As the U.S. grapples with a surge in extremist ideologies such as white nationalism, anti-immigrant xenophobia, and pseudoscientific racism, there is a risk that the impact will be felt not only in broader society but also in the workplace. Recent data reveal that marginalized employees may face a heightened risk of harassment and discrimination in such an environment. This reality highlights the value that Diversity, Equity, and Inclusion (DEI) can offer in countering discrimination from extremists, even as political and social forces challenge its implementation.
According to FBI data, hate crimes targeting marginalized groups in the United States increased between 2022 and 2023, with incidents against Black Americans making up over 30% of reported cases. The organizations whose members and allies perpetuate these crimes are becoming more widespread and visible. The Southern Poverty Law Center (SPLC) reported that white nationalist groups in the U.S. increased from 109 in 2022 to 165 in 2023, marking a 50% increase. Rand's research indicates that "racially or ethnically motivated violent extremism (REMVE) and extremists (REMVEs) present some of the most pressing threats to the United States."
Under-represented and marginalized employees already face bias and discrimination in the workplace. Increases in these extreme ideologies are likely to make the problem worse. Seventy percent of surveyed immigrants have faced discrimination in the workplace because of their skin color or accents. Black employees face workplace discrimination, even in STEM professions where they are most under-represented. The effects, including burnout and job dissatisfaction, are well-researched. And, systemic issues persist in hiring practices. For example, Black applicants often need to submit 50% more applications than their white counterparts to receive interview callbacks. HR leaders and CEOs need to understand and address these issues and generally do so under the umbrella of DEI.
Organizational psychology research has shown that DEI work can help address these issues. McKinsey & Company and Deloitte have used large data sets to show that companies with greater diversity are more likely to achieve above-average profitability than their less diverse peers, that inclusive workplaces foster innovation, and that DEI efforts directly impact employee engagement and retention. On the other hand, when organizations devalue DEI, they can face legal, financial, and reputational risks.
Beyond the business case, leaders should also consider the leadership case. While the business case focuses on achieving financial outcomes through inclusion, the business case can have a negative unintentional impact. Research indicates that decision-makers may be less likely to hire people from historically subordinated groups when solely guided by the business case, and employees from these groups may feel dehumanized by this disproportionate focus on money.
The leadership case takes a more human-centered approach, emphasizing that leaders are responsible for ensuring each person they lead feels respected (seen, heard, and valued). This Designated Hitter Leader mindset can help create an inclusive culture beyond metrics and profits.
Organizations can mitigate the risk posed by the rise of white nationalism and related ideologies by enhancing rather than retreating from their workplace inclusion commitments. The five actions below can help:
Lead Inclusion From The Top Of The Organization: Research underscores that top-down leadership is critical to driving inclusion outcomes across organizations. Leaders who want to build inclusive cultures should reaffirm inclusion as a core organizational value and actively model it, setting the tone for the rest of the organization. A recent article recommends five strategies for infusing DEI into organizations.
Corporate America has seen a retreat in DEI investments despite the rising need for robust inclusion efforts. However, not all corporations are retreating. Many leaders at Davos's recently concluded Global Economic Forum and executives from Costco, Apple, Delta Airlines, Salesforce, and e.l.f., among others, expressed their ongoing support for DEI work.
These comments illustrate their belief that DEI is essential to long-term success and that prioritizing DEI is possible even in the current climate.
Watch Out For Intimidation And Discrimination. Educate leaders about how to spot actions from anyone in the business ecosystem (other employees, leaders, customers, clients, patients, suppliers) who seeks to intimidate employees at work.
Create Robust Reporting Mechanisms To Protect Employees. Educate employees about reporting discriminatory behavior and provide support from the company if such intimidation arises.
Strengthen Inclusion Values And Policies: Develop or reinforce zero-tolerance policies for hate speech, harassment, and discrimination. Communicate these policies regularly and integrate them into company values.
Foster A Sense Of Connection At Work: Promote programs that encourage community building and understanding. Psychology research shows that fostering intergroup connections can reduce prejudice and improve relationships.
As white nationalism and anti-immigrant xenophobia gain momentum in the U.S., workplaces may face new challenges in maintaining inclusion and employee safety. To address this challenge, effective leaders will reaffirm, not back away, their support for a diverse workforce, not just for financial reasons but also because all their employees matter. DEI can help counters discrimination from extremists.