Apple announced yesterday that its shareholders rejected a proposal to retreat from DEI initiatives.
Tim Cook then added, “We will continue to create a culture of belonging.”
Both of these things can coexist, but each must play a distinct role with belonging as the primary objective.
DEI is one of several means to achieve belonging—it should measure, not drive, decisions. When used correctly, it can strengthen culture and improve business performance.
Prioritizing DEI over other key hiring criteria can mean recruiting or keeping talent that may not be the best fit for the organization, ultimately — and ironically — undermining belonging.
Belonging in the workplace is a two-way street—a symbiotic relationship. There has to be a fit between the organization and the individual.
When DEI measures override other personnel considerations like skills and values, belonging bares the brunt.
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