Diversity comes in many forms and enhances an organisation in many ways

I have mentioned DE&I in this column on various occasions and feel it is important to discuss the topic again now in light of the wind of disruption that is coming from the west.

I am, of course, talking about the changed political landscape of the USA and in particular the prominent politicisation of DE&I. This is already having an impact in Europe, with some major companies in our sector publicly pausing some or all of their DE&I initiatives, not just in the USA, but in their European operations as well. After all the amazing work and progress made in our sector with respect to DE&I, this is concerning to hear. We can only hope that the principles will continue, even if this is through rebranding them to avoid scrutiny or because they are embedded in corporate policy and philosophy. But we also need to recognise what is meant and being challenged by the US administration when it talks about DE&I, compared to what many of us are aiming to achieve with our own DE&I initiatives.

The Executive Order signed on the first day in office is very much about stopping what is described as ‘radical DEI preferencing’ and ‘DEI discrimination’. It is challenging what it believes allows those of lesser merit to get a job or contract based on the hope it just helps fulfil a numbers game of having a diverse make-up. However, alongside this there is heralding of the progress made in the decades since the Civil Rights Act of 1964 towards a colour-blind and competence-based workplace.

Let’s consider that alongside how many of us would view the definition of DE&I in the workplace, which would be more along the lines of a concept and practice used to recognise and value differences among people, ensure fair opportunities for everyone, and foster a work environment where all feel welcomed and respected. What most workforce DE&I initiatives aim to achieve is therefore very much aligned with the Civil Rights Act of 1964 and probably very different from the scenarios badged with the DEI prefix that the US government, rightly or wrongly, wants to stop. The danger in trying to appease one is that you inadvertently destroy the other. There is a danger, to coin a phrase, that you throw the baby out with the bathwater.

We need a diverse workforce because we know diverse companies are more successful and are able to attract more talent. Yes, real talent, not token box ticking. Techniques such as blinding CVs, so it is the ability, not the characteristics, of individuals that gets them to interview, is a classic example of how recruiting on merit can naturally lead to more diversity.

Diversity comes in many forms and enhances an organisation in many ways. Neurodiverse individuals, for example, may provide some individual strengths that exceed the neurotypical and can provide new thinking and fresh perspectives within a team.

I have raised before that when we are communicating to diverse audiences, having a diverse team, that can better relate to those audiences, is clearly an advantage. And to understand how our treatments can be most effective for the widest population, we need to ensure diversity in clinical trials.

Those whose social background has perhaps previously limited their opportunity to excel, and may therefore risk being overlooked in talent recruitment, can flourish in the right inclusive environment.

We need to continue to work to ensure our recruitment allows diversity; not at the expense of quality, but to enhance it. We also need to make sure our working environments are inclusive to all, to ensure our diverse talent always feels welcome and included. Get those right and we don’t risk diminishing our success – rather, we seriously enhance it.

And as we continue on this journey, let’s not be afraid to proudly talk about it. By doing so we only help others distinguish why we are doing it and the immense positive we are trying to achieve.

Now more than ever we need to remain focused on the real goals of DE&I – and whether we call it that or not, we surely must continue with that philosophy and not throw the baby out with the bathwater.