Krystyna Romanowska: A year ago, you awoken your resignation from the incorrect business policies of DEI (diversity, equity, inclusion) in European and American companies. And it worked. Since August last year, respective giants have announced their resignation from any DEI practices. McDonald's, Walmart, Boeing, Ford, Nissan, Toyta, Catepillar. Is it the consequence of a motion against Trump, discontent with shareholders, or just unsettling budgets?
Scarf rose: The eldorado of miscalculation and non-measurement of the human area in companies has ended. DEI standards, how noble they would not be in their intentions (and their roots can be found in the movements of civilian rights and past efforts to advance social equality), did not withstand the recession and the balance of profits and losses that we are dealing with present globally.
Companies began to number their money heavy and looked at the costs they had incurred. Until recently, the corporations had not asked themselves, “What about DEI?”
This is the first minute after the last year of the recession, erstwhile most businesses say, “I'm sorry, but I don't see that this raises our profits.”
This is besides the reason why a large part of HR departments are closed due to the fact that most of them do not show the cost-effectiveness of equality in organisations. due to the fact that she, like the value and effects of well-being or well-being of people in the working environment, does not work for many.
There are data that show the benefits of healthy inclusion and looking at problems from different points of view, but fewer usage them, fewer in times of prosperity asked themselves about them at all. And now it turns out that DEI standards are very costly, but for the board – de facto – in addition to the feeling: “We are inclusive, we support diversity”, it does not bring real profit.
It means: it can bring, but if its spokespersons and supporters have no argument for it – it is hard to prove it.
Why?
No measurement tools have been created to prove that the company/corporation is worth applying these standards. They make money. To put it plainly: DEI has become a goat flower at its own request. In addition to educational techniques, trainings and highly debateable – from the point of view of staff competence – recruitment processes, did not make real profits.
