Over the last few months, we have seen an intense discourse surrounding the merits of DEI (Diversity, Equity, and Inclusion). The current political environment has targeted sound business hiring practices and made them part of an agenda based on fear and manipulation. Because of this, we now see companies hesitant to implement DEI or throwing it out completely. I think we all should take a step back and understand why DEI is important in the first place.
What frustrates me is the kind of debate around DEI that is based on ignorance. I cannot fathom why anyone would engage in such awful behaviour on something they are afraid of. Planet Earth is small, and we have every colour, sex, creed, nationality and religion you can think of. Everyone has something to offer, everyone has value; let’s not be afraid of that. We should celebrate where other people come from, embrace different cultures, and recognise that while we are different, we have a lot in common.
I find it hard for people not to recognise that. Take Australia, for example. What’s a typical Australian? Because of our roots in multiculturalism, a typical Australian can be anyone from any background. We have so many wonderful communities from across the world that make this country great. The debate to do away with DEI is incompatible with Australia. Diversity, equity, and inclusion are a natural byproduct of our cultural identity.
People of different backgrounds own, operate and work in businesses across Australia, and that’s a fact. These backgrounds give different perspectives; no one particular background is greater than others in achieving success and innovation.
At Reckon, I’m proud of the people we have. We are successful because of what each individual brings to the table. We have people who work here from over 28 countries and people of different lifestyles, orientations, abilities, and more. DEI is not a barrier to success; in fact, it empowers your workforce. Our employees at Reckon recognise the benefits of DEI and have made it known through our employee engagement surveys. At Reckon, our response to DEI policies is resoundingly enthusiastic. Over 90% of the company believes that Reckon is dedicated to diversity and inclusion, which I’m very proud of. We recognise the importance of DEI and embrace it as part of our culture and vision as a modern company.
Because of this, I’m disappointed with the current conversation about dialing back or removing DEI from the workplace. I see some companies just ripping it out of their business structure, and I’m thinking to myself: it was only a couple of years ago when DEI was celebrated and promoted by these same companies. So what has changed? Did they even believe in this in the first place? Even if you had an issue with DEI — not because of politics, but because of implementation — don’t go and throw the baby out along with the bathwater. Reassess and fine-tune it. Why do that? From my experience: DEI keeps your business relevant in a competitive hiring environment, reduces turnover due to the promotion of inclusivity in company culture, gives your company access to more creative and innovative problem-solving, and improves your employees’ well-being and job satisfaction. What business doesn’t want that?
This sentiment pokes holes into the argument that DEI doesn’t hire the best candidates. Every person is considered on merit and worthiness of the position. Having DEI allows you to screen for even more capable candidates than you would have otherwise. And when it comes to ticking boxes, that’s just nonsense. This type of argument is brought up to divide people based on labels and personal insecurity. DEI isn’t about ticking boxes; it’s about strengthening your workforce by exploring every possible means of being successful.
I will admit that DEI doesn’t happen overnight and requires ongoing commitment. At Reckon, we certainly have room for improvement. I want to see more people from diverse backgrounds in the workforce and a greater representation of women in tech. Innovation and success are not dictated by one type of ethnicity or sexual orientation. Study after study highlights the benefits of DEI and the fact that companies should encourage and embrace it. We can only go up from where we are if we do.
For DEI to be embraced across the board, we must apply a soft touch regarding grey areas and restrictions on a more diverse workforce. For instance, if we were to over-legislate and include penalties, there would be natural resistance. I’m all for putting in policies and rules to encourage it because we should; what we do not want is to punish people for trying or struggling to implement DEI in their businesses. Take, for example, the tech industry: women account for 25% – 30% of employee representation and only 11% of executive roles. This isn’t just a business issue: this is a social and cultural issue that needs to be addressed. Hence, we should be embracing DEI.
Abandoning DEI is not the answer in an uncertain climate. In fact, DEI may be the answer. Embracing our differences and empowering each other to represent where we come from should unite all of us. DEI helps us build better businesses and create better solutions. It makes our employees and colleagues go the extra mile. It fosters wellbeing and mateship amongst each other. A more diverse, equitable, and inclusive workplace doesn’t bring us down; it can only lift us up.
