“Things get hard when they’re working, but that doesn’t mean we let up,” said Loren Hudson, senior vice president and chief diversity officer of Comcast Cable. “Right now is our time to remain committed to supporting our teammates and communities because we have all learned that DEI is a key part of how we win talent, business space, and how we make an impact in the communities where we live and work.” 

DEI initiatives across the country are being politically scrutinized, resulting in bans and rollbacks in colleges and companies. Yet in the midst of it all, Hudson remains steadfast in her stance in supporting DEI.

In a fireside chat at From Day One’s February virtual conference, with Sharon Epperson, senior personal finance correspondent at CNBC, NBCUniversal, Hudson discussed the current world of DEI and how companies can maintain their progress in driving change.

Placing DEI at the Core

A CNBC survey found that nearly 80% of survey respondents wanted to work for a company that valued DEI issues, showing the importance of DEI to employees and job seekers alike.

DEI initiatives extend far beyond just the workplace, Hudson said. “[DEI] touches so many aspects of our lives, from personal to professional, to our business to our community,” Hudson said. “At the heart of what is important, DEI practices, initiatives, mindset and focus are good for the business, people leadership, employee experience, and community activism.”

Leaders can often assess the success of DEI initiatives and programs against business value and employee experience, Hudson says. However, leaders who lead DEI initiatives with intentionality can be more fruitful in the long term.

“When I look at businesses who are focusing intentionally on this space, their most senior leaders have said, “This is important to us as leaders, as a business and as a community partner,” Hudson said. “Many organizations that can say that they were successful in this space are because it connects back to what the organization stands for.”

Driving Equity Beyond the Workplace

During the pandemic, Hudson realized there was a sudden need for internet access by community members who traditionally did not have regular access.

As a leader of a telecommunications company, Hudson knew her role was more than just driving change and equity in the workplace, it also meant driving change in the communities they served.

By partnering with community organizations, Hudson and her team at Comcast were able to provide free Wi-Fi centers and resources for the communities. “We provided broadband while other partners provided the site and lunch or breakfast,” Hudson said.

The success of these sites wouldn’t have come together if community members hadn’t raised their concerns, Hudson says.

“Without partners telling us what the people are whispering or loudly saying, we wouldn't necessarily know all of the things we may know,” Hudson said. “So, talking to partners who are closest to the community members is key because they provide us perspective and provide insights to what their community or their members are saying.”

Embracing Outside Perspectives

By encouraging a growth mindset for employees, leaders can help cultivate a more inclusive work environment. This can aid the progress of DEI as team members are more committed to learning and growing. To help foster a growth mindset in teams, Hudson recommends actively looking for outside perspectives.

“I bring other CEOs and their teams in, and we share what we’re doing, what keeps us up at night, and what’s going well. We can play off each other and do joint things to have greater impact, and that’s important across whatever line of business we’re doing,” Hudson said. “It’s creating this space for new fresh perspectives by inviting people from different backgrounds to come in and share those perspectives. That’s how we learn and grow and innovate.”

Wanly Chen is a writer and poet based in New York City.