A recent McKinsey & Company study states that…”the business case for diversity, equity, and inclusion (DEI) not only holds, but grows even stronger“, and reveals that organizations in the top quartile for ethnic diversity are 39% more likely to outperform their peers in profitability. And a study released in February 2025 by labor and employment law firm Littler found that half of C-suite leaders are not considering rollbacks of their DEI programs despite the recent politicization-by-executive-order, and only 8% are seriously considering making changes as a result. 

Companies with a strong commitment to DEI find it leads to a more engaged workforce and reduction in turnover risk of up to 50%, while enhancing brand reputation and customer loyalty. Forbes also cites “ample evidence” that DEI can also bring benefits such as innovation and creativity to the fore. 

We believe that the absence of the sort of the ‘strong commitment’ mentioned above among some organizations may well be rooted in the perception that DEI is merely an ill-conceived regulatory attempt at social engineering, and that point of view may resonate with more than a few. 

The data, however, suggests that if we come to view DEI as a strategy rather than a mandate, we may find the proverbial forest amidst the trees, and thus the likelihood of realizing some of the very tangible business benefits that others already enjoy.

Think about it.