Policy & Practical Solutions to Structural Inequities
Stakeholders expect public sector and corporate leaders to contribute to the urgent goals of ending racism and dismantling structural inequities in all its forms across the U.S. Disparities in justice, health and the economy have all been laid bare because of the COVID-19 pandemic. In many ways, 2020 served as a wake-up call for governments and companies to reevaluate and reinvigorate their perspectives, policies and efforts in service of inclusion.
New focus on Equity in the U.S.
The Biden-Harris Administration has set a broad agenda for executive actions and Congressional legislation to address a range of structural inequities faced by communities of color, women and the LGBTQ+ community — historically and as a result of the disproportionate impact of the pandemic. Inside of the first 100 days of the Administration, we’ve seen the following actions:
- The President’s picks for cabinet posts have demonstrated a commitment to governing the country with a team more reflective of the country itself. Biden’s cabinet will contain more women and people of color than any other cabinet in U.S. history, with a composition that is 48 percent women and 52 percent people of color.
- On his first day in office, President Biden signed four executive actions on racial equity. One action directs the Department of Housing and Urban Development to address racially discriminatory federal housing policies. The other actions seek to end the Justice Department’s use of private prisons, recommit the federal government to Tribal sovereignty and tangible measures designed to combat discrimination against Asian Americans and Pacific Islanders.
- Biden extended existing federal nondiscrimination protections on the basis of gender identity or sexual orientation to LGBTQ+ people.
- On International Women’s Day, the President signed an executive order to establish a Gender Policy Council, reporting directly to him, while also requiring the participation of most cabinet secretaries.
Meanwhile, the House of Representatives passed the Equality Act to ban discrimination on the basis of sexual orientation or gender identity.
The U.S. is not alone in focusing on ending structural inequities as we rebuild post-pandemic. While Americans may face unique challenges relating to our multiracial and pluralistic society and legacy of slavery, the advancement of people of color, women and the LGBTQ+ communities are also on the global agenda.
Other considerations related to the creation of a more inclusive society are helping to shape the policy and regulatory environment. China enacted new rules aimed at clarifying gender equality laws and expanding women’s workplace protections. The U.K. is focused on exposing the pay gap through mandatory reporting and working to ensure men and women achieve pay equity. The EU has a Gender Equality Strategy to filter policies and solutions through a gender lens and large companies are required to report on the policies they implement in relation to environmental, social and governance (ESG) factors, including diversity on boards.
A key component of public policy solutions to end systemic inequities — and a hallmark of the Biden-Harris Administration’s approach — is economic empowerment and engaging with the business community. Of course, the private sector sees DE&I as a core focus. A new Fortune poll, for example, reveals that 94 percent of CEOs said DE&I is a “personal strategic priority goal.”
When, where and how companies can act on policy
It is clear that DE&I is a fundamental component of stakeholder capitalism and a driver as companies endeavor to deliver long-term and sustainable value for employees, customers, suppliers, the environment, and communities alongside shareholders. But the work to align with societal expectations and evolving DE&I strategies that impact daily operations is not easy. No company has cracked the code when it comes to creating a truly inclusive, diverse, and equitable ecosystem. Even, so there are common principles that can help guide the work. Here are a few principles to keep in mind:
- DEMONSTRATE HOW DE&I INFORMS STRATEGY. Show shareholders how your company is improving performance and innovation through your investments in DE&I, while driving better outcomes and impact for employees, customers, partners and communities.
- REINFORCE LEADERSHIP COMMITMENT TO DE&I. Commitments to and investments in DE&I are most respected when they come from the inside-out, are understood and supported at all levels of the organization and are upheld by leadership.
- SHOW EVIDENCE OF PROGRESS. Ideally, your company is embedding DE&I behaviors across the business, measuring impact over and above “people” metrics and in accordance with business outcomes — similar to how many companies have addressed environmental sustainability.
- DECIDE IF AND HOW YOU WILL DEMONSTRATE CORPORATE AWARENESS, ENGAGEMENT AND ACTIVISM. Determine how you will engage and communicate to employees about racial, gender and other equity issues. Plan for how and when to speak out externally, including when to deploy the CEO, Chief Diversity Officer or other senior executives.
- PLAN CAREFULLY FOR OBSERVANCES. Approach historical and societal milestones with empathy, consistency and understanding. These events should not be viewed as branding opportunities; avoid self-serving promotion or general statements. Instead, leverage these important moments as opportunities to underscore your ongoing commitments to creating a more inclusive society.
To read our full client advisory “Accelerating Progress for Structural Inequities,” please click here.
Edited by Emily Winston
Want to work with us? For inquiries, please reach out to Ellen DeMunter at Edemunter@powelltate.com
About Weber Shandwick Public Affairs
Our global public affairs expert counselors, spanning 25 countries & 36 cities, work with brands to navigate the convergence of government, business, technology and culture. We collaborate with corporate and marketing teams to assess and shape policy issues that drive sales and reputation.
We create impactful, data-driven, breakthrough campaigns that shape the debate, build advocacy and effect change on issues that matter most, from environmental stewardship to access to healthcare to human rights. We also bring political diversity to our work, with global experts coming from the highest levels of government, political campaigns, corporations, media, law firms, NGOs and regulatory agencies.
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Our Specialty Public Affairs Unit in Washington D.C. is also known as Powell Tate. For more information, visit: www.powelltate.com
