Beyond DEI: Why Supporting People is Still the Key to Success
Lately, we've seen a growing trend of companies pulling back from their DEI (Diversity, Equity and Inclusion) programs. Lowe’s, Ford, John Deere and even Harley-Davidson are just a few of the big names scaling back their diversity initiatives.
Ford, for example, recently announced changes to its DEI strategy, stepping back from an annual tracking survey by the Human Rights Campaign. Similarly, Tractor Supply Co. cited customer feedback as a reason for reducing its focus on DEI.
And while the specific labels may be shifting, this doesn't change the need for the work itself. DEI programs are often the first to be reevaluated, but their core purpose—to create environments where people feel seen, valued and empowered to contribute—is still as critical as ever.
And here's why -
Data shows that companies that embrace diversity and equity as part of a broader strategy for flourishing consistently outperform their competitors. For instance, a study by McKinsey & Company found that companies with diverse leadership are 25% more likely to experience above-average profitability. Research published in Harvard Business Review shows that inclusive workplaces lead to an 83% increase in employee innovation.
These initiatives are essential for the growth and resilience of businesses, employees and communities alike.
Companies with strong DEI initiatives see higher profitability, increased employee engagement and a surge in creativity. Prioritizing inclusion is a key driver of success.
Labels Fade, But the Work is Ever-Present
Whether it's called DEI, belonging, inclusion or something else, this work is not about checking boxes or following trends. It’s about fostering environments where people feel seen, valued and empowered to contribute meaningfully. And the truth is, this effort benefits everyone—from employees to employers, customers and whole communities.
And research consistently backs this up. Beyond the benefits to profitability and innovation, companies with strong diversity, equity and inclusion strategies tend to see broader positive impacts. A study by Deloitte found that inclusive workplaces were 2.3 times more likely to identify and build leaders who can drive long-term success, while also fostering 6 times more employee engagement (Deloitte, 2018). Additionally, research from The Boston Consulting Group shows that companies with more diverse management teams have 19% higher revenues due to innovation (BCG, 2018).
In the long term, companies that cultivate inclusive environments tend to attract and retain top talent, while also enjoying up to 21% greater customer loyalty (Gallup, 2021). This shows that fostering a sense of belonging benefits both internal and external stakeholders.
Yet, it’s not just about the numbers. It’s about creating environments where people feel emotionally and psychologically safe—an essential piece of human flourishing. And no matter what we call these programs, the end goal remains the same: fostering the happiness, well-being and success of every individual.
Why Flourishing Matters: The Eight Pillars of Happiness
At the heart of human flourishing is my framework, The Eight Pillars of Happiness. These eight pillars are deeply rooted in the science of well-being, backed by positive psychology research and applicable to both personal and organizational growth.
Confidence in the workplace leads to greater innovation and risk-taking. Employees who feel empowered to voice their ideas are more likely to spark the next big breakthrough.
Authenticity ensures that people can show up as their true selves, fostering a more engaged and motivated workforce. When people feel they belong, they invest more fully in their work.
Purpose aligns individual goals with organizational missions, creating deeper connections and driving higher performance.
Compassion creates a culture of support, reducing stress and burnout while increasing collaboration.
Optimism fuels resilience, helping teams navigate challenges with a forward-looking attitude.
Gratitude strengthens relationships and boosts morale.
Curiosity drives learning and continuous improvement.
And Feeling—that pillar often overlooked—addresses how well emotions are recognized and respected in the workplace. Without acknowledgment of emotions, people cannot truly thrive.
These pillars represent the foundational elements of human flourishing. When integrated into workplaces, they create environments that not only attract top talent but also keep them engaged and invested for the long term.
The Eight Pillars of Happiness are a science-backed framework for human flourishing.
What happens when we ignore flourishing?
Pulling back on DEI initiatives—or any program aimed at fostering well-being—sends a dangerous message: that the well-being of employees is negotiable.
And the costs of that message are steep. According to Gallup, disengaged employees cost the U.S. economy up to $550 billion annually in lost productivity (Gallup, 2021).
On the flip side, when companies invest in the holistic well-being of their employees—whether through formal DEI initiatives or other methods rooted in inclusion and support—they see returns not only in profitability but in innovation, retention and customer satisfaction.
The Path Forward
So, what happens now, in a world where organizations are stepping away from these efforts? Well, the work continues. Because regardless of the name on the initiative, the goal remains the same: supporting people to thrive.
This work isn't about doing what’s “politically correct” or following trends. It’s about tapping into the only science-backed path forward for organizational success—fostering human flourishing.
The Eight Pillars of Happiness framework offers a roadmap, showing organizations how to build spaces where people, ideas and teams thrive. Whether or not companies keep their DEI labels or shift to new ones, prioritizing the well-being of employees, customers and communities remains the only path to sustainable success.
Where do we go from here?
The labels may change, but the need for flourishing never will. And the research couldn't be clearer: companies that prioritize the well-being and inclusion of their people are the ones that will not only survive but thrive.
So, ask yourself—how is your organization prioritizing the well-being of its people?
