The Business Case for EDI
Click the link below to view a brief video of a discussion with EDI thought leaders on the business case for EDI and EDI Data https://watchstntv.vhx.tv/feature-carousel/videos/episode-36-the-business-case-for-diversity-equity-inclusion
Some leaders struggle with the business case for implementing equity, diversity, and inclusion (EDI) initiatives in the workplace or making EDI a key performance indicator to ensure a workplace culture that embraces and celebrates our differences.
In our work as organizational development consultants, we often encounter leaders who covet the misconception that in this day and age, “we are on an even playing field” or “if it ain’t broke, don’t fix it.” This mindset occurs commonly among individuals who want to suppress the past rather than learn from it, and they fear a loss of control because they feel forced to interact with those outside their circle of comfort.
As EDI thought-leaders, our primary mission and north star is to provide a compelling case for EDI that will change the mindset and behaviors of individuals who struggle with the concept of EDI in the workplace. With the help of management consulting firms such as McKinsey and Company and others, we now have quantitative data that shows companies that have diverse workforces and embrace an organizational culture of EDI outperform and are more profitable than their peer companies. If that’s not a reason to at least explore the idea of EDI, I don’t know what is.
For more information on McKinsey and Company’s insights on EDI, please visit their website: https://www.mckinsey.com/featured-insights/diversity-and-inclusion
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