The Civil Rights Movement was a major turning point in U.S. history. It gave birth to a host of significant legislation, public policy and programs focused on eliminating overt discrimination and ensuring equal employment opportunities for everyone, regardless of race, religion, gender or national origin. While the Rev. Dr. Martin Luther King Jr. and other icons of the movement have passed on into history—some through unspeakable violence, others due to natural causes—the commitment to carrying their torch into the future has never faltered.
The U.S. Civil Rights Act of 1964 outlawed discrimination based on race, color, religion, sex or national origin in public accommodations, education and employment. The landmark legislation also established the Equal Employment Opportunity Commission (EEOC) and served as a catalyst for the development of Diversity, Equity and Inclusion (DEI) programs. In the years that followed, DEI was expanded to encompass a broader spectrum of identities and experiences, including sexual orientation, age, disability, gender identity, neurodiversity, socioeconomic status and more.
In the workplace, this led to the rise of workshops and seminars on topics like unconscious bias; inclusive policies and practices around hiring, pay and promotions; and Employee Resource Groups (ERGs), where shared identities could connect, share experiences and advocate for their needs. In the aftermath of the murder of George Floyd and other horrific hate crimes, organizations further embraced DEI to foster a culture of inclusion where all employees could feel valued, respected and safe.
Along with progress came pushback, however, primarily due to misconceptions that DEI meant giving women, people of color and members of the LGBTQ+ community preferential treatment when it came to hiring decisions. Specifically, opponents claimed that DEI was about granting marginalized individuals employment opportunities solely because of their protected class, even if they were less qualified than other candidates.
In reality, DEI was always about hiring the best person for the job. If that happens to be a woman, fantastic. If that happens to be a man, fantastic. A person of color? Fantastic. A lesbian? Fantastic. And so on and so on. At Alight, for example, our workforce represents the demographics of the United States, yet we never lowered the bar for someone with an underrepresented identity to thrive here. We have extremely high expectations for the people we hire and promote. If someone gets a job or advances at Alight, you know they are exceptional.
It's important for an organization to have a workforce that represents the community it serves. For Alight, it’s essential because we know the ability to build a healthy life and become more financially secure is nuanced by our identities. Because our population is representative of America, we are able to forge meaningful connections across the 35 million people who rely on us to guide them in becoming healthy and financially secure.
Purpose, not panic
Unfortunately, we’ve gotten to the point where diversity is portrayed as a dirty word in certain segments of society—and organizations are being pressured to abandon their long-held commitment to foster an inclusive and equitable environment. Some have responded by scrubbing DEI content from their websites—or eliminating DEI programs and policies altogether. Others have remained steadfast, embracing their stance on DEI and publicly declaring their ongoing commitment.
The decision of how to react to the firestorm around DEI is not an easy one—and it should be made only after thoughtful and careful consideration by each individual organization. However, this is not the time to be reactive. Instead of panicking, companies should be acknowledging the power of representation and celebrating that people are encouraged to bring their own identities for the betterment of today’s workforce.
The terminology may be changing, but we cannot lose sight of the purpose and values that have driven us to make this world a better place for everyone. Rather, we must embrace the opportunity to be intentional about creating a safe space where people feel valued, respected and safe, regardless of what’s happening outside the four walls—physical or virtual—of our organizations.
At Alight, we have always been an embassy for our employees. We recognize the basic human need and desire to feel valued and make that a priority every day. Never have we placed one group of employees ahead of another. Our focus is ensuring everyone has the same opportunities to thrive at work, at home and in the community. We appreciate and learn from the unique skills, talents and perspectives each colleague brings to the workforce, for it’s in our differences that we create not just business success, but a truly fulfilling life experience.
It’s incumbent on C-suite leaders to set the record straight about why it’s important to embrace and support all employees.
The current social climate is full of finger-pointing and blame-placing, but employers should steer clear of such negativity. Rather than lamenting the evolution of workplace language and policies, we must embrace the opportunity to create something even better. Whether we call it DEI, representation, belonging or something else, the goal remains the same—to have places where people feel valued, respected and safe. Change is uncomfortable, but speaking to purpose, genuinely and with authenticity, is just as important now as it was at the height of the Civil Rights Movement—and it is incumbent upon us to ensure that torch continues to be held high.
