MCEA’s commitment to Diversity, Equity and Inclusion

As the backlash against Diversity, Equity and Inclusion efforts continues unfolding across the country, we sat down with our Chief Equity and Partnership Officer Eric Ini to talk about his perspective on the evolving movement as well as MCEA’s commitment to DEI. Below are some of the questions and answers that came out of the conversation. 

Before we jump into a deeper discussion about what’s happening around Diversity, Equity and Inclusion efforts, both nationally and here at MCEA, let’s remind people what it is. 

DEI work is about making sure you are reaching out to people who are different – people with different skills and abilities, people who look different and think different, people who come from different backgrounds – so that you have diversity in your workplace. Then it’s about making sure workplaces and work cultures accommodate those differences so that everyone feels welcome and has the support they need to be successful. So it really touches everything inside a company or organization: hiring practices, how policies are created, budgeting decisions, mission and values. 

It’s important to underscore that incorporating DEI principals into your workplace isn’t just the right thing to do, either, it’s a smart business decision. Research shows that organizations that support and encourage diversity outperform those that do not. That’s because diversity, when supported,  enhances more creativity and effective problem solving because it deepens the well of ideas, backgrounds and experiences to draw from. 

We’ve seen some corporations rollback DEI initiatives in response to the Trump administration’s position and actions, what’s your take on that? 

I'm deeply concerned; this trend undermines the progress made towards creating a more inclusive and equitable workplace culture. It's disheartening to see companies abandon their commitments to DEI, especially when research has consistently shown that diverse and inclusive workplaces drive innovation, creativity, and ultimately, business success. In contrast, many companies, such as Apple, Hyundai, Verizon, Procter & Gamble, Costco and 40 other companies, have reaffirmed their commitment to DEI, recognizing its importance to their bottom line and social responsibility. As we move forward, it's essential for corporations to prioritize DEI initiatives, not just as a moral imperative, but as a strategic business decision that benefits both their employees and the communities they serve.

How would you describe MCEA’s commitment to DEI work amid the changes we are seeing across the country? 

MCEA’s commitment to DEI is as strong as ever. We recognize how important it is in achieving our mission, which is to use the law and science to protect Minnesota’s environment, natural resources and the health of its people. We know that promoting diversity, equity, and inclusion is essential to creating a just and equitable society, where everyone has access to clean air, water, and better health outcomes. That’s why our commitment to DEI is reflected in our values and policies, our environmental justice initiatives, our inclusive advocacy efforts, in the investments we make in staff training, etc.  All of these things have and will continue to make MCEA stronger. 

Are there any lessons the DEI movement can/should take from its rapid rise after George Floyd’s murder and the subsequent rapid backslide we’ve seen in it since President Trump’s inauguration? 

There are always lessons when implementing any initiative. The best way to learn them, though, is not to hastily abandon the initiative when it encounters challenges, but to see how it can be improved, especially when research has shown that the initiative is good for business. This hasty abandonment of DEI by some corporations exposes their level of commitment. The truth is, the swift adoption of DEI initiatives after the murder of George Floyd was crucial but the implementation suffered some setbacks. Firstly, performative activism and superficial commitments to DEI are insufficient and can lead to backlash. Secondly, impactful DEI efforts require genuine leadership commitment, structural changes, and ongoing resources, all of which take time. Thirdly, DEI initiatives must be aligned with an organization's overall goals and values to ensure sustainability and should not be treated as a mere addition. Last, the abandonment of DEI efforts highlights the importance of prioritizing equity over optics. The DEI movement should prioritize nuanced, context-specific approaches over one-size-fits-all solutions.

What do you think the future of DEI work in this country looks like? 

The future of DEI work in the US is likely to be shaped by the country's evolving demographics and the growing recognition of diversity's benefits. As history and research show, diverse societies that harness the energies of different groups tend to be more innovative, resilient, and prosperous. As the US becomes increasingly diverse, companies that abandon DEI principles may fall behind, while those that prioritize inclusion will be better positioned to thrive. Ultimately, the cyclical nature of democracy ensures that administrations come and go, and as truth and facts prevail, and the benefits of DEI become more apparent, companies and organizations will be compelled to adapt to remain competitive.