Diversity,
Equity,
and
Inclusion
(DEI)
initiatives
often
spark
heated
debate,
but
their
importance
in
today’s
workplace
is
undeniable.
In
a
thought-provoking
episode
of
“Notes
to
My
(Legal)
Self,”
Malobi
Achike,
CEO
and
founder
of
DEI
Directive,
discusses
how
DEI
isn’t
just
a
moral
imperative
—
it’s
a
business
necessity.
From
addressing
professional
trauma
to
leveraging
technology
for
better
outcomes,
Malobi
offers
actionable
insights
for
companies
and
individuals
alike.
Here’s
a
closer
look
at
the
highlights
from
this
enlightening
conversation.
The
Origin
Story:
From
Corporate
Frustration
To
DEI
Directive
Malobi’s
journey
began
in
corporate
America,
where
she
witnessed
firsthand
the
systemic
challenges
and
professional
trauma
many
employees
faced.
Her
turning
point
came
during
the
early
days
of
the
pandemic,
following
the
murder
of
George
Floyd.
The
corporate
response
—
a
sea
of
black
social
media
tiles
—
felt
insufficient
to
her.
“I
asked
myself,
what
can
organizations
do
better?
And
how
can
I
help
them
do
that
better?”
That
question
led
to
the
creation
of
DEI
Directive,
a
tech
platform
designed
to
empower
HR
professionals
with
data-driven
tools
to
foster
inclusivity.
Professional
Trauma:
The
Hidden
Cost
Of
Inequality
Malobi
highlights
the
subtle
and
not-so-subtle
inequities
that
can
create
lasting
professional
trauma.
From
inconsistencies
in
promotions
to
disparities
in
how
misconduct
is
addressed,
employees
often
feel
the
brunt
of
these
systemic
failures.
“I’ve
seen
people
navigate
situations
where
their
contributions
are
undervalued
or
overlooked
—
and
it
takes
a
toll.”
Building
trust
within
an
organization
is
key,
she
explains.
Employees
must
feel
confident
that
HR
will
advocate
for
fairness,
not
just
the
company’s
bottom
line.
DEI
Misconceptions:
Myths
That
Hold
Us
Back
Malobi
addresses
some
common
myths
surrounding
DEI:
-
DEI
means
hiring
unqualified
candidates.
DEI
isn’t
about
lowering
standards.
It’s
about
expanding
access
and
opportunity
to
qualified
individuals
who’ve
historically
been
excluded. -
DEI
is
just
about
ethics.
While
ethics
play
a
role,
DEI
has
a
proven
business
case.
Diverse
teams
drive
innovation,
employee
engagement,
and
better
financial
performance. -
DEI
only
benefits
minority
groups.
In
reality,
DEI
initiatives
improve
workplace
culture
for
everyone
by
fostering
fairness,
collaboration,
and
a
sense
of
belonging.
The
Business
Case:
Diversity
As
A
Competitive
Advantage
Malobi
cites
compelling
research
to
underline
why
DEI
isn’t
optional:
-
Companies
in
the
top
quartile
for
racial
diversity
outperform
those
in
the
bottom
quartile
by
36%. -
Gender-diverse
companies
see
a
25%
performance
boost. -
Employees
who
feel
they
belong
are
more
engaged,
productive,
and
likely
to
stay.
“When
employees
feel
valued
and
included,
their
contributions
drive
the
company
forward.
DEI
is
simply
good
for
business.”
Leveraging
Technology
For
DEI
Success
Malobi
emphasizes
the
role
of
technology
in
measuring
and
improving
DEI
outcomes.
Organizations
must
gather
quantitative
data
(e.g.,
demographics,
representation
at
different
levels)
and
qualitative
data
(e.g.,
employee
sentiment)
to
truly
understand
their
current
state
and
where
they
need
to
go.
“You
can’t
change
what
you
don’t
measure.
Data
is
the
foundation
for
meaningful
DEI
progress.”
Key
metrics
include
representation
across
leadership
levels,
pay
equity,
and
employee
perceptions
of
inclusion
and
belonging.
What
Happens
If
You
Ignore
DEI?
The
risks
of
sidelining
DEI
efforts
are
significant:
-
Talent
Loss.
Companies
that
fail
to
build
inclusive
cultures
struggle
to
attract
and
retain
top
talent. -
Innovation
Stagnation.
Homogeneous
teams
are
less
likely
to
challenge
ideas
or
drive
breakthroughs. -
Market
Irrelevance.
As
the
world
becomes
increasingly
global,
companies
that
don’t
embrace
diversity
risk
falling
behind.
Malobi
likens
ignoring
DEI
to
being
Blockbuster
in
the
age
of
Netflix:
“Which
company
do
we
still
recognize
today?”
Practical
Steps
For
Leaders
-
Start
Where
You
Are.
Whether
you’re
a
CEO
or
an
individual
contributor,
small
actions
—
like
recommending
diverse
speakers
or
mentoring
colleagues
—
can
make
a
big
impact. -
Be
Honest
About
Data.
Use
technology
to
assess
your
organization’s
DEI
state
and
identify
gaps. -
Commit
to
Change.
Roadblocks
are
inevitable,
but
persistence
is
key.
Doing
nothing
is
not
an
option.
A
Vision
For
The
Future
Malobi
believes
that
creating
a
culture
of
inclusion
isn’t
just
about
meeting
quotas
—
it’s
about
building
workplaces
where
everyone
feels
they
belong.
“When
employees
thrive,
companies
thrive.
DEI
isn’t
a
nice-to-have;
it’s
a
must-have
for
any
organization
that
wants
to
succeed
in
today’s
world.”
For
more
insights
and
actionable
strategies,
watch
the
full
episode
of
“Notes
to
My
(Legal)
Self.”
(P.S.:
Diversity
starts
with
the
small
steps
—
sometimes
as
simple
as
stepping
into
someone
else’s
shoes.)
Olga
V.
Mack
is
a
Fellow
at
CodeX,
The
Stanford
Center
for
Legal
Informatics,
and
a
Generative
AI
Editor
at
law.MIT.
Olga
embraces
legal
innovation
and
had
dedicated
her
career
to
improving
and
shaping
the
future
of
law.
She
is
convinced
that
the
legal
profession
will
emerge
even
stronger,
more
resilient,
and
more
inclusive
than
before
by
embracing
technology.
Olga
is
also
an
award-winning
general
counsel,
operations
professional,
startup
advisor,
public
speaker,
adjunct
professor,
and
entrepreneur.
She
authored Get
on
Board:
Earning
Your
Ticket
to
a
Corporate
Board
Seat, Fundamentals
of
Smart
Contract
Security,
and Blockchain
Value:
Transforming
Business
Models,
Society,
and
Communities. She
is
working
on
three
books:
Visual
IQ
for
Lawyers
(ABA
2024), The
Rise
of
Product
Lawyers:
An
Analytical
Framework
to
Systematically
Advise
Your
Clients
Throughout
the
Product
Lifecycle
(Globe
Law
and
Business
2024),
and
Legal
Operations
in
the
Age
of
AI
and
Data
(Globe
Law
and
Business
2024).
You
can
follow
Olga
on
LinkedIn
and
Twitter
@olgavmack.