DEI&B Business Considerations
WHY DUE DILIGENCE MATTERS FOR INVESTMENTS & PARTNERSHIPS
REPUTATIONAL RISK
A January 2021 study by McKinsey & Company found that “The business case for increasing diversity and inclusion is indisputable.” For due diligence of potential investments as part of a syndicate or portfolio company, this means reviewing media and legal records with a DEI&B lens. Consumer reviews alleging discrimination and litigation findings pertaining to unfair hiring practices warrant immediate client notification. Identifying subjects with poor DEI&B track records prior to closing a deal or extending an offer of employment can prevent future costly discrimination claims and public outrage.
REGULATORY RISK
A March 2021 speech by UK’s FCA CEO Nikhil Rathi, announced the regulator’s intent to hold firms accountable for diversity improvements at senior levels. It behooves companies to stay ahead of this regulatory transformation. Identifying upcoming regulatory issues early on reduces a company’s chance of attracting negative regulatory attention while gaining an opportunity to positively differentiate from competitors’ failure to adapt.
BUSINESS CONTINUITY RISK
Failure to comprehensively vet corporate leadership from a DEI&B perspective can result in a C-Suite void whose effects ripple throughout the organization. Consider last month’s resignation of Time’s UP CEO Tina Tchen following the revelation of ties to the sexual harassment scandal of former New York Governor Andrew Coumo. In an August 2020 HRDIVE article, Ramcess Jean-Louis, global head of diversity and inclusion at Verizon Media, emphasized that “It would be counterproductive to have a succession plan without a D&I focus.”
THIRD PARTY RISK
With so many corporations reliant on outside partnerships, DEI considerations must extend to third-party relationships. Evaluating the risk of third parties safeguards a company’s reputation and profitability against irreparable damage. Having a thorough understanding of a company’s vendors, partners, and clients, has gone from being a compliance suggestion to a necessity.
EMPLOYEE SATISFACTION
The June 2020 resignation of Adidas’ global head of human resources, Karen Parkin, following employee calls for her resignation over dissatisfaction with the company’s approach to addressing workplace racial grievances, is indicative of employer’s support for staff concerns regarding DEI issues. The importance of positive employee feedback is underscored by the hiring challenges across a variety of industries. Similarly, as millennials and Gen Z climb corporate ladders, they look to work for and lead organizations committed to diversity, equity, and inclusion.
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Learn how and when to bring in the DEI Questions during the DDQ process.
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Download the DDQ Toolkit.
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