By Marlene McTigue
Capital Region Independent Media
In the Capital District, Diversity, Equity and Inclusion (DEI) initiatives remain a priority for many organizations, even as some companies nationwide walk back such programs in response to shifting political and economic pressures.
While the national conversation around DEI has grown increasingly polarized, many local business leaders emphasize that fostering inclusivity is both a moral imperative and a strategic necessity for economic growth.
For some companies and organizations in the region, DEI is not just about representation—it’s about ensuring that all individuals, regardless of background, have access to opportunities that lead to meaningful employment and economic mobility.
A BUSINESS-DRIVEN APPROACH TO DEI
Mark Eagan, president and CEO of the Capital Region Chamber of Commerce and the Center for Economic Growth, has spent nearly four decades in economic development. Throughout his career, he has seen firsthand how inclusive communities create thriving economies, and he believes DEI is an essential component of long-term regional prosperity.
“For us, DEI isn’t just about race or gender—it’s about making sure that everyone, whether they have a GED or a Ph.D., sees a path forward here,” Eagan said. “If we don’t become a more welcoming, inclusive community, people will choose not to move here. That impacts our workforce, our businesses, and our region’s economic future.”
Eagan emphasized that while many companies embraced DEI efforts following the 2020 protests over George Floyd’s murder, the Capital Region Chamber had already been engaged in DEI work for years. Their efforts stemmed from a strategic analysis of demographic trends that highlighted how communities must adapt to increasing diversity or risk stagnation.
“When we looked at the data, it was clear that by 2050—and possibly even sooner—the U.S. wouldn’t have a single ethnic or cultural majority,” he said. “That shift isn’t just something happening somewhere else. It’s happening here. Communities that embrace diversity will grow. Those that don’t will get left behind.”
Eagan pointed to the decline of once-thriving manufacturing towns in the Mohawk Valley and the Southern Tier as a cautionary tale. Many of those communities assumed that prosperity would continue indefinitely, but when industries moved south or overseas, they failed to adapt.
“Our challenge as a business community is to learn from the past,” he said. “The best way to ensure economic growth isn’t just through bricks and mortar—it’s through people. And that means making sure everyone has access to opportunities, from immigrants and refugees to rural families who’ve been here for generations but feel disconnected from economic progress.”
HOW DEI WORKS IN PRACTICE
For some businesses, DEI may seem like an abstract concept. But for Price Chopper/Market 32 it’s deeply integrated into their hiring practices, workforce development strategies, and community outreach efforts.
Yvonne Clark Rogers is director of Diversity, Equity, Inclusion, and Talent for Northeast Shared Service (NSS). NSS supports operating companies of Price Chopper/Market 32 and Tops Markets. Rogers oversees DEI initiatives that impact thousands of employees across six states. She sees DEI as a way to better serve customers while also strengthening the company’s workforce.
“We want to reflect the communities we serve,” Rogers said. “That changes based on geography. What works in the Capital District may look different in Vermont or Western New York, but our goal remains the same: to be welcoming and inclusive.”
A prime example of this is Price Chopper/Market 32’s work with employees with disabilities. The company partners with organizations like Easter Seals, Access VR, Wildwood Programs, and the National Association for the Blind to create meaningful employment opportunities for individuals with diverse abilities.
“Our stores that have embraced these partnerships have built truly inclusive environments,” Rogers explained. “These employees become part of the family. They contribute, they thrive, and they help shape a culture where everyone feels valued.”
One of the most visible examples of this success is Katie, a longtime Market 32 employee in Wilton. Her story has been highlighted by New York state agencies as a model for inclusive employment.
“She’s been with us for years and is an absolute star,” Rogers said. “It’s employees like Katie who show why this work matters—not just for the individuals themselves, but for their colleagues, their managers, and the communities they serve.”
A NATIONAL BACKLASH—AND LOCAL RESILIENCE
Despite the benefits of DEI programs, some companies are now retreating from their commitments due to political and legal challenges. Recent executive orders and lawsuits have placed restrictions on certain DEI-related training and initiatives, particularly for businesses that receive federal funding.
Rogers acknowledges these challenges but remains steadfast in her company’s commitment.
“Diversity, equity and inclusion are under heavy scrutiny,” she said. “The terms have been politicized and weaponized, but that doesn’t change the fundamental truth: inclusive companies perform better.”
According to McKinsey & Company, which holds authority in business consulting due to its long-standing reputation, elite clientele, and deep influence on corporate and government decision-making, she is right. Their studies show that businesses with diverse leadership teams are more profitable and indicate that companies in the top quartile for gender diversity on executive teams are 25% more likely to have above-average profitability. Similarly, firms with high ethnic diversity show a 27% financial advantage over others.
Eagan agrees that DEI terminology has become a political flashpoint. However, he believes that businesses can adapt by shifting the language while keeping the core mission intact.
“We don’t care what you call it,” he said. “Call it inclusion, call it opportunity—what matters is that we’re building a community where people want to live and work.”
He also emphasized that DEI is not about taking opportunities away from anyone.
“There’s this misconception that equity means giving one group something at the expense of another,” he said. “That’s not the case. It’s about making sure everyone has the support they need to succeed. If we grow the economic pie, everyone benefits.”
THE FUTURE OF DEI IN THE CAPITAL REGION
Despite the national backlash, DEI efforts in the Capital District are moving forward. The Capital Region Chamber plans to host another Diversity Summit this year, bringing together businesses, nonprofit leaders, and policymakers to share best practices and explore solutions for creating more inclusive workplaces.
Meanwhile, companies like Barclay Damon LLP and NYSERDA continue to lead by example.
Barclay Damon LLP integrates DEI into its strategic planning, offering firm-wide training and supporting employee affinity networks. NYSERDA has developed a comprehensive DEI Strategic Plan, formed a DEI Council, and is actively working to build a workforce that reflects the diversity of the communities it serves.
For Eagan and Rogers, the path forward is clear: stay the course.
“You can’t roll back on who you are,” Rogers said. “If diversity and inclusion are core to your values, you don’t abandon them because of external pressure. You adapt, you refine, and you keep moving forward.”
Eagan agreed, stressing that while the terminology might evolve, the mission remains unchanged.
“At the end of the day, this is about economic opportunity and ensuring that the Capital Region remains competitive,” he said. “The communities that embrace inclusivity will thrive. Those that don’t will struggle. It’s really that simple.”
