Of Course DEI still matters – and it always will.
Want better outcomes? It starts with more inclusive hiring!
I was inspired recently by posts from GridBeyond, who lean into their leadership and cultural values through their LinkedIn and social forums. They aren’t afraid to lead with their culture – in fact they celebrate it. Bravo!
There has been a precipitous drop in companies promoting their values of diversity, inclusion, and equality. We know why. But, the fundamentals of the importance to employees, customers, and yes – profitability – haven’t changed.
Have we lost our way?
Once a boardroom buzzword, DEI (Diversity, Equity, and Inclusion) has faded from the spotlight broadly. The chart above shows the rapid decline in sentiment via Google Trends. Some organizations pulled back amid political pressure, budget cuts, or a fear of “culture wars. But the need hasn’t gone away — representation gaps and bias in hiring persist.
The Importance of Diversity and Inclusion in The Workplace
On the contrary, as Gen-Z and Millenials expand their influence in the job market – the importance of living these values has become table stakes, and if you’re not building this into your company culture, you will surely miss out!
- Diverse & Inclusive teams are more innovative, make better decisions, and deliver better financial performance.
- Equity creates access to opportunity, and inclusion drives retention and engagement.
- Gen Z and Millennials are the most diverse cohorts ever — and they care.
- McKinsey, a leading consulting firm, raffirmed in April of 2025 that top‑quartile diverse
- firms deliver roughly 27–36% higher financial returns than less diverse peers, aligning with
- its earlier global findings
And it Really Matters in GreenTech / CleanTech
- According to National Grid’s study in the energy sector, 62% of respondents believe DEI is essential for overcoming innovation challenges to reach net‑zero, and 83% say diverse teams produce more effective, innovative solutions
- Remember those Gen-Z employees? Well 86% of of them report they would be unlikely to apply to organizations that lack DEI commitments
- And we have a lot of room to improve! According to the International Renewable Energy Agency (IRENA) in 2025, women make up approximately 32% of the global renewable energy workforce
And if Profitability Matters – This REALLY matters
How to Stand Out in Hiring
- Don’t abandon DEI — evolve it. Lead with transparency, authenticity, and action. It isn’t a checkbox—it’s a culture signal. So signal it!
- Put your diversity, equity and inclusion policies at the job of your job posting – this is a big differentiator
- Showcase inclusive leadership, not just policies. Candidates love to meet leadership!
- Invest in equitable hiring practices: structured interviews, diverse panels, accessible job postings.
- Share your own story, your own values, your own perspectives. Candidates want to know YOU as much as you want to know THEM.
Be the Employer of Choice
- Regardless of the headlines, building a culture that values diversity, equity and inclusion isno longer a “nice-to-have” — it’s table stakes, especially in our industry.
- Make it visible in your culture, not just your website. And it should stand out in your hiring practices
- Talent sees through lip service. Stand out by standing up.
So If You Want to Make a Difference, Here’s your CALL TO ACTION!
- Audit your hiring process – stand out to candidates.
- Recommit to inclusive growth & invest in it.
- Let your values lead, and tell your story (via social, website, interviews)
- Work with a recruiter (internal or external) that leans into your values.
