Diversity, equity, and inclusion have made significant progress, from tennis courts to corporate governance.
Diversity, equity, and inclusion have made significant progress, from tennis courts to corporate governance.
Embracing Risk and Disruptive Change: The Power of DEI
By Billie Jean King and Aniela Unguresan
The recent decision by the U.S. Supreme Court to prohibit race-conscious college admissions in affirmative action has brought to the forefront new challenges for diversity, equity, and inclusion (DEI) initiatives. This decision, paired with the already existing signs of backsliding on DEI, reinforces the need to continue dismantling systemic barriers and creating inclusive workplaces where everyone can thrive.
The Power of Embracing Risk
Many individuals and organizations suffer from risk aversion, hindering their growth and preventing them from seizing valuable opportunities. However, it is crucial to shift our mindset and embrace a different perspective. Being overly risk-averse can cause us to miss out on opportunities that could yield substantial results.
In our own experiences, we have navigated the identification, assessment, and mitigation of threats or uncertainties that could have impacted our careers. We have seen firsthand that adopting a positive outlook and a robust approach to risk can lead to remarkable results.
The Creation of the Women’s Tennis Association
Let us take you back 50 years when 60 women gathered in London to discuss the creation of the Women’s Tennis Association (WTA). In a sport primarily rooted in individual competition, the formation of the WTA unified the voices of these women, serving as a forum for collaboration and advocacy for their interests and concerns.
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When evaluating the risk of this opportunity, every woman in the room voted to form the WTA. This momentous decision had an enormous impact on women’s professional tennis, leading to the growth of over 70 tournaments and more than $180 million in prize money. The ripple effects of this decision spread far beyond tennis, laying the foundation for the women’s sports industry that we see today.
Disruptive Change and DEI
Progress, including in the realm of DEI, demands disruptive change. While executives may express excitement and enthusiasm when discussing disruption and change, many workplaces remain stuck in time, perpetuating outdated practices and failing to fully embrace the potential of DEI.
To address this, we must come together and embrace a change that can produce transformative outcomes and unlock new possibilities for individuals and organizations. Change should go beyond theory; it should manifest in concrete actions that create an inclusive environment where everyone feels valued, respected, and empowered.
Integrating Data and Technology in DEI
In 2013, the idea of integrating the rigor and discipline of data collection, analysis, and objective measurement into the DEI space took shape in the mind of Aniela Unguresan. The crucial element was to make DEI an integral part of the value creation process within organizations, rather than treating it as a superficial add-on.
By harnessing the power of technology, objective measurement standards were implemented, allowing for fast and scalable change on a global level. This approach required a mindset shift among HR and DEI professionals who needed to embrace a new approach and technology, embedding a systematic and structured approach into an area that was considered highly subjective.
Today, hundreds of organizations across 57 countries and 27 industries base their DEI strategies, priorities, and roadmaps on robust indicators, performance standards, and independent third-party verification. Early adopters now see DEI as a driver of value creation, making their organizations more sustainable, agile, and resilient.
Seizing the Moment for DEI
As advocates for fairness and for dismantling systematic disadvantages, we believe that everyone deserves a seat at the table, a voice in the conversation, and a vote in their future. The evidence demonstrating the positive impact of DEI, where everyone feels valued and empowered, is overwhelming.
Now is the time to come together and accelerate progress, creating a legacy for future generations. Let’s keep our commitments to DEI, take bold actions, and make a positive impact. We invite you to join us in embracing risk, disrupting the status quo, and leveraging the power of diversity, equity, and inclusion to create thriving organizations and a better future for all.
Billie Jean King is a former No. 1-ranked tennis player and a champion of equality, co-founding the Billie Jean King Leadership Initiative, a nonprofit organization that seeks equality in the workplace.
Aniela Unguresan is the Founder and CEO of EDGE Certification, the leading independent third-party certification for workplace gender and intersectional equity.
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