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Doing The Right Thing When It Comes to Diversity & Inclusion

  • Writer: Brainz Magazine
    Brainz Magazine
  • 3 days ago
  • 3 min read

Jonathan Dubrulle is a Healer-Influencer in Madrid who likes to help people create 'paso a paso' a better life.

Executive Contributor Jonathan Dubrulle

Diversity & Inclusion targets have come under pressure from the Trump administration. Many global companies are feeling forced to change their policies as they face legal and financial repercussions. Thomson Reuters changed ‘Diversity’ to ‘Inclusion’. GSK decided to drop the Diversity and Inclusion targets. What are the implications of resisting and doing the right thing?


A diverse group of young adults, including a woman in a wheelchair, are gathered around a low table in a modern office lounge, collaborating and building with colorful flexible structures.

One thing leads to another


Once you cave in to external pressure when you really don’t want to, the pattern will be repeated. It will also encourage Trump to use the same strategy, again and again, in a more ambitious way, as the strategy proved to be effective. In the corporate world, people tend to focus on their own lives and forget about the impact the wider community can have.

 

Hurting staff motivation


Imagine being a Woman, Black, Hispanic, LGBT+ or Disabled person working for a company that seems to have lost its interest in Diversity & Inclusion. Knowing that hurts the motivation to go to work and gives it your all. Above and beyond effort requires above and beyond appreciation and support for who you are. Staff can’t really openly talk about these things out of fear of repercussions.

 

Losing on attracting diverse new talent


People from minorities have a lot to contribute and offer. Facing additional challenges can help people to be nicer and more mature. The loyalty to the company is exceptional. In the war for talent, it is hard to attract talented individuals when they don’t really feel supported. The customer base is increasingly diverse and it needs diverse staff to connect with them.


Inability to lead


Caving in quickly can be perceived as weakness. It’s hard to lead when you can’t convincingly convey your courage and bravery. Leadership is more than inventing a reasonable explanation for your actions and choices. It is about speaking your truth and standing up for what the world needs today, not tomorrow.

 

Legal backlash


The standard banner ‘We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age or disability’ is inconsistent with not caring at all when it becomes inconvenient. Talking the talk and walking the walk are significantly different. As many people from minorities know, the real reason for not being hired will never be shared and see the light of day. There could be a legal backlash from discrimination claims from applicants. Employees could reach out in subversive behavior and undermine leadership decisions.

 

International perspectives


In France, for example, there is a 6% target for Disabled people in private companies. To me, it would be embarrassing not to achieve that. The financial repercussions can go up to €17K per person short of the quota. Politicians in Europe are already wondering about the behavior of companies when it comes to D&I. International companies might lose prestige with many clients globally and there is always the potential for negative media attention.


Implications for ESG scores


A drop in Diversity & Inclusion could lead to lower Environmental, Social, Governance scores, which are increasingly important for investors. Market reactions are unpredictable, but divestment could do unnecessary harm to shareholders.


Doing what is right


AstraZeneca and London Stock Exchange Group have upheld their Diversity and Inclusion targets. Companies can be brave and do the right thing. Examples are all around. If you want to connect on LinkedIn. I would appreciate your reaching out.


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Read more from Jonathan Dubrulle

Jonathan Dubrulle, Healer-Influencer

I’m Jonathan (38y) and a Spinal Flow Practitioner in Madrid. I started as a high-potential at Thomson Reuters when I was 21. After Brussels and Geneva, I started the healing journey in Singapore and fell in love with my Chiropractor. I discovered I was gay in a country where it was still illegal at the time. With a broken heart, I moved to New York City, where I worked in Corporate Strategy. At 24, a revolt of the soul would happen at the Times Square Headquarters, and I was admitted to Bellevue Hospital.


Now I have a practice in the center of Madrid. I help clients heal and grow, develop good microhabits, and create strategies to impact the world. Beauty can rise out of ashes.


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