EDITORS QUESTION
As the anti-DEI movement continues to gain momentum , society and businesses find themselves split into distinct camps : those steadfastly supporting DEI and those scaling back their initiatives – or perhaps never having engaged in DEI at all . However , observations show that companies scaling back on DEI programmes aren ’ t abandoning them entirely . Instead , they ’ re reshaping their approaches and action plans while remaining committed to attracting diverse talent and fostering inclusive experiences . This underscores an important truth : regardless of external challenges , core human values and ethics endure .
In our case , the values of acceptance and respect have naturally evolved over the company ’ s 30-year history and are deeply woven into our culture , existing long before such principles were formalised under the DEI umbrella .
The DEI programme we follow today is rooted in the principle of ‘ evolution rather than revolution ’. From the outset , in collaboration with the DEI Council , we decided to focus on fostering culture and behaviour instead of rushing to implement ground-breaking changes . This approach centres on two key priorities :
• Ensuring equal access to opportunities for all employees and candidates , irrespective of their backgrounds . For example , mentorship opportunities are open to all , vacancies are accessible to everyone . Our efforts are geared toward ensuring these opportunities reach a broader , more diverse audience .
• Promoting objectivity in decision-making throughout the employee lifecycle . This involves offering targeted training and development for managers and leaders , empowering them to serve as culture carriers and role models for inclusive , respectful behaviour and making unbiased decisions .
While our efforts may have seemed modest compared to more assertive actions like affirmative action policies , they ’ ve proven effective over time . Our gradual , organic approach has become deeply ingrained within our people and processes . This is reflected in our diversity driver scores from employee satisfaction surveys : an eNPS of 80 , significantly surpassing the industry benchmark by 15 points .
Ultimately , people want to belong , regardless of their backgrounds . Organisations must create environments and support systems that foster this sense of belonging .
In times of backlash against DEI , leaders have an opportunity to reassess whether the values of inclusion and respect are genuinely embedded in their organisational philosophy . Such moments challenge us to reaffirm our commitments to building workplaces where everyone feels empowered to thrive .
KATERYNA HUBARYEVA , SVP OF GLOBAL HR ,
SOFTSERVE
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