It’s easy to declare that you’re an inclusive organization. It’s a lot harder to truly achieve the diversity, equity, and inclusion our newest generation of workers crave (and insist upon). That’s because the largely cosmetic, supplemental, reactionary and single-identity-focused DEI initiatives many organizations are embracing don’t create lasting inclusion.

The pursuit of diversity in the workforce is hardly a new concept, but it gained a new urgency in the aftermath of the protests sparked by the 2020 death of George Floyd in Minneapolis police custody. Today, many companies and organizations are giving the subject a greater priority by creating executive positions focused primarily on diversity — or to be more precise, on diversity, equity and inclusion (DEI). But will this new DEI environment achieve the results it desires?

Most of us would never dream of ostracizing our coworkers—and especially not those who have historically been excluded in the workplace because of their perceived “otherness.” And yet, many people routinely feel left out of the workplace culture. Often, it is because truly good people, who wholeheartedly support the tenets of diversity, equity, and inclusion, don’t go far enough to show they care.

Many organizations have ramped up their efforts to stop othering and all workplace marginalization and discrimination. However, there’s just one problem: Too often, they do it in a way that, ironically and unintentionally, perpetuates a sense in some that they are being othered.

You’ve probably heard of othering. It’s what happens when certain employees are (however unintentionally) excluded from the dominant workplace culture. Whether people are “othered” because of race, religion, gender identity, or some other reason, it does lasting damage. It’s terrible for morale, but it also robs businesses of the gifts and insights of many of their employees.

Unconscious bias is in the news regarding coverage of the Russian invasion of Ukraine. Reporters are being called out for statements such as “War is no longer something visited upon impoverished and remote populations.” “The way we report can engender compassion or it can lead to othering by reinforcing unconscious bias,” a recent article by the Poynter Institute says.

“It would be better if everyone worked together as a system, with the aim for everybody to win.” — W. Edwards Deming, “The New Economics”

It’s easy to agree with this quote, right? And I know what you’re saying: “Wouldn’t it be nice if it were true!” Well it can be. In fact, it’s what I strive to create everyday.

De La Soul said, “Stakes is High”. Nothing could be more true in current times.

George Floyd’s murder along with the tragedies of a global pandemic has been a once-in-a-generation wake-up call to this reality. Most of us — up until then — had never seen such violence and inequity blasting our senses from every screen, every device, and every website. It was a wake-up call and helped bring anti-racism efforts to the forefront of American and international consciousness.

When everyone feels safe and welcome at work, companies thrive. Belonging is a deep human need. It’s the core of productive teamwork and collaborative relationships. I believe that most employees genuinely want to contribute to such a culture, yet despite these good intentions, too many people still end up feeling undervalued, misunderstood, or excluded.

As important as DEI has been, recent economic challenges are impacting the way workplaces are handling DEI initiatives, according to Amri B. Johnson, CEO and founder of Inclusion Wins and author of “Reconstructing Inclusion: Making DEI Accessible, Actionable, and Sustainable,” who notes that DEI is often the first thing to go in times of economic turmoil.

It’s safe to say that most leaders have great intentions around diversity, equity, and inclusion (DEI). But if they think it’s enough to hire a consultant to come in, pinpoint problems, and make an inclusive company happen, they won’t be successful. Amri B. Johnson says it’s the people who make the DEI “party” happen, not the host.