There’s been a growing backlash against DEI programs in recent years. But for meetings and events, diversity, equity, and inclusion is still important. 

For planners, the goal is to expose attendees to a wide range of viewpoints, and for everyone to feel connected – regardless of the political environment. 

“We've made DEI this big scary thing,” said Dr. Brandi Baldwin, an organizational and leadership psychologist and CEO of Millennial Ventures. “You don’t do DEI. Just be someone who honors differences. Be someone who is willing to show up as your authentic self and allow others to show up as their authentic self, even if they vote for a different political party than you do. That's where I think the opportunity lies,” she said on the Skift Meetings podcast.

Some organizations are doing it better than others. “Some companies will say we're all about diversity, equity, and inclusion, and it's really a misrepresentation,” said Bea Boccalandro, who advises corporate boards and executives on social purpose issues. “And then there are other corporations that are less public about their DEI efforts but “are just full throttle ahead,” she said on the podcast.

The urgency of DEI programs ebb and flow. After the murder of George Floyd, there was a rallying cry about the importance of these initiatives. Recently, there have been some headwinds, they said.

Decades of research show diverse companies are more engaged leading to financial success. As a result, most are committed to a culture that supports DEI.

For many, meetings and events are a place to start. By including speakers and attendees from different backgrounds a variety of thought will be offered. 

 “We've made DEI this big scary thing,” said Baldwin. “You don’t do DEI. Just be someone who honors differences. Be someone who is willing to show up as your authentic self and allow others to show up as their authentic self, even if they vote for a different political party than you do. That's where I think the opportunity lies,” she said.

Boccalandro cites a Pew Research Center survey in which 56% of those surveyed said that focusing on increasing DEI at work is a good thing.

She admits that “DEI washing” does happen in corporate America. “Some companies will say we're all about diversity, equity, and inclusion, and it's really a misrepresentation,” said Boccalandro. And then there are other corporations that are less public about their DEI efforts but “are just full throttle ahead,” she said.

What’s in a Name?

The Society for Human Resource Management (SHRM), the world’s largest human resources organization, created an uproar when it announced it was dropping the word equity from its inclusion, equity, and diversity focus. Its new acronym is now I&D which stands for inclusion and diversity.

Boccalandro says it’s important not to get hung up on the terms but “the initiative and efforts behind them.”

Keep it Simple

Baldwin stresses that DEI doesn’t have to be overly complicated. “We've made DEI this big scary thing. You don’t do DEI. Just be someone who honors differences. Be someone who is willing to show up as your authentic self and allow others to show up as their authentic self, even if they vote for a different political party than you do. That's where I think the opportunity lies,” she said.

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