Chief Academic & Learning Officer (HCI Academy); Chair/Professor, Organizational Leadership (UVU); OD Consultant (Human Capital Innovations)
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As a straight, cisgender white man, I recognize my many privileges, and I want to be an ally and champion for diversity and inclusion at work. But I've found these issues painfully politicized and entrenched in "culture wars" rhetoric. My sincere hope is that we can build a diverse, high-performing culture where all feel genuinely valued, needed and wanted, but how can we do that in the current sociopolitical environment?
The Benefits Of Diversity And Costs Of Exclusion
In today's polarized social and political environment, diversity, equity, inclusion and belonging (DEIB) efforts in organizations risk becoming entangled in broader "culture wars" that divide rather than unite.
Substantial research demonstrates the competitive advantages of diversity and the downsides of exclusion. Diverse teams have been shown to be more innovative, make better decisions and perform better financially. This is because people from different backgrounds approach problems from unique perspectives and challenge assumptions in constructive ways.
However, these benefits only accrue when diversity is properly managed. Research also indicates that factors like tokenism, biases, microaggressions and a lack of belonging undermine performance and innovation. When people do not feel respected or that their full selves and perspectives are valued, it hurts engagement, collaboration and output.
Studies also show diversity's cognitive benefits. Exposure to different ethnic and racial groups improves creative thinking and problem-solving. However, these benefits diminish when cross-cultural exposure feels threatening rather than inclusive. Organizations losing out on the innovation potential of diversity are at a competitive disadvantage.
Achieving true diversity requires equitable treatment, opportunity and inclusion of people across social groups. But politics often get in the way of these aims by sowing division rather than mutual understanding. The next section analyzes how DEIB has become polarized and politicized in harmful ways.
How DEIB Efforts Have Become Politicized
While the research demonstrates the competitive value of diversity and inclusion, in practice DEIB efforts have increasingly become entangled in broader political and cultural divides, risking polarization rather than unity. Understanding how DEIB has taken on polarized meanings lays the foundation for arguing why approaches are needed to depoliticize these efforts.
Ideological Polarization
Issues of diversity are increasingly framed as ideological "culture war" battles between left and right. This polarization risks making even well-meaning DEIB programs feel threatening to some and like a "liberal crusade" rather than a shared goal.
Overemphasis On Identity
Some proponents emphasize identity politics over common ground. This risks making DEIB feel exclusive rather than inclusive by suggesting the goals benefit some identity groups over shared interests. It can activate resentment.
Reactive Rather Than Proactive Approach
DEIB efforts are sometimes launched defensively in reaction to controversies rather than proactively to cultivate an inclusive culture. A reactive stance feels political rather than principle-driven.
Prioritizing Representation Over Inclusion
There can sometimes be an over-emphasis on quantifiable representation goals over qualitative factors like how included and valued all groups feel. This risks backlash by seeming focused on numbers rather than people.
Discouraging Disagreement
Open debate around complex issues is sometimes discouraged as potentially "harmful" or "oppressive." However, disagreement and discussion done respectfully can cultivate understanding better than enforced agreement.
When framed in polarized or politicized ways, DEIB risks exacerbating rather than resolving tensions—undermining organizations and their core functions.
Making The Case To Depoliticize DEIB
Below are some principles to guide proactive DEIB efforts:
Reframing As A Shared Strategic Imperative
Successful DEIB begins by establishing diversity as a core strategic goal that benefits the organization as a whole rather than representing the priorities of any single group. When DEIB priorities are consistently framed as helping the bottom line through innovation, problem-solving and market insights gained from a diversity of perspectives and experiences, it shifts the emphasis from politics to shared corporate interests. This more positively motivates commitment across ideological and other divides.
Focusing On Inclusion, Equity And Belonging Over Representation
While representation metrics have visibility, the most important factors driving performance are whether individuals feel respected, valued for their whole selves and empowered to contribute their perspectives freely. Regular "belonging audits" and dialogues to qualitatively understand employees’ experiences can better determine inclusiveness than representation alone. Addressing concerns holistically builds higher trust than a merely numbers-driven focus.
Adopting A Unifying Tone Over Politicized Language
Messaging should bring people together around shared hopes rather than driving them apart with politicized accusations. An inclusive tone stating that "We all have more to learn about supporting each other" can build understanding better than criticism implying moral failings. Discussing challenges respectfully as a shared learning process fosters cooperation across differences.
Leading Through Principles Over Reactiveness
Proactive DEIB rooted in clear principles of equity, inclusion and respect establishes an inclusive culture rather than launching reactive initiatives after controversies. Consistently living principles like evaluating employees by merit builds long-term trust, regardless of tensions in the broader culture.
Enabling Open And Honest Debate
Organizations can cultivate understanding by creating psychologically safe spaces where complex issues around DEIB can be respectfully discussed and different viewpoints aired without repercussions. Mutual learning happens through open-minded listening across perceived "ideological divides," not enforced agreement.
Conclusion
Today's polarized climate risks making even well-intentioned DEIB efforts feel like partisan battles rather than shared organizational priorities. But by depoliticizing approaches through inclusive framing and actions, organizations can cultivate high-trust, high-performing cultures where people of all backgrounds feel empowered to contribute their best work.
When DEIB is pursued as a strategic necessity grounded in principles of equity, opportunity and mutual understanding rather than as an ideological crusade, it can bring people together in a shared commitment to success. Done right, diversity maximizes an organization's capacity for innovation, problem-solving and market insights. By focusing on inclusion and belonging and enabling respectful discussion across perceived societal divides, companies can build upon differences to thrive.
In a polarized era, depoliticizing DEIB presents an opportunity for organizations to model bringing people together around shared hopes rather than driving them apart. It is a pathway to strengthening performance, culture and communities through inclusive excellence.
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