A decade ago, the benefits of inclusion and diversity in the classroom and the workplace began to be touted. By enhancing a sense of belonging, students and staff were likely to be more engaged. This naturally should have lead to better productivity and performance… but in recent years, the level of interest in DEI efforts has decreased. In fact, some institutions and firms have aborted these investments almost completely, especially when resources are limited and proven results are lacking. It’s therefore worth evaluating whether DEI programs are valuable and if there’s a future for them moving ahead.
(Stamp out college DEI programs and they return as something else–read more in this Bold story.)
In examining diversity programs in schools and businesses, statistics show just how far investments have fallen. In 2023, DEI investments decreased by a whopping 27 percent from the previous year. At the same time, DEI professional job postings also declined with 44% fewer positions being offered. And overall, about a third of existing DEI professionals either lost their jobs or were reassigned to other positions. Understanding this, one has to wonder about the benefits of inclusion and diversity in the classroom and workplace. If advantages do exist, then it makes little sense why these DEI investments have dropped. And if they don’t, understanding why such efforts wouldn’t result in positive DEI outcomes is essential. With this in mind, the following offers perhaps early post-mortem assessment of DEI programs.
The University of Michigan Case Study
In an effort to investigate recent trends in diversity programs in schools and businesses, the University of Michigan offers some insights. Since 2016, Michigan has invested over $250 million into its DEI efforts. Believing in the benefits of inclusion and diversity in the classroom, the school significantly expanded its DEI efforts. In fact, roughly 241 DEI positions were created since 2016, and every department had a DEI plan. Each year, educational departments and units would have to create a new DEI plan and show past performance. But despite this, actual changes in diversity and inclusion hasn’t been very impressive. Black student enrollment has remained stagnant at 5% despite the state of Michigan having a 14% Black population. At the same time, surveys at the university show an actual decline on average in the sense of belonging among students. Based on this, it’s clear the return on investment has been extremely poor.
Assessing the benefits of inclusion and diversity in the classroom at Michigan goes beyond these two metrics. For example, when Michigan’s diversity programs in schools and departments began, there were roughly 200 gender/race complaints annually. In 2023, however, this figure exceeds 500 such complaints for the year. Other complaints to the DEI office involving race, religion, and national origins went from less than 100 in 2015 to more than 400 in 2023. Based on these additional measures, it would seem the university clearly mishandled DEI-related complaints. But it also suggests that its DEI efforts were either mis-guided, insufficient, or ineffective. Even if benefits of inclusion and diversity in the classroom did not exist, surveys and stats should still demonstrate improvements. This has not been the case at the University of Michigan.
Reasons for DEI Program Failures
When it comes to failures in diversity programs in schools, the University of Michigan is not alone. In recent times, both Harvard and MIT have pulled back on their DEI investments. Though once required, neither school currently insists that job candidates have a DEI statement prepared. At the same time, other pressures are influencing decisions about these programs and their investments. A down economy and inflation mean fewer resources are available for such investments. Shifts toward conservatism with a decline in interest also accounts for a tempered societal demand for DEI efforts. These shifts have affected decisions in this regard regardless of the benefits of inclusion and diversity in the classroom.
While these pressures are having an impact, program issues themselves are often more of the reason for failures. The most common issue involves a lack of leadership and organizational commitment. Throwing money at a problem without true commitment to make positive changes is too common. The same is true for schools and companies that assume DEI training will solve all their problems without additional considerations. When metrics, evaluations, collaborations, and active supports are lacking, DEI programs will fail. This is likely why the University of Michigan came up short in its diversity programs in schools and departments. It didn’t realize any benefits of inclusion and diversity in the classroom because practices were superficial. Combined with a climate less devoted to DEI, it’s not surprising that their multi-year results are poor.
A Fresh Look at Diversity, Equity, and Inclusion
In looking at major surveys, around 57% of respondents state there could be improvements in their sense of belonging. Likewise, African Americans routinely fail to see improvements in diversity while LGBTQ populations identify poor inclusiveness. These statistics recognize the limitations that current diversity programs in schools and businesses suffer. Benefits of inclusion and diversity in the classroom and workforce do exist. But it requires a fresh look at the obstacles, and it demands a comprehensive, engaged, and integrated approach for change. Simply going through the motions isn’t going to overcome decades of problems.
While conservative trends opposing DEI investments will persist, that doesn’t mean schools and businesses should ignore efforts. Research continues to support that innovation, creativity, enhanced problem-solving, and engagement increase alongside DEI advances. These findings are intuitive since a sense of belonging and diverse opinions fuel productivity and new ideas. But metrics to determine the effectiveness of diversity programs in schools and businesses have to be more expansive. Subjective feelings of belonging should be measured along with reasons for shortcomings. A lack of improvement in DEI-related complaints should also be monitored and explored. Institutions and organizations should continue to pursue the benefits of inclusion and diversity in the classroom and office. There is significant value to be realized here. It just takes a more authentic commitment to its pursuit.
Outsourcing is essential for business growth–read why in this Bold story.
