Here’s a new initiative around creating a modern-day workplace.
Instead of framing DE&I around diversity, equity and inclusion, an initiative that has too often been reduced to a single dimension (race) rather than its broader purpose, let’s view it through a different acronym: Culture, economics and values.
Simply put: Do the values of a company and the culture they help create lead to a more engaged workforce and a healthier bottom line?
The idea stems out of a panel discussion at the recent Trailblazer awards, during which the N.J. State Chamber and the African American Chamber honored eight companies and organizations that embrace this concept. (AC Electric, Capital Health, Citizens Bank, Gibbons, NJCPA, OceanFirst Bank, SJI and Withum all were recognized for their commitment to DEI.)
A panel of representatives from five of those companies brought thoughtful insights throughout a 40-minute discussion.
Here is a paraphrased collection of just some of their thoughts:
Jaclyn Cantler (Atlantic City Electric): She described her company as a family — one that accepts and appreciates everyone. From her first day as an intern, she felt welcomed and valued, even as a woman in a male-dominated sector. Today, she sponsors an employee group that supports people with disabilities and their caretakers, demonstrating that DE&I is not just about race. At AC Electric, Cantler said, inclusion isn’t a program; it’s part of the company’s DNA.
Rob Johnson (Gibbons): He explained how federal executive orders tied to supply diversity programs have created risks for companies, turning even simple diversity statements into potential liabilities. But he argued that the strongest case for DE&I is economic: Billions in contracts continue to bypass minority-owned firms. Johnson admitted the legal profession itself has failed to diversify as quickly and inappropriately as it should have — and he saluted the chambers of commerce for doing their part by reframing DE&I as a measure of economic fairness.
Dr. Pamela Pruitt (Capital Health): She reminded the audience not to forget history, and stressed that in health care, DE&I is about equity — serving everyone, inside and outside the hospital. She warned against superficial efforts, insisting that true inclusion comes from values and belonging. Pruitt cut through the noise: If you’re at a place where you don’t belong, you might as well just go home, she said.
Bill Bradshaw (Withum): He shifted the focus to systems. He described how his firm moved from statements to embedding inclusion into recruitment, advancement, workplace policies and community engagement. A veteran of many top companies, he argued that diversity is not just good for business — it is the business.
Don Meyer (NJCPA): He underscored the urgency of diversifying his industry. Blacks make up only 1-2% of CPAs, a figure unchanged for decades. Other underserved groups remain equally underrepresented. And from the you-have-to-see-it-to-be-it concept, he noted students from undeserved communities (read: potential CPAs) have never met a CPA from their community. This makes recruitment and retainment difficult.
The panel collectively offered some key points:
- The makeup of your C-Suite and/or Board says more about your policies than your policies;
- Employee resource groups must include allies, not just members of the demographic group.
- Leaders/supervisors at all levels of an organization must talk directly to employees and communities, listen to their voices and invite everyone in.
- Simply hiring a diverse workforce is not enough; if they do not feel welcome, they will not stay. If they do feel welcome, others from their community will join them.
It’s all part of a new framing: DE&I is not about race and hiring quotas (those who know, know it never has been) — it’s a representation of the culture, values and economics of your company.
