{"id":5202,"date":"2025-06-10T17:23:56","date_gmt":"2025-06-10T17:23:56","guid":{"rendered":"https:\/\/aomtodayprod.wpenginepowered.com\/?p=5202"},"modified":"2025-07-09T15:48:31","modified_gmt":"2025-07-09T15:48:31","slug":"why-mending-not-ending-dei-programs-is-good-for-business","status":"publish","type":"post","link":"https:\/\/www.aom.org\/today\/why-mending-not-ending-dei-programs-is-good-for-business\/","title":{"rendered":"Why Mending, Not Ending, DEI Programs Is Good for Business"},"content":{"rendered":"

By Nick Keppler<\/a><\/p>\n

The 2020 police murder of George Floyd was a tipping point leading to a far-ranging acknowledgement of institutional inequities in the U.S. Many large, public-facing companies\u2014<\/a>including Walmart, Meta, and Amazon\u2014responded by instituting diversity, equity, and inclusion (DEI) programs with the stated goal of identifying and eliminating their own internal barriers for historically marginalized groups. By 2022, DEI consultation was a $9.4 billion industry, <\/a> and the number of jobs implementing and running DEI programs quadrupled from 2010 <\/a> to 2022.<\/p>\n

Almost as quickly as they embraced DEI, many of the same companies curtailed or downplayed those programs <\/a> following the reelection of U.S. President Donald Trump, who has called DEI initiatives \u201cillegal.\u201d <\/a><\/p>\n

For some, DEI is a process for powerful institutions to redress their own place in an unequal society. For others, it\u2019s a form of discrimination and an opening for misplaced shame.<\/p>\n

Public debate over DEI often misses an important point, according to Academy of Management Scholar Herman Aguinis<\/a> of the George Washington University School of Business: Diversity is good for business.<\/p>\n

\u201cResearch shows that when you have more diverse opinions and you\u2019re more inclusive with people, everyone feels they belong, you have lower turnover, improved performance, and improved satisfaction\u2014when you do it right,\u201d he said.<\/p>\n

World Economic Forum research showed that <\/a> companies with higher marks in diversity achieve better revenue from innovation. A McKinsey & Company study found that <\/a> companies in the top 25 percent for both racial and gender diversity in their industries were more likely to have superior financial returns than the average company.<\/p>\n

\u201cI am in favor of including more diverse perspectives in the workforce because research shows that that\u2019s good for decision making,\u201d said Aguinis. \u201cIt’s good for firm performance.\u201d<\/p>\n

But Aguinis also understands the backlash. He said that quota systems, where people with specific characteristics are put into positions of visibility to improve the company\u2019s image, do not advance the diversity of perspectives that would spark a financial advantage. They also create a perception that others are advancing without the requisite knowledge, skills, and abilities.<\/p>\n

\u201cThe phrase \u2018DEI hire,\u2019 I think, gives us an indication of the things that upset these people,\u201d he said.<\/p>\n

Aguinis was one of 23 scholars who contributed to an editorial in an international scholarly journal objecting to Trump\u2019s targeting of DEI programs. He wrote, \u201cRather than eliminating DEI efforts, organizations should focus on improving them by expanding inclusive hiring practices, establishing clear accountability measures, integrating DEI into workplace strategy and culture, and implementing a comprehensive evaluation system.\u2026 In short: Mend it, don\u2019t end it.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

By Nick Keppler The 2020 police murder of George Floyd was a tipping point leading to a far-ranging acknowledgement of institutional inequities in the U.S. Many large, public-facing companies\u2014including Walmart, Meta, and Amazon\u2014responded by instituting diversity, equity, and inclusion (DEI) programs with the stated goal of identifying and eliminating their own internal barriers for historically […]<\/p>\n","protected":false},"author":12,"featured_media":4505,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[26,60,72,73],"tags":[],"sp_smart_badges":[],"ppma_author":[840],"class_list":["post-5202","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate-social-responsibility","category-diversity","category-ethics","category-gender"],"acf":[],"yoast_head":"\nWhy Mending, Not Ending, DEI Programs Is Good for Business - Academy of Management Today<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.aom.org\/today\/why-mending-not-ending-dei-programs-is-good-for-business\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Nick Keppler\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/why-mending-not-ending-dei-programs-is-good-for-business\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/why-mending-not-ending-dei-programs-is-good-for-business\\\/\"},\"author\":{\"name\":\"Nick Keppler\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/#\\\/schema\\\/person\\\/1b8aff6a6e3f22d0d813c97e6aab7149\"},\"headline\":\"Why Mending, Not Ending, DEI Programs Is Good for Business\",\"datePublished\":\"2025-06-10T17:23:56+00:00\",\"dateModified\":\"2025-07-09T15:48:31+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/why-mending-not-ending-dei-programs-is-good-for-business\\\/\"},\"wordCount\":441,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/why-mending-not-ending-dei-programs-is-good-for-business\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.aom.org\\\/today\\\/wp-content\\\/uploads\\\/2025\\\/04\\\/defend-DEI-from-criticism_shutterstock_2590604161-scaled.jpg\",\"articleSection\":[\"CORPORATE SOCIAL RESPONSIBILITY\",\"DIVERSITY\",\"ETHICS\",\"GENDER\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.aom.org\\\/today\\\/why-mending-not-ending-dei-programs-is-good-for-business\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/why-mending-not-ending-dei-programs-is-good-for-business\\\/\",\"url\":\"https:\\\/\\\/www.aom.org\\\/today\\\/why-mending-not-ending-dei-programs-is-good-for-business\\\/\",\"name\":\"Why Mending, Not Ending, DEI Programs Is Good for Business - 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