04:05 GLOBAL
DEI Is Not Dead — But It’s No Longer Center Stage DEI is still alive, but like a love story no longer publicly celebrated, it’s been pushed backstage. Companies that treat it merely as a PR tool will always abandon it first when storms come.
When Profit Comes Before Promises In 2020-2022, DEI programs even boosted company valuations, embraced by investors hungry for ESG-driven growth. But since 2023, the question shifted: where’s the tangible financial return? As scrutiny grew, many companies began — quietly, strategically — to reframe, shelve, or “soften” their DEI initiatives. As a result, DEI’s impact on company valuations is now being assessed more cautiously and strategically. Not a loud breakup. A ghosting. Breaking up with DEI wasn’t about admitting failure. It was about quietly changing the conversation — shifting from”equity” to “culture,” from “inclusion” to “people experience.” After all, even Romeo learned it’s safer to hide his letters when the world starts asking too many questions.
True commitment means internalizing DEI not as a campaign, but as part of the corporate DNA — a business reflex, not a political agenda. DEI should not be a distraction from profitability. It should be seen as a precondition for it. Because true love doesn’t need an audience. Neither does real inclusion.
The Brief History of DEI: 1970-1990: Affirmative Action and Compliance Diversity programs emerge, mostly due to legal requirements. 1990-2010: Strategic Cultural Shift DEI evolves into a competitive advantage, linked to innovation and customer loyalty. 2010-2020: Global Movements and Transparency #MeToo and Black Lives Matter bring DEI to the forefront. Companies start measuring and reporting DEI performance. 2020-2025: Pandemic, Crisis, and Reassessment COVID-19 and economic pressures force a reevaluation. DEI moves from essential strategy to quietly “managed risk.” Love stories end. Strategies endure. Companies that understood the difference will be the ones standing.
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GLOBAL PAYROLL MAGAZINE ISSUE 11
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