Diversity, Equity, and Inclusion (DEI) - What It Is and Isn’t
JucAt Foreman & Associates, we believe in the power of diversity, equity, and inclusion (DEI) to transform businesses and industries. DEI isn't just a set of buzzwords—it’s a strategic approach to fostering environments where everyone, regardless of background, feels valued, respected, and empowered to contribute their best.
What is DEI?
What DEI is NOT:
Why DEI Matters in Business
DEI is not just the right thing to do; it’s the smart thing to do. When businesses embrace diverse, equitable, and inclusive workplaces, they:
DEI's Impact on Specific Populations
Rural and Rust-Belt Areas
In rural and rust-belt areas, DEI initiatives often focus on ensuring fair opportunities for all workers, regardless of location. Many businesses in these regions face challenges related to limited access to resources, education, and job opportunities. DEI efforts may include providing training and professional development programs tailored to workers in these areas, increasing access to remote work opportunities, and supporting local economies by prioritizing hiring from within the community.
Veterans and Veteran-Owned Businesses
Veterans bring unique skills and experiences to the workforce. DEI in veteran-inclusive businesses focuses on valuing these skills, offering mentorship, and supporting veterans in their transition from military to civilian employment. For veteran-owned businesses, DEI means ensuring that veterans are not only leading with diversity in mind but also building inclusive and equitable environments for their employees, including offering fair access to growth and advancement opportunities.
People with Disabilities and Neurodivergent Individuals
DEI for people with disabilities and neurodivergent individuals involves making workplaces accessible and supportive, ensuring reasonable accommodations are in place, and providing opportunities for meaningful employment. Neurodivergent individuals, including those with autism, ADHD, and other cognitive conditions, may benefit from tailored hiring practices and workplace adjustments that empower them to excel.
Disability-Owned and Service-Disabled Veteran-Owned (DOSB) Businesses
For disability-owned and service-disabled veteran-owned businesses, DEI is about recognizing and supporting the unique challenges these businesses face. It includes prioritizing accessibility in the workplace, developing inclusive procurement policies, and promoting economic empowerment for owners and employees alike. These businesses often play a vital role in breaking down barriers for people with disabilities and veterans in the workforce.
Older Workers and Companies Led by Older People
Older workers bring decades of experience, knowledge, and skill to the workplace. However, they may face ageism or be overlooked in favor of younger candidates. DEI efforts here focus on creating age-friendly workplaces, offering opportunities for mentorship and career development, and valuing the contributions of older employees. For companies owned or led by older individuals, DEI may include fostering intergenerational collaboration and ensuring diverse perspectives across age groups.
Opportunities for the Unhoused and Previously Incarcerated Applicants
DEI also means creating pathways for employment and advancement for individuals from marginalized communities, including the unhoused and those with criminal records. For businesses committed to this initiative, DEI includes removing barriers to employment, providing job training, supporting second-chance hiring practices, and offering mentorship and career development programs to help these individuals thrive.
Workers with Children or Caretakers of Elderly or Disabled Parents
Businesses that offer flexible work arrangements, childcare support, or resources for caregivers provide valuable opportunities for workers who are managing family obligations. DEI here means recognizing and supporting employees who are balancing work with caregiving responsibilities, offering policies like paid family leave, flexible hours, and telecommuting options, and building a supportive environment where employees feel empowered to succeed both at work and at home.
Diversity, Equity & Inclusion in Your Industry
DEI is essential across all industries—whether in security, construction, law, entertainment, or social sectors. We tailor our DEI strategies to fit the unique needs of your field. By improving inclusivity and equity in your organization, you unlock greater potential for both your employees and your clients.
Examples by Industry
Technology (e.g., Google, Microsoft)
Manufacturing (e.g., Ford, Siemens, 3M)
Construction (e.g., Turner Construction, Bechtel, Skanska)
Security Services (e.g., Allied Universal, Securitas)
These businesses thrive when large corporations commit to supplier diversity programs. Examples:
Corporate Culture
Corporate culture is a major factor in how effectively DEI initiatives transform an organization and impact business results. A company can implement DEI programs, but if the culture doesn’t support inclusion, equity, and belonging, those efforts will fall flat.
How Corporate Culture Influences DEI Success
Corporate Culture Can Make or Break DEI Efforts
Justice Matters
Justice in DEI is the foundation for creating long-term, sustainable organizational success. It requires businesses to understand and address historical injustices, to provide fair opportunities and support to those who need it, and to embed justice into their corporate culture and policies. By embracing justice, companies can build stronger relationships with their employees, customers, and communities, ultimately leading to improved performance, innovation, and profitability.
