TOP 100 MAGAZINE

Janet M. Stovall, CDE

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Janet M. Stovall, founder and principal of Pragmatic Diversity, is transforming the way businesses approach diversity, equity, and inclusion (DEI). A self-proclaimed “diversity pragmatist,” Janet helps organizations go beyond lofty ideals to implement real, measurable strategies that dismantle systemic inequity and link diversity to tangible business outcomes. Based in Atlanta, Georgia, Pragmatic Diversity ensures DEI becomes indispensable, sustainable, and impactful, even during times of economic downturn or social resistance.

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Janet’s expertise is built on decades of driving cultural change in large, complex