I don’t know about you, but my mother often used the phrase, “Don’t throw the baby out with the bathwater,” which was a rather unfortunate way of saying don’t just throw everything out or give up and start over when attempting to improve, because in doing so you are very likely to dispose of both the good and the bad. I find that phrase coming to mind as I sit down to write this month’s editorial column.

In the past month there has been, shall we say, a bit of a backlash aimed at “diversity, equity and inclusion” programs nationwide. In his first days in office, President Trump signed an executive order rescinding DEI policies in the federal government, and calling on the private sector to do the same. He blamed DEI policies for major issues in the country and also directed changes in the language used in documents, on email signatures and more. As a result, corporations, colleges and many others have started to shut down programs, clubs and change language that even hints at the term “DEI.”

Even aside from the latest war on the term, DEI has been facing headwinds for a few years now. But talking specifically in terms of the security industry, it would seem counterintuitive to me to roll back initiatives designed to attract — and make feel welcome — a diverse and inclusive workforce, especially at a time when many companies are hurting for talent, which is something I have heard from everyone in the industry for years.

In terms of the security industry, it would seem counterintuitive to me to roll back initiatives designed to attract — and make feel welcome — a diverse and inclusive workforce, especially at a time when many companies are hurting for talent.

I tried to get some discussion going on LinkedIn about this when I posted the following:

“I’m possibly about to poke a hornets’ nest, but I am genuinely curious. The physical security industry has been facing a talent and technician shortage for years and has put money, programs and effort into attracting a more diverse workforce to help bring new faces into the industry. So what is your take on “DEI” now? Do you feel these programs have been helpful to your workplace when it comes to attracting — and keeping — talent? Or not? What do you plan to do going forward?"

Beyond one person commending me for asking the question out loud and another stating that “DEI is sound business practice; dropping it will come with huge hidden and not-so-hidden economic and social costs,” I did not get much response.

I don’t know if that is because companies are just starting to grapple with what to do — if anything — about their own DEI policies in light of the current climate, or because of the fast-paced nature of the news lately and moving quickly on to other thread.

But I am interested in hearing from the security community about this topic. Drop me a note and let me know whether you intend to change your policies, call them something different or keep on doing exactly what has been working for you. And whatever you decide, I urge you to keep that baby in mind and don’t throw out the good with the bad.