Division. Polarization. Partisanship. These words have been used to describe American society in headlines, political speeches, and everyday conversations with increasing frequency throughout the last couple of decades. It’s clear that American partisan divides are deepening. Even the 2023 Edelman Trust Barometer found that very few Americans would help, live near, or work with someone who disagreed with their point of view.
Systemic racism and racial injustice are some of the issues entangled with polarization. And recently, diversity, equity and inclusion (DEI) practices at universities, companies and other organizations have become politicized.
It might be tempting for business executives and other institutional leaders to back down from addressing racism and instituting DEI measures amid this perceived discord. But according to the 2024 Edelman Trust Barometer Special Report: Business and Racial Justice, people across U.S. political parties – as well as across racial/ethnic communities, age groups and income levels – agree that business providing DEI programs remains a priority.
And when it comes to addressing racism, who talks about it and the language used really matters. In the U.S., most people think that politicians are hindering the conversation around race, rather than helping it. Sixty-four percent nationally believe that politicians turn positive or neutral words into insults to undermine constructive discussions about racism. And that holds a majority across party lines: 60 percent of Republicans and Independents and 70 percent of Democrats agree.
With two thirds of people in the U.S. concerned about systemic racism and this belief that politicians aren’t positively contributing to the conversation, there's a question of how to move forward. According to the report, people see DEI initiatives in the workplace as a top-three most effective way to address racism – on par with police reform and schools teaching about the history of people of color.
Despite this acknowledgement of the positive impact of DEI, the term and its practices have become politicized – especially in the last year. After the Supreme Court overturned affirmative action and effectively halted race-conscious admissions programs at colleges and universities, suits were also filed against organizations with DEI policies for “reverse discrimination.” As a result, some companies are preemptively ending programs aimed at attracting and retaining a more diverse workforce to avoid such suits.
However, contrary to recent assumptions, people don’t always see prioritizing DEI within business as a political move. Overall, 64 percent agree that organizations leverage DEI initiatives to improve business outcomes, rather than to push a political agenda. Furthermore, despite the media, political and legal swirl around diluting or terminating DEI, we see movement away from skepticism about DEI – among both Democrats and Republicans. A majority of Republicans agree that organizations use DEI to improve business outcomes (52 percent) – and, more importantly, that is up 9 points from last year. Even in a year when some conservatives have politicized DEI, the Republican electorate still recognizes its business value.
Organizations should not water down their DEI commitments simply because they fear alienating some stakeholders based on political assumptions. Most of the people you employ and serve believe in, and benefit from, DEI.
Internally, DEI initiatives increase people’s workplace satisfaction and retention. Across political lines, those whose employers have more DEI initiatives are more likely to say they feel a sense of belonging at work, while those with less DEI initiatives at their workplaces are less likely to feel like they fit in. Employees at organizations with more of those initiatives are also more likely to recommend their organization as an employer and want to stay working there for many years. Investing in DEI improves your workplace, and thereby the productivity and success of your company.
Staying the course with DEI efforts will also help your business reach more consumers. Seventy-six percent in the U.S. say that when organizations have diverse workforces, they better connect with the public – by building trust with the community and customers, making products that appeal to diverse customers and/or being less likely to make decisions that exacerbate racial injustice. A majority of Republicans, Democrats and Independents agree. A commitment to diversity reaps rewards for your business.
In a moment when nearly every topic becomes a partisan battleground, addressing racism and instituting DEI strategies does not have to be contentious. Our latest Business and Racial Justice Special Report shows that we are more politically unified than we might expect in the urgency of addressing racial injustice. Business leaders must block out the noise with courage and clarity and commit to ending systemic racism through their internal and external work.
Kirsty Graham is the U.S. CEO.
