Defending DEI Until The Very End
My team and I will continue championing DEI—not as an ideological stance alone, but because solid evidence proves it drives stronger business outcomes.
“I will defend DEI until the very end.”
Across the United States we’re witnessing a wave of roll‑backs on DEI initiatives—not only in hiring but also in procurement, compliance and policy language. A German client recently shared an alarming email from his U.S. legal team: “Remove all DEI references from RFPs for American federal entities.” The request made me shudder.
Why DEI matters—both humanly and professionally
First, as a human. A humanist. A believer in freedom, dignity, and the fundamental right of every individual to have a fair chance.
Then, as a professional. Because beyond the moral argument, the data is indisputable. Diverse teams perform better. They see more, anticipate more, innovate more. They build stronger businesses. The data is unequivocal—diverse teams outperform. McKinsey research shows companies in the top quartile for ethnic diversity are 36 % more likely to financially outpace less diverse peers. That’s just one facet of diversity; gender, socioeconomic background, and cognitive variety add further advantage.
Our commitment
So YES, my team and I will continue championing DEI—not as an ideological stance alone, but because solid evidence proves it drives stronger business outcomes. Closing doors on people inevitably closes doors on innovation, resilience, and growth.
“Shutting doors on people always—always—ends up shutting doors on ourselves.”