Political Crosshairs
Consider how a diverse, equitable, and inclusive workplace can transform your organization and business results. Are you concerned about the current political climate that risks negatively impacting private and public sector organizations, and you fear getting caught in the crosshairs? Contact us today!
Why Work with Us?
At Foreman & Associates, we don’t just consult on DEI and Justice—we help integrate these values into your company culture, operations, and decision-making processes. We work closely with you to create sustainable, practical strategies that foster a truly inclusive environment for your workforce and clients.
Get Involved
Ready to start the DEI journey in your business? Contact us today to schedule a consultation, or explore our training and development services to learn more about how DEI can be implemented and leveraged in your organization.
What is DEI?
- Diversity refers to the presence of differences within a given setting, including but not limited to race, ethnicity, gender, sexual orientation, age, physical ability, and socio-economic status. It’s about representation and ensuring that all groups have a voice in decision-making.
- Equity goes beyond equality by recognizing that individuals come from different starting points and that systems may not be equally accessible to all. Equity involves ensuring fair access to opportunities, resources, and decision-making power, addressing systemic barriers, and leveling the playing field.
- Inclusion is the practice of creating environments in which all individuals feel welcomed, supported, and valued. It's about fostering a sense of belonging where every voice can be heard and where individuals have the support they need to succeed.
What DEI is NOT:
- Not a "one-size-fits-all" solution: DEI initiatives are not generic programs; they are tailored to meet the unique needs of your business, your workforce, and your clients. Effective DEI practices require understanding and addressing the distinct challenges each industry and organization faces.
- Not about quotas or tokenism: DEI isn’t about fulfilling quotas or checking boxes. It’s about creating meaningful, systemic change in how businesses operate, how people are treated, and how opportunities are provided.
- Not divisive or anti-business: Some critics of DEI claim it promotes division or negatively impacts business performance. However, studies consistently show that diverse and inclusive workplaces are more innovative, productive, and profitable. When organizations create a culture where everyone has a seat at the table, they attract and retain top talent and serve their customers more effectively.
Why DEI Matters in Business
DEI is not just the right thing to do; it’s the smart thing to do. When businesses embrace diverse, equitable, and inclusive workplaces, they:
- Drive innovation and creativity: Diverse teams bring different perspectives, leading to more innovative ideas and solutions.
- Enhance employee satisfaction and retention: A culture of inclusion fosters loyalty and reduces turnover by making employees feel valued.
- Improve business performance: Research shows that diverse companies are more profitable and successful in the long term.
- Attract diverse customers: A company committed to DEI builds trust with a wider range of customers, leading to stronger relationships and increased sales.
DEI's Impact on Specific Populations
Rural and Rust-Belt Areas
In rural and rust-belt areas, DEI initiatives often focus on ensuring fair opportunities for all workers, regardless of location. Many businesses in these regions face challenges related to limited access to resources, education, and job opportunities. DEI efforts may include providing training and professional development programs tailored to workers in these areas, increasing access to remote work opportunities, and supporting local economies by prioritizing hiring from within the community.
Veterans and Veteran-Owned Businesses
Veterans bring unique skills and experiences to the workforce. DEI in veteran-inclusive businesses focuses on valuing these skills, offering mentorship, and supporting veterans in their transition from military to civilian employment. For veteran-owned businesses, DEI means ensuring that veterans are not only leading with diversity in mind but also building inclusive and equitable environments for their employees, including offering fair access to growth and advancement opportunities.
People with Disabilities and Neurodivergent Individuals
DEI for people with disabilities and neurodivergent individuals involves making workplaces accessible and supportive, ensuring reasonable accommodations are in place, and providing opportunities for meaningful employment. Neurodivergent individuals, including those with autism, ADHD, and other cognitive conditions, may benefit from tailored hiring practices and workplace adjustments that empower them to excel.
Disability-Owned and Service-Disabled Veteran-Owned (DOSB) Businesses
For disability-owned and service-disabled veteran-owned businesses, DEI is about recognizing and supporting the unique challenges these businesses face. It includes prioritizing accessibility in the workplace, developing inclusive procurement policies, and promoting economic empowerment for owners and employees alike. These businesses often play a vital role in breaking down barriers for people with disabilities and veterans in the workforce.
Older Workers and Companies Led by Older People
Older workers bring decades of experience, knowledge, and skill to the workplace. However, they may face ageism or be overlooked in favor of younger candidates. DEI efforts here focus on creating age-friendly workplaces, offering opportunities for mentorship and career development, and valuing the contributions of older employees. For companies owned or led by older individuals, DEI may include fostering intergenerational collaboration and ensuring diverse perspectives across age groups.
