In recent years, many companies across the United States have made significant strides in fostering diversity, equity, and inclusion (DEI). However, the landscape is shifting, with some organizations actively rolling back DEI initiatives and cutting DEI staff as anti-DEI policies and practices grow. This rollback presents significant challenges for maintaining progress toward more inclusive workplaces.

With Women’s Equality Day on the horizon, it’s more important than ever to assess the effectiveness of current DEI strategies. Beyond the buzzwords and checkboxes, true progress requires a deep-rooted commitment to dismantling systemic inequities. This article shines a light on the persistent challenges organizations face in achieving a truly inclusive environment and offers tangible steps to create a workplace where everyone feels they belong. By focusing on employee engagement and social impact, organizations can foster a workplace culture that celebrates inclusivity.

Challenges to DEI in Business

Despite the well-documented benefits of DEI initiatives, many organizations are facing significant obstacles in maintaining and advancing these efforts due to:

Legal and Political Barriers

The rise of anti-DEI policies at the state and federal levels can create legal and political obstacles for companies trying to implement inclusive practices. Additionally, legal and political environments tend to change between administrations, which can introduce further challenges for businesses seeking to implement continuous DEI initiatives. Navigating these barriers requires careful planning and advocacy in order to further DEI causes in a sustainable manner.

Organizational Resistance

Many companies face internal resistance to DEI initiatives, often because they fear change or lack understanding. Employees and leaders may question the value of DEI efforts, leading to pushback against policies and programs aimed at promoting inclusion. It’s also not uncommon for investors to have qualms about taking sides regarding societal matters.

Limited Resources

Reduced investment in DEI, including cuts to funding, staffing, and training, makes it challenging to sustain ongoing efforts and can stall progress. Many businesses may find it hard to justify spending time and other resources on initiatives they don’t fully understand. This is especially true for DEI efforts that many believe don’t bring direct financial benefits to the organization.

Inconsistent Commitment

Without a consistent commitment from leadership, DEI initiatives are less likely to succeed. Leaders not prioritizing or visibly supporting DEI sends a message that these efforts are not essential, undermining the overall culture of inclusion.

Employee Engagement and Social Impact as the Foundation for DEI

Despite these challenges, organizations must continue their pursuit of a truly inclusive workplace. While traditional DEI efforts are essential, these often fall short of creating a lasting impact. A more holistic approach is needed — one that extends beyond internal policies and embraces the broader community.

To foster a truly diverse and equitable working environment, organizations must create opportunities where their employees feel a sense of belonging. This approach is backed by various studies that show a direct link between employee engagement and a culture of DEI. When employees feel connected to a larger purpose and have opportunities to contribute to their community, they develop a deeper sense of belonging and purpose within their organization. It also boosts employee morale and creates a stronger sense of affinity and inclusion, helping create a workplace where everyone feels valued and respected.

But how exactly can you enhance employee engagement in social impact initiatives, and, in turn, encourage DEI in your company? Try the following strategies.

Curate Meaningful Volunteer Opportunities

The success of your employee engagement program depends on choosing the right volunteer projects. Consider this when selecting volunteer opportunities:

  • Alignment: Volunteer opportunities must match your company’s values and social responsibility goals. For instance, partnering with an organization dedicated to girls’ success in STEM provides an avenue for employees to support an initiative that promotes gender equality and youth empowerment — a cause that resonates with many in today’s workforce.
  • Employee Skills and Passions: Involving employee resource groups (ERGs) to identify your staff’s skills and passions can be particularly effective. ERGs are often deeply connected to the interests and needs of their members, making them ideal partners in planning and organizing volunteer activities. They can help ensure that the opportunities you provide are diverse, inclusive, and relevant to your employees’ passions.
  • Measurement and Evaluation: Track and analyze the results of your volunteer projects to measure their success. Set clear goals, collect data, and share your findings. Doing so helps you understand your employees’ collective impact, pinpoint areas for improvement, and make informed decisions about how to use your resources effectively.

Encourage Employee Participation in Social Impact Work

A culture that celebrates and supports social impact is a powerful catalyst for both community betterment and enhanced DEI strategies. To get your employees involved, try these approaches:

  • Empower Through Support: Offer paid volunteer hours, allowing employees to take time off work and devote it to social causes without sacrificing their income. Also consider providing access to transportation or child care assistance, flexible scheduling options to accommodate employee schedules, and training opportunities for volunteer activities.
  • Leverage Technology: Use online platforms to create a centralized hub for volunteer sign-ups, making it easy for employees to browse available opportunities, select their preferred shifts, and confirm their participation. These platforms also facilitate seamless communication between volunteers and coordinators, ensuring everyone is informed.
  • Recognize and Reward: Show appreciation to employees for their volunteer contributions. This can include public recognition, awards, or even additional paid time off. When employees see their contributions acknowledged and valued, they are more likely to continue engaging in these efforts, creating a positive feedback loop that strengthens both employee morale and organizational impact.

Build Partnerships for Long-Term Impact

To sustain and amplify the impact of your social impact initiatives, consider building long-term partnerships with organizations that align with your DEI goals. By collaborating with reputable nonprofits like Play Like a Girl, for instance, you can leverage their expertise, access their resources, expand your reach, and align your efforts with shared goals. You can also ensure a steady stream of meaningful volunteer opportunities that keep your employees engaged over time.

As Play Like a Girl’s partnership with Bridgestone Americas demonstrates, these kinds of collaborations can create a powerful synergy that leads to more significant, lasting change. Together, we’ve sponsored numerous programs and events, including the upcoming Social Impact Summit, to promote employee engagement through social impact work. By working together, we have been able to collectively give back to the community in meaningful ways, provide Bridgestone employees with enjoyable and rewarding team-building opportunities, enhance the company’s reputation through positive press, and receive volunteer support for Play Like a Girl programs.

This experience has shown us that businesses and nonprofits can achieve far more than either could alone when they work in tandem. While there are a multitude of ways to increase employee engagement, utilizing corporate employee engagement and social impact initiatives can be two of the most beneficial options for employees, companies, and nonprofits alike.

The Bottom Line: DEI Is More Than Just Ticking a Box

Your commitment to DEI is more than just a box to check; it’s a powerful tool for employee engagement. Employees today are seeking purpose-driven work environments where they can contribute to issues they care about. When employees see their company actively contributing impact to meaningful causes, they are more likely to develop a deeper connection with their work and the organization as a whole.

Additionally, social impact fosters a sense of belonging and pride among employees. When you align your company’s social impact efforts with your employees’ values, you create a workplace where your people feel not only valued but also empowered to make a difference.

Join the Social Impact Movement with Play Like a Girl

Play Like a Girl is an organization dedicated to breaking down gender stereotypes and empowering girls to realize their full potential. We offer a variety of impactful volunteer opportunities designed to build girls’ confidence and develop them as leaders.

By partnering with Play Like a Girl, your company can inspire its employees to contribute their skills and passion toward creating a more equitable future for girls. Whether it’s mentoring young athletes, facilitating workshops, hosting a corporate field trip, serving on our board of directors, or participating in fundraising events, there are a variety of ways your employees can make a meaningful difference. To learn more about the benefits of employee volunteerism or how to bring employee-driven social impact to your community, visit iplaylikeagirl.org/partner.

Ready to deepen your company’s DEI commitment through social impact and employee engagement? Join us for our upcoming Social Impact Summit for Employee Resource Groups on September 6. This event will explore best practices for engaging employees in social impact work and offer insights into building successful partnerships that drive meaningful change. Secure your spot now!