Relaunching DE&I: Navigating the Future of Inclusivity

In the wake of political pushbacks, Supreme Court decisions and an evolution of the field, many major companies are rebranding and repositioning DE&I. But what does that actually mean for inclusivity efforts? There’s a business case to be made: companies with the highest employment diversity are 39% more likely to overperform than more homogenous organizations. Here’s what you need to know heading into 2025:

• Legal Labyrinth: An examination of the implications of the Supreme Court case that ended affirmative action at universities and its ripple effect in the workplace.
• Modeling from the Top: How leadership can set the tone for the organization’s culture and competitive edge, demonstrate genuine commitment, and enhance the company’s reputation both internally and externally.
• Actionable Allyship: How to foster a culture that normalizes inclusive practices, provides mentorship programs, and ensures benefits through visible and meaningful initiatives.
• ROI of DEI: Whether it’s called JEDI, IED or inclusivity, here’s how to make the business case for DE&I efforts to C-suite and key stakeholders.
• Case Studies: An overview of the business landscape, looking at how some companies have removed references to DE&I from their annual reports (Kohls, Salesforce), citing DE&I as a risk factor (Duolingo, JetBlue), and untying bonuses from hitting diversity goals (Starbucks).