Opportunities for the Unhoused and Previously Incarcerated Applicants
DEI also means creating pathways for employment and advancement for individuals from marginalized communities, including the unhoused and those with criminal records. For businesses committed to this initiative, DEI includes removing barriers to employment, providing job training, supporting second-chance hiring practices, and offering mentorship and career development programs to help these individuals thrive.
Workers with Children or Caretakers of Elderly or Disabled Parents
Businesses that offer flexible work arrangements, childcare support, or resources for caregivers provide valuable opportunities for workers who are managing family obligations. DEI here means recognizing and supporting employees who are balancing work with caregiving responsibilities, offering policies like paid family leave, flexible hours, and telecommuting options, and building a supportive environment where employees feel empowered to succeed both at work and at home.
Diversity, Equity & Inclusion in Your Industry
DEI is essential across all industries—whether in security, construction, law, entertainment, or social sectors. We tailor our DEI strategies to fit the unique needs of your field. By improving inclusivity and equity in your organization, you unlock greater potential for both your employees and your clients.
Examples by Industry
Technology (e.g., Google, Microsoft)
- Transformation: DEI initiatives improve hiring practices, leadership diversity, and inclusive product design.
- Business Impact: Companies that prioritize DEI see greater innovation, as diverse teams create technology that is accessible and inclusive (e.g., AI voice recognition software that works for different accents).
- Transformation: Diverse talent pipelines and inclusive leadership improve decision-making and risk management.
- Business Impact: Companies that embrace DEI reduce biases in lending, increasing access to capital for minority-owned businesses, which expands their customer base.
- Transformation: Culturally competent care improves patient outcomes and trust.
- Business Impact: Organizations that employ diverse healthcare professionals and conduct bias training see better patient satisfaction and health equity improvements.
- Transformation: Inclusive marketing and supplier diversity drive brand loyalty.
- Business Impact: Companies that engage diverse consumers through authentic marketing campaigns and ethical sourcing see increased brand engagement and revenue growth.
- Transformation: Representation in content creation fosters inclusivity.
- Business Impact: Companies producing diverse stories attract broader audiences, leading to higher viewership and profitability (e.g., Netflix’s global content strategy).
- Transformation: DEI in agribusiness ensures fair labor practices, supplier diversity, and inclusive innovation.
- Transformation: Agribusinesses create adaptive work environments for older workers and veterans transitioning into the workforce, and they partner with disability-owned farms.
- Business Impact:
- Companies that invest in fair wages, safe working conditions, and diverse supplier programs gain better employee retention and productivity.
- Example: Cargill launched programs supporting women-led farming operations, improving supply chain resilience and increasing community trust.
- Multilingual workforce training improves safety, efficiency, and compliance.
- John Deere’s Military Hiring Program recruits veterans for engineering and operations roles, leveraging their skills in logistics and machinery.
- Accessible farming equipment innovations (e.g., Land O’Lakes' initiatives) support farmers with disabilities.
- Supplier diversity programs include disability- and veteran-owned farms, expanding sustainable sourcing.
Manufacturing (e.g., Ford, Siemens, 3M)
- Transformation: DEI reduces workplace bias, enhances training programs, and fosters a culture of respect, leading to improved collaboration and innovation.
- Transformation: Inclusive hiring programs for workers with disabilities and veterans fill critical labor gaps, and ergonomic improvements help older workers remain in the workforce.
- Business Impact:
- Siemens increased leadership diversity, leading to stronger innovation in automation and sustainability.
- Women and minority mentorship programs in manufacturing increase skilled labor availability, addressing labor shortages.
- Inclusive safety training programs ensure better compliance with regulations, reducing workplace injuries.
- Siemens' veteran hiring initiative provides upskilling for military personnel transitioning to manufacturing careers.
- 3M’s accessibility efforts ensure factory floors accommodate employees with disabilities through adaptive tools and workstations.
- Hiring older workers improves workforce stability, reducing turnover and increasing mentorship opportunities for younger employees.
Construction (e.g., Turner Construction, Bechtel, Skanska)
- Transformation: DEI expands access to diverse talent, strengthens supplier diversity, and improves safety through inclusive leadership.
- Transformation: DEI in construction supports veteran hiring, apprenticeship programs for older workers, and disability-inclusive worksite safety.
- Business Impact:
- Turner Construction increased contracts with minority- and women-owned businesses, helping meet federal and state diversity requirements while improving project execution.
- Inclusive hiring expands the talent pool, addressing labor shortages and improving worksite efficiency.
- Diverse leadership teams improve project decision-making and risk assessment, reducing cost overruns.
- Turner Construction partners with disability-owned and veteran-owned subcontractors, ensuring inclusive supply chains.
