The confident proponent of 2020: Proving the Case for Diversity and Inclusion Initiatives

The following article is the first in a series on how to deliver on the promise of diversity and inclusion (D & I) initiatives for the professional workplace in the next decade, and why we are better positioned to deliver more provable and implementable initiatives than we were even a few years ago.

In sum, my argument is that, in contrast to the resistance to and failure of D & I initiatives to move the needle to date, the proponent for evidence-based, affordable, and implementable D & I initiatives in 2020 can and should be confident.

Part 1 of this series of columns reviews why making the case for D & I initiatives has been so difficult in the past, even though inequities in access and professional advancement are blatant and enormous; even though the call to action has long been sounded; and even though commitment to D & I has been avowed by hundreds of leading entities in the corporate, legal, and education sectors.

Part 2 revisits the familiar cases for D & I in the workplace and renovates them with analysis and evidence to support them. These are the social justice, business, talent, and climate cases for D & I. The confident proponent should make whichever case will be most convincing for whomever has the power to green- or red-light a diversity initiative—and keep the other cases in their pocket for back-up.

Part 3 addresses the challenges of affordability and implementation that can prevent a decision-maker from adopting and adequately funding D & I initiatives and make rolling out diversity initiatives seem more risky and onerous than they need to be.

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The Practical Lawyer

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