We Shouldn’t Have to Say This (Again): The Business Case for DEI in 2025

There’s one topic that keeps resurfacing in many organizations despite overwhelming evidence for its benefits: Diversity, Equity, and Inclusion (DEI). Yet, even in 2025, many organizations continue to question its value, treat it as a fleeting trend, or silo it into a narrow function. In our latest episode of What’s the DEIL? hosts Natalie Norfus and Shanté Gordon cut through the noise to reassert a fundamental truth: DEI isn’t just a feel-good initiative—it’s a critical business strategy for survival, profitability, and innovation.

The Never-Ending “Why” of DEI

It might seem repetitive, but we still find ourselves having to defend the business case for DEI in 2025. Research from firms like McKinsey, Morgan Stanley, and even insights from Glassdoor have repeatedly shown that diverse, equitable, and inclusive workplaces consistently outperform their peers. Companies that embrace DEI not only report higher revenue and stronger profit margins, but they also experience faster economic recoveries during downturns. Yet, despite these compelling statistics, some leaders remain hesitant.

Natalie and Shanté remind us that the conversation isn’t just about ticking boxes—it’s about fundamentally shifting how we run our businesses. They emphasize that DEI is a mindset shift, one that permeates every decision we make, every process we design, and every relationship we build. It’s no longer acceptable to view DEI as an “extra” program on the side; it must be woven into the fabric of an organization’s operations.

Where DEI Really Belongs

One of the key insights from the episode is that confining DEI solely within the HR department is far too limiting. When DEI is treated as a standalone initiative, it often becomes a checkbox exercise, disconnected from the broader goals of the organization. Instead, DEI should be seen as a comprehensive framework—an integral part of change management that touches every corner of a business.

Think about it: from the way you hire and onboard new talent, to how you develop products, market your brand, and even engage with customers, DEI has a role to play. This holistic approach ensures that every part of your organization benefits from the insights and advantages that diverse perspectives bring. When DEI is embedded into your overall strategy, it transforms the workplace into a thriving ecosystem where innovation and growth are natural outcomes.

Retooling and Upskilling: The Human Side of DEI

Another significant point that Natalie and Shanté stress is the need to retool and upskill leaders. Inclusive leadership isn’t an innate trait—it’s a skill that must be learned, practiced, and refined. Managers and executives need to be trained not only to recognize and appreciate diversity but also to build relationships that see employees as whole, multifaceted individuals.

For example, effective leadership today requires more than just setting targets or overseeing tasks. It means actively engaging with your team, listening to their concerns, and fostering an environment where every employee feels they can contribute meaningfully. When leaders invest in developing these skills, they not only enhance their own performance but also contribute to a workplace culture that retains talent and drives innovation.

The Power (and Cost) of Turnover

Turnover isn’t just a human resource challenge—it’s a financial one. When employees don’t feel valued or when they’re subjected to dismissive attitudes (such as being told a promotion was “forced by DEI”), the cost to the organization can be staggering. High attrition rates, especially among underrepresented groups, directly impact the bottom line. The expense of recruiting, hiring, and training new employees, coupled with the loss of institutional knowledge and decreased productivity, can be enormous.

Investing in DEI is not only the right thing to do—it’s also a smart business decision. Companies that prioritize DEI create environments where employees are engaged and motivated, leading to higher retention rates, lower turnover costs, and ultimately, better financial performance.

Truth vs. Vague Commitments

One of the challenges highlighted in the episode is the confusion caused by vague or inconsistent DEI commitments. When organizations communicate wishy-washy messages about DEI, employees are left wondering what the real priorities are. This lack of clarity can erode trust and undermine efforts to build an inclusive culture.

Natalie and Shanté argue that clarity equals credibility. Companies must clearly define why DEI matters to them and align these initiatives with their core values and business objectives. Only with consistent, transparent communication can organizations ensure that employees understand and buy into the DEI vision. This approach not only strengthens internal culture but also bolsters the organization’s reputation in the marketplace.

DEI by the Numbers

Sometimes, the most persuasive arguments are backed by hard data. Consider this: studies have shown that organizations in the top quartile for DEI are significantly more likely to outperform their peers. Hypothetical scenarios and real data alike illustrate that companies committed to DEI can achieve higher revenues, stronger profit margins, and faster recoveries from economic downturns.

These numbers are more than just statistics—they represent tangible business outcomes. By focusing on data-driven decision-making, organizations can better understand the impact of DEI initiatives and adjust their strategies accordingly. It’s clear: DEI isn’t just about making the workplace more humane; it’s about making the business more successful.

Key Takeaways: Words Matter, Clarity is Crucial

As the discussion unfolds, several key takeaways emerge:

• DEI = Profitability and Innovation: Higher revenue, stronger profit margins, and improved resilience in the face of economic challenges are all linked to robust DEI practices.
• It’s Not an Extra Program—It’s How You Operate: DEI must be integrated into every business process, not treated as a separate or secondary initiative.
• Retooling Everyone, Not Just the “DEI People”: Inclusive leadership is a critical skill that must be cultivated at every level of the organization.
• Clarity = Credibility: Clearly defined DEI objectives and consistent communication are essential to maintain employee trust and organizational integrity.
• Turnover is Costly: High attrition rates directly affect the bottom line, making the retention of diverse talent a business imperative.

One quote from the episode perfectly encapsulates this mindset shift:

“DEI isn’t just a value—it’s a strategy for survival. It’s a mindset shift in how we run our businesses every single day.” — Natalie Norfus

Looking Ahead: What’s Next?

While this episode lays out the business case for DEI in 2025, it’s only part of the conversation. In our next installment, Natalie and Shanté will explore how mixed signals and inconsistent DEI practices affect employees on a personal level—and why these effects matter just as much as the bottom-line benefits.

Connect With Us

If you found this discussion compelling, we invite you to connect with us further. Here are some ways to stay in touch:

• Follow Natalie Norfus on LinkedIn
• Follow Shanté Gordon on LinkedIn
• Book a consultation with The Norfus Firm
• Follow What’s the DEIL on Instagram and TikTok

Final Thoughts

In a world where the narratives around DEI are constantly shifting, one thing remains clear: building diverse, equitable, and inclusive workplaces is not just a moral imperative—it’s a business necessity. Organizations that embed DEI into their DNA are better positioned to innovate, retain top talent, and thrive in a competitive market.

As we move through 2025 and beyond, it’s essential to look past the noise, trust the data, and commit to a DEI strategy that aligns with your organization’s core values. It’s time to stop treating DEI as an optional extra and start embracing it as the critical, transformative force that it truly is.

Thank you for joining us on What’s the DEIL? Stay tuned for our next episode, and remember: the future of business is inclusive, and together, we can build a more resilient, innovative, and successful tomorrow.