- Adaptive safety gear and modified job roles help injured veterans and workers with disabilities remain in the industry.
- Older workers serve as mentors in apprenticeship programs, preserving institutional knowledge.
Security Services (e.g., Allied Universal, Securitas)
- Transformation: DEI enhances training, reduces bias in security enforcement, and builds community trust.
- Transformation: Security companies benefit from hiring veterans (who bring leadership and crisis management skills) and workers with disabilities in analytical and surveillance roles.
- Business Impact:
- Allied Universal implemented DEI training programs to reduce racial profiling and improve de-escalation tactics, leading to better client satisfaction.
- Hiring bilingual and culturally competent security personnel improves communication and effectiveness in diverse environments.
- Companies investing in DEI training for frontline security staff experience lower incident rates and higher client retention.
- Allied Universal’s veteran hiring program places military personnel into security leadership roles, reducing turnover.
- Securitas' disability inclusion efforts create jobs in monitoring, cyber security, and emergency response for workers with disabilities.
- Hiring older security professionals improves community relations and de-escalation skills, especially in retail and corporate environments.
These businesses thrive when large corporations commit to supplier diversity programs. Examples:
- Boeing’s Supplier Diversity Program prioritizes contracts with disability-owned and veteran-owned businesses.
- Amazon partners with Disability:IN to source from disability-owned businesses, improving supply chain inclusivity.
- PepsiCo's veteran-owned business partnerships create more opportunities for military entrepreneurs.
Corporate Culture
Corporate culture is a major factor in how effectively DEI initiatives transform an organization and impact business results. A company can implement DEI programs, but if the culture doesn’t support inclusion, equity, and belonging, those efforts will fall flat.
How Corporate Culture Influences DEI Success
- Leadership Commitment & Accountability
- If executives champion DEI as a business priority, it becomes part of the company’s DNA rather than just an HR initiative.
- Companies with leaders who model inclusive behavior see higher engagement and retention among diverse employees.
- Example: Microsoft ties executive bonuses to DEI progress, ensuring accountability at the highest level.
- Psychological Safety & Inclusion
- Employees must feel safe to voice ideas, concerns, and feedback without fear of retaliation.
- A culture of psychological safety encourages innovation, problem-solving, and collaboration across diverse teams.
- Example: Google’s Project Aristotle found that teams with high psychological safety were the most successful.
- Hiring, Development & Advancement Practices
- A culture that truly values DEI looks beyond hiring quotas and focuses on retention, mentorship, and advancement for underrepresented groups.
- Without an inclusive culture, diverse hires leave due to lack of belonging or career growth opportunities.
- Example: Accenture provides sponsorship programs for women, LGBTQ+ employees, and employees with disabilities to ensure career progression.
- Inclusive Policies & Benefits
- A company’s DEI culture is reflected in its policies on parental leave, disability accommodations, veteran support, and flexible work options.
- Without these, diverse employees may struggle to stay and thrive in the organization.
- Example: PwC’s “Be Well, Work Well” initiative provides mental health resources and flexible work arrangements, ensuring employees feel supported.
- Supplier & Community Engagement
- Companies that integrate DEI into their supplier diversity programs and community partnerships expand their impact beyond internal policies.
- This fosters long-term economic empowerment for disability-owned, veteran-owned, and minority-owned businesses.
- Example: JPMorgan Chase’s supplier diversity initiative directs billions of dollars to small and diverse businesses.
Corporate Culture Can Make or Break DEI Efforts
- A strong DEI culture ensures that diversity is more than a statistic—it’s embedded in leadership, operations, and everyday decision-making.
- A toxic or performative culture (where DEI is just a marketing strategy) leads to high turnover, lack of innovation, and reputational damage.
Justice Matters
Justice in DEI is the foundation for creating long-term, sustainable organizational success. It requires businesses to understand and address historical injustices, to provide fair opportunities and support to those who need it, and to embed justice into their corporate culture and policies. By embracing justice, companies can build stronger relationships with their employees, customers, and communities, ultimately leading to improved performance, innovation, and profitability.
Political Crosshairs
Consider how a diverse, equitable, and inclusive workplace can transform your organization and business results. Are you concerned about the current political climate that risks negatively impacting private and public sector organizations, and you fear getting caught in the crosshairs? Contact us today!
Why Work with Us?
At Foreman & Associates, we don’t just consult on DEI and Justice—we help integrate these values into your company culture, operations, and decision-making processes. We work closely with you to create sustainable, practical strategies that foster a truly inclusive environment for your workforce and clients.
Get Involved
Ready to start the DEI journey in your business? Contact us today to schedule a consultation, or explore our training and development services to learn more about how DEI can be implemented and leveraged in your organization.