How a Values-Based Approach Advances DEI

Introduction

Many business leaders understand that diversity, equity, and inclusion are essential for their organizations. Yet, some DEI efforts fall short of their desired results. While well-intentioned, these efforts can be limited in scope, lack clear direction, and need more integration into an organization’s culture. This disconnect can leave leaders weary and uncertain while their organizations fail to address systemic inequities effectively.

Traditional approaches to DEI, such as diversity training and grievance systems, focus primarily on compliance and mitigating bias. While these efforts are essential, they sometimes lack the transformative potential needed to embed DEI ​​fully into an organization. To address this gap, the authors propose the Values/Principles Model, a framework that moves beyond single, discrete interventions. The model prioritizes four values – representation, participation, application, and appreciation – paired with seven guiding principles. It aims to provide a pathway for achieving meaningful and sustainable DEI integration.

Anselm Beach, the Deputy Assistant Secretary for Equity and Inclusion at the U.S. Department of Commerce, and Albert H. Segars, the PNC Distinguished Professor of Strategy and Entrepreneurship at the University of North Carolina at Chapel Hill’s Kenan-Flagler Business School, authored this article.

Methods and Findings

This multi-year field study tracked at 17 organizations recognized for their DEI effectiveness by Glassdoor, Forbes, and Fortune informed the Values/Principles Model (VPM). These organizations were selected for their innovative and impactful DEI initiatives, as identified by their leadership in fostering equitable and inclusive workplaces.

Through interviews with 55 executives, 33 middle managers, and 73 team members, the authors identified the model’s core values – representation, participation, application, and appreciation – along with seven guiding principles that enable the realization of these values. These principles include:

• building a moral case for DEI;
  
• encouraging willful interrogation of inequities;
  
• developing new mental models;
  
• adopting entrepreneurial leadership;
  
• ensuring accountability;
  
• being ambitious in DEI efforts; and
  
• expanding the boundary to include external knowledge and collaboration.

The findings were validated by surveys of 350 employees and additional feedback from general managers across 113 Fortune 250 companies. The research revealed a clear link between adherence to the VPM values and improved workplace satisfaction — a key metric for assessing organizational health.

Findings

Their findings demonstrated that achieving all four values simultaneously led to the highest employee satisfaction and engagement. Organizations that focused disproportionately on one value at the expense of the others saw diminished outcomes. For example, efforts to increase representation without fostering genuine participation or appreciation often led to superficial changes that failed to create meaningful inclusion. On the other hand, organizations that integrated all four values experienced deeper cultural alignment and operational effectiveness.

Examples: VPM Values in Action

Companies like Disney and Google underscored the transformative potential of the model. Disney’s inclusive brainstorming processes empowered diverse voices and resulted in improved accessibility for park guests with disabilities. Disney Imagineers used informal gatherings like poster sessions, museum tours, and park visits to discuss ideas, encouraging open collaboration and ensuring every participant, regardless of their role, had the opportunity to share input and contribute creatively. Similarly, Google’s commitment to inclusive design in machine learning engendered empathy and cultural responsiveness, setting a new standard for how technology serves global communities. Google’s inclusive design in machine learning involves training algorithms to recognize diverse features, such as skin tones, body types, and cultural attire, ensuring their tools and platforms accurately represent and serve users from all backgrounds.

In addition, the Mayo Clinic improved healthcare delivery in underserved communities by engaging directly with patients in familiar settings and using digital platforms for better communication. Marvel Comics demonstrated how thoughtful representation can transform storytelling, creating new opportunities by introducing diverse characters with rich backstories.

Conclusions

The Values/Principles Model offers a roadmap for organizations seeking to advance DEI in a meaningful and sustainable way. By simultaneously focusing on representation, participation, application, and appreciation, the model ensures that DEI efforts go beyond surface-level gestures and become integral to organizational identity and success. Its guiding principles provide the tools for leaders to reimagine and rebuild systems, enabling equitable practices and fostering an inclusive culture.

Sustainable change requires lasting dedication, fresh ideas, and a shared effort across the company. Therefore, organizations that use the Values/Principles Model can tap into their team’s full abilities, spark greater creativity, and help build a fairer society. By choosing this model, businesses set themselves apart in DEI and create workplaces where everyone can succeed.