, and inclusion in their corporate structure? There’s no one answer, and we at Taft are still figuring it out. But we’ve learned that the one thing you can’t make progress without is buy-in: the belief that diversity in the workplace really matters and a continued commitment to achieving that goal. Unfortunately, buy-in from all employees won’t happen without effort. So, you need buy-in from the top that doesn’t fade with time. The rest will follow.