We’ll take what Apple is having: Why Copying DE&I Initiatives Isn’t The Answer

Have you ever heard the saying “You don’t need to reinvent the wheel”?

The idea is to borrow what’s already working and apply it to what you’re doing.

Sounds like a great idea, right? You don’t have to do a ton of work or start from scratch and already end up with a viable solution. 

It generally is as great as it sounds, and I would argue is viable in many situations, except when it comes to corporate Diversity, Equity, and Inclusion (DE&I) initiatives. I have clients come to me all the time and ask for me to implement DE&I initiatives from big name companies like Apple or Google. Their logic is totally understandable. They are big, well established organizations that make tons of money year in and year out. They are great at what they do and so therefore, must also be great at DE&I as well.After all, if it works for them, it must work for us too, right??

My response to this is, maybe… and maybe not. 

Just because an organization is well established and runs well, does not necessarily indicate that they are good at diversity, equity, or inclusion. Furthermore, what their organization needs in terms of DE&I is not necessarily going to be the same as what your organization needs. I will say this until I am blue in the face, there is no one size fits all solution to DE&I. Here are the reasons why just copy and pasting DE&I initiatives from top companies isn’t a good idea:

1. The Need for Tailored Solutions: 

Each organization has its own unique culture, challenges, and workforce demographics that shape its DE&I needs. 

Effective DE&I initiatives are not one-size-fits-all. They require a deep understanding of the specific challenges and opportunities within each organization. This means taking the time to assess the current state of diversity, equity, and inclusion, listening to employees' needs and experiences, and co-creating solutions that are tailored to the unique context of the organization.

2. Solutions Will Miss Context:

Another key reason why copying DE&I initiatives isn’t advisable is that organizational contexts vary widely. What works for a tech giant in Silicon Valley may not be effective for a manufacturing company in the Midwest. Factors such as industry, company size, location, and organizational structure all play a role in shaping DE&I strategies.

3. You Will Only End Up With Surface-Level Solutions: 

Copying DE&I initiatives without understanding the underlying principles and context can lead to superficial, checkbox-style approaches that do little to address systemic issues or create lasting change. To truly drive progress in DE&I, organizations need to go beyond surface-level solutions and tackle root causes of inequity and exclusion.

You can do better.

While it may be tempting to take a shortcut and borrow DE&I initiatives from industry leaders, the reality is that true progress in diversity, equity, and inclusion requires a more nuanced and tailored approach. By taking the time to understand their own unique context and co-create solutions with their employees, organizations can drive meaningful change that reflects their values and priorities. Looking for support in DE&I? First of all, grab a copy of my book Beyond Comfort Zones The Real-Talk Approach To Diversity, Equity, And Inclusion to learn how to avoid the most common pitfalls of DE&I work and then contact me at allison@openheartinclusion.com. I would love to chat more about your companies approach to DEI& and see how I can best support you.