24 February 2025
Time to shed the acronym
As I said in my November 14, 2024 talk, I discourage using the DEI acronym because it has become controversial—the acronym, not the concept. The term "diversity" has been controversial for decades—again, the term, not the concept. In the short videos on this page, you'll hear me state the importance of diverse perspectives, of team members feeling included, and of the need for humans to live and work in community with respect and dignity.
In my presentation and during a talk on DEI vs. Marketing a few years ago, I also mentioned how corporations have erred in strategy and often even in the talent they chose to lead DEI efforts. In this recent NPR article, How Corporate America Got DEI Wrong, Maria Aspan sheds light on some of these issues.
This is all about the evolution of DEI and not the end. We need better strategies and tactics than the old diversity training and the current DEI initiatives. Perhaps MEI (Merit, Excellence, and Intelligence) is an alternative to replace traditional DEI's ineffective and discriminatory elements (even if only perceived). Think about it: When addressing conflict of interest, for example, we focus not only on actual conflict of interest, but also on potential conflict of interest and perceived conflict of interest. All of them matter. It is a matter of trust.
About the Intelligence aspect of MEI, I focus on three intelligences: IQ, EQ, and CQ—the last one, Cultural Intelligence, is a new critical addition to the intelligence needed in business and in life in the 21st century. I address this in the short video below as I make the case for intercultural competence (here's the direct link to YouTube).
How value-based initiatives can help solve the DEI dilemma
Hint: MEI may be your solution.
7 January 2025: McDonald's rolls back diversity goals
Focusing on Inclusion: The right move
While McDonald's will continue to strive for diversity in the mix of employees, suppliers, and franchisees, its diversity team has a new name: the Global Inclusion Team.
Their commitment to Inclusion is part of their heritage. They value access for all and embrace diverse perspectives as a competitive advantage.
Organizational Development informed by Marketing, Cultural Anthropology, and Sociolinguistics
A PATH FORWARD
Fixing the DEI acronym
A 3-minute segment of the Misguided Diversity presentation
Let Us Become Better Humans, Together
A Value-Based Approach for Medium-Sized Businesses
Informed by cultural anthropology, sociolinguistics, and marketing, Rico Paul Vallejos helps small and medium-sized businesses achieve inclusion goals through a comprehensive personal and professional development initiative while avoiding the pitfalls of traditional DEI and Diversity training programs.
Acknowledging that "diversity" and "DEI" have become controversial, he recommends avoiding this and other divisive language when promoting Inclusion.
While some public corporations have doubled down on DEI (Microsoft, Salesforce, Costco) and others have either ditched or scaled back DEI programs (McDonald's, Walmart, Boeing, Caterpillar, John Deere, Polaris, Harley-Davidson, Tractor Supply), CEOs of privately-held medium-sized companies can face a more formidable challenge: Finding a balance between pleasing (or appeasing) employees and consumers at both extremes of our polarized society, without the resources of large public corporations.
Costco's response to anti-DEI activists can serve as a model to follow, presenting a solid business case for inclusion. Time will tell if their choice of keeping the "DEI" label was right, but their emphasis on values (such as respect and inclusion) is right on the money.
DEI and MEI
(Diversity-Equity-Inclusion and Merit-Excellence-Intelligence)
A false dichotomy
Understanding that DEI and MEI are not mutually exclusive, Rico helps organizations use both models in a holistic strategy to create and sustain a culture that values the excellence of individual merit and the creativity and innovation of diverse perspectives within an inclusive workplace.
Company-Market Value Alignment
Rico's Company-Market Value Alignment model offers a unique 360-degree approach to business. Think Organizational Development meets Marketing: Starting with your Mission-Vision-Values (which we can develop or update together), we do a market scan using qualitative research methodologies beyond regular market research. We then do the value alignment work, creating a relevant initiative customized to your organization, considering your team's skillset and your market's needs and wants vis-à-vis your brand.
Your company runs on talent
A Company-Market Value Alignment's inside/outside focus fosters an organizational culture aligned with market needs while empowering team members in their personal and professional growth.
Rico will work with you and your team to develop metrics to track the benefits of a Company-Market Value Alignment initiative:
• Higher productivity and profitability
• Lower turnover and reduced absenteeism
• Improved teamwork, communication, and collaboration
• Increased innovation and creativity
• Lower worker’s compensation costs
• Enhanced customer satisfaction
• True corporate culture authenticity
• More engaged employees and a stronger employer brand
Schedule a free consultation today.