Columbus companies continue DEI efforts
Despite a U.S. Supreme Court decision striking down affirmative action in colleges and mounting pressure from conservatives to scrap diversity efforts, a study shows most businesses have remained steady or increased those efforts.
A survey by labor and employment law firm Littler found that 93% of 300 companies surveyed across the nation had kept their diversity, equity and inclusion (DEI) initiatives the same or increased them since 2022. More specifically, 36% of companies’ policies remained the same, and 57% increased their efforts somehow.
Although, 59% of C-suite leaders surveyed said backlash over DEI initiatives has increased since the affirmative action decision in June 2023, they say that hasn’t swayed them to reduce their efforts.
Though the affirmative action decision doesn’t apply directly to businesses, it has implications for potential lawsuits, said Lisa Kathumbi, managing partner of Littler’s Columbus office.
Her office began fielding calls from existing and new clients in June after the Supreme Court decision came down, many wanting to know what they should do to protect themselves.
Kathumbi works with corporate leaders on diversity, equity and inclusion (DEI). The survey was helpful to her and her clients, since “what people are hungry for many times is: ‘tell me what my peers are going to do,’” she said.
Kathumbi was encouraged by the survey results, which she said align with what she’s seeing in Columbus corporations, and is now able to reassure clients that their peers are still doing — and find value in — DEI work.
But that doesn’t mean it’s without challenges.
The survey, released in January, also found that 73% of companies face challenges in managing employees’ potentially divisive social and political beliefs and in navigating pressure for companies to take a stance on social issues.
When it comes to tackling that, Kathumbi said the first thing she advises companies to do is be firm on
why they believe in diversity, and how it aligns with their overall goals as a business. Then, much of it is about how those goals and policies are communicated to employees and those outside the company, such as customers and the general public.
“There should be a plan and understanding that things will take time and they will take effort and intention and buy-in,” she said. “Where I have seen clients find tremendous success is in thinking of integrating DEI work into every part of their business.”
What corporate leaders are doing with DEI
Kathumbi can advise clients on how to obey the law while also trying to improve their commitment to diversity.
After affirmative action was struck down, Kathumbi began telling clients that things they may have historically done might now be riskier.
When Kathumbi advises leaders, she tells them to think of things on a risk continuum so they can determine if something is worth the gain, depending on its risk.
One area she pays special attention to is state laws on diversity, which can impact companies she advises.
For instance, Florida was the first state to enact a law last year that restricted DEI initiatives.
“The clients I’ve worked with have said, ‘We’ve continued our efforts, but we’re continuing in a way where we’re more laser-focused on the potential emerging laws in our jurisdiction,’” she said.
DEI continues
Kathumbi believes DEI is important, and pointed to reports from Harvard University and elsewhere that state that diversity is good for business.
Of 366 public companies surveyed in 2015, those with the most ethnic and racial diversity in management were 35% more likely to have higher financial returns.
Kathumbi said she’s happy that corporations are not turning their backs on DEI efforts, despite political decisions and the potential for more backlash.
“The commitment has remained strong,” she said. dking@dispatch.com @Danaeking