When Did Diversity, Equity and Inclusion Gain Momentum?
Uncovered Tales of DEI's Past and the Pivotal Role in Its Preservation
Although there isn't a uniform agreement, many proponents of DEI trace its contemporary development back to the U.S. Civil Rights Act of 1964. This legislation outlawed employment discrimination based on factors like race, color, religion, sex, and national origin, subsequently triggering advancements:
- 1960s: Following the Civil Rights Act, affirmative action programs were introduced to proactively tackle historical disparities, mainly focusing on race.
- 1970s: As time went by, the concept expanded to encompass gender, thanks to the Feminist Movement, Shirley Chisholm's bid for U.S. Presidency, and efforts to pass the Equal Rights Amendment. The first Employee Resource Group was established at Xerox.
- 1980s: The movement expanded beyond racial matters and gender equality to encompass a broader spectrum of diversity. During this period, DEI initiatives acknowledged and addressed the distinct needs of various identity groups, such as ethnic, religious, and LGBTQ+ communities.
- 1990s: Special diversity professionals emerged within organizations, leading important diversity initiatives and tailoring them to their organization's unique requirements. They typically held roles like Chief Diversity Officer or Vice President of Diversity. The Americans with Disabilities Act was passed to promote accessibility.
- 2000s: Diversity education programs became prevalent in workplaces, helping staff understand different cultures, biases, and inclusive practices. Early training focused on topics like sexual harassment, unconscious bias, and sensitivity towards diversity.
- 2010s: Businesses recognized the need to reflect societal diversity within their workforce to remain competitive and successful. Diversity transitioned to embrace initiatives focused on multicultural marketing, community engagement, and inclusion training. The #MeToo movement gained traction, and support grew for men and women as allies. Same-sex marriage was legalized by the U.S. Supreme Court in the Obergefell v. Hodges case.
- 2020s: With movements like #BlackLivesMatter and #StopAAPIHate in response to violence, there was a renewed focus on addressing social injustices and introducing these discussions into professional settings. Organizations began to embrace DEI as a comprehensive approach, aiming to foster diversity in representation, ensure equitable access to opportunities, and cultivate an inclusive environment where everyone feels valued and can fully engage. Allyship and inclusive leadership programs, as well as psychological safety and cultural intelligence skill development initiatives, thrived.
What is the Current Status of DEI?
DEI is at a turning point. The past few years have seen significant pushback, peaking in 2022–2023, followed by a stabilization in 2024. This period weeded out those genuinely committed to DEI from the performative. Many businesses are engaging in DEI work quietly, with less publicity.
According to Business Wire, the DEI market is projected to witness significant growth. The global market is estimated to reach approximately $24.4 billion by 2030, growing at a CAGR (compound annual growth rate) of around 12.6% from its 2022 worth of $9.4 billion. The factors driving this growth include:
- The escalating recognition of the significance of diversity and inclusion in the workplace.
- Regulatory pressures and shareholder demand for more diverse representation.
- The increasing acknowledgment of the business advantages associated with DEI practices, such as enhanced employee morale and innovation.
What is the Future of DEI?
Although I lack a crystal ball or magic wand, having worked in the DEI industry for a decade, I believe DEI will persist despite the backlash, political polarization, and legal challenges, even under the next U.S. Presidency. Social movements like #MeToo and #BlackLivesMatter reached their peak during Trump's first term. Regrettably, the DEI backlash reached its apex under Biden's presidency. While presidents do not control social movements, their tone and political support indicate a broader cultural perspective. Strong stances are often met with resistance.
Fortune 500 companies have been prioritizing DEI for years and recognize an inclusion issue. They will continue to invest in Employee Resource Groups, inclusive leadership and allyship training, and recruit and retain diverse talent as a competitive advantage. Even if the term DEI evolves to inclusion, belonging, or culture, the underlying work remains the same. Language changes with time; let us remain open to adapting as political and social contexts evolve.
I envision a world where DEI is integrated into an organization's strategy and culture. DEI is not a standalone strategy or initiative; instead, organizations will stay committed to this work because they recognize that diverse representation is a reality (and is constantly increasing), people expect fairness at work (equity), and people cannot perform optimally when they feel excluded.
- The role of inclusive leadership in promoting DEI has become increasingly important, fostering an environment where diversity is celebrated and everyone feels valued, contributing to enhanced employee morale and innovation.
- The history of DEI includes significant milestones like the introduction of affirmative action programs in the 1960s, the expansion to gender in the 1970s, and the recognition of various identity groups in the 1980s.
- Organizations are recognizing the need for DEI allyship programs, encouraging allies to support underrepresented groups and foster an inclusive workplace culture, ensuring that everyone has a voice and feels part of the organization.
- Diversity history and inclusion have evolved significantly over the years, with DEI initiatives now encompassing a broader spectrum of diversity, such as ability, gender identity, religion, and sexual orientation, among others.
- The future of DEI is promising, with a projected market growth of around $24.4 billion by 2030, driven by factors like regulatory pressures, shareholder demand, and the recognized benefits of DEI practices, such as increased employee engagement and innovation.
