What to Look for in Companies Still Committed to DEI: How to Identify Genuine Efforts vs. Performative Ones

January 17, 2025•5 min read

In 2025, as DEI policies face increased scrutiny and legal shifts, many companies continue to claim a commitment to diversity, equity, and inclusion.

But how can job seekers and employees distinguish between genuine DEI efforts and performative gestures?

A company’s true commitment to DEI goes beyond mission statements and social media posts—it’s reflected in hiring practices, leadership representation, workplace policies, and long-term accountability.

This guide provides key indicators to help job seekers and employees evaluate a company’s DEI authenticity before accepting a role or staying with an employer.

1. DEI Transparency: Does the Company Provide Real Data?

A truly DEI-committed company doesn’t just talk about diversity—it proves it with data and accountability measures.

Signs of Genuine DEI Transparency

✅ Publishes Workforce Diversity Reports – Companies committed to DEI publicly share diversity metrics on leadership, hiring, and retention (McKinsey, 2025).

✅ Clear Goals & Progress Tracking – Look for firms that set measurable DEI targets and report on their progress annually.

✅ Pay Equity & Promotion Transparency – True DEI leaders disclose pay gap data and promotion trends by gender, race, and other demographics.

✅ Third-Party DEI Certifications & Audits – Some organizations undergo external DEI assessments from groups like Fair Pay Workplace, Disability:IN, or Bloomberg’s Gender-Equality Index.

🔎 Red Flags of Performative DEI:

🚫 No published diversity data or vague, non-quantifiable statements.

🚫 DEI reports that lack breakdowns by demographics or detailed progress metrics.

🚫 Only reports diversity in hiring but not in leadership, pay, or promotions.

2. Leadership Diversity: Who’s Making the Decisions?

A company’s leadership team should reflect the diversity it claims to support.

Signs of Genuine Leadership Diversity

✅ Diverse Executive Team & Board Members – Organizations truly invested in DEI ensure their C-suite, board, and senior leadership are diverse.

✅ Diverse Leadership Pipeline – Companies with long-term DEI goals actively promote underrepresented employees into leadership positions.

✅ Equity in Decision-Making – DEI-focused companies ensure that hiring, promotions, and company policies are shaped by diverse voices.

🔎 Red Flags of Performative DEI:

🚫 A diverse entry-level workforce but a homogenous leadership team.

🚫 Token hires—one or two diverse leaders but no structured pipeline to leadership roles.

🚫 No transparency on promotion rates or leadership diversity progress.

3. Inclusive Workplace Policies & Employee Support

A company committed to DEI ensures its policies support employees beyond hiring—in everyday workplace experiences.

Signs of a Truly Inclusive Workplace

✅ Equitable Parental Leave & Caregiving Benefits – Inclusive companies offer equal parental leave, caregiver benefits, and workplace flexibility.

✅ Pay Equity & Salary Transparency – A genuine DEI company ensures equal pay across gender and racial lines.

✅ Strong Anti-Discrimination & Harassment Policies – Companies should have clear, enforced policies to address bias and discrimination.

✅ Accommodations for Disabilities & Neurodiversity – DEI isn’t just about race and gender; true inclusion supports employees of all abilities.

🔎 Red Flags of Performative DEI:

🚫 DEI is only focused on hiring but lacks meaningful policies to support employees.

🚫 No clear policies on pay equity, harassment, or disability accommodations.

🚫 Workplace culture contradicts DEI claims—high turnover rates among marginalized employees.

4. Employee Resource Groups (ERGs) & DEI Initiatives

ERGs and grassroots DEI programs are strong indicators of an engaged, inclusive workplace.

Signs of Authentic ERG & DEI Investment

✅ Funded & Supported ERGs – Genuine DEI-focused companies provide resources, budget, and executive sponsorship for ERGs.

✅ DEI Training & Allyship Programs – Companies committed to DEI offer continuous training on unconscious bias, inclusive leadership, and allyship.

✅ Inclusive Holiday & Religious Observances – Respect for diverse cultural and religious celebrations is a marker of genuine inclusion.

🔎 Red Flags of Performative DEI:

🚫 ERGs exist but lack funding or executive involvement.

🚫 DEI training is one-time-only or not required for leadership.

🚫 Surface-level initiatives with no structural changes in workplace policies.

5. DEI Accountability: Does the Company Respond to DEI Challenges?

A company’s reaction to DEI-related controversies reveals whether its commitment is real or just PR-driven.

Signs of True DEI Accountability

✅ Acknowledges & Learns from DEI Failures – Instead of avoiding difficult conversations, inclusive companies publicly address DEI shortcomings and commit to improvements.

✅ Supports Social Impact Beyond the Workplace – Some companies advocate for DEI in industry partnerships, philanthropy, and supplier diversity.

✅ Consistent DEI Engagement, Even in Challenging Times – Organizations that continue to invest in DEI despite political or economic challenges demonstrate authenticity.

🔎 Red Flags of Performative DEI:

🚫 Drops DEI efforts when facing public criticism or political pressure.

🚫 Only discusses DEI after external backlash but makes no long-term changes.

🚫 Uses DEI primarily as a marketing tool without internal accountability.

Final Thoughts: How to Choose an Employer That Truly Values DEI

Finding a company that genuinely prioritizes DEI requires looking beyond statements and assessing real policies, leadership, and accountability measures.