Diversity, Equity, and Inclusion (DEI) has been an organizational development topic on the rise for the past few years, and for a good reason. Studies have shown that diverse leadership teams boost innovation(1), and financial performance (2), and companies that demonstrate a commitment to diversity are more likely to attract high-performing talent (3). The business case for implementing DEI initiatives is clear; however, I would also argue that there is a moral imperative to craft a formal DEI strategy for all companies.
DEI, or DEIB (Diversity, Equity, Inclusion, and Belonging), is about creating a more equitable and embracing workplace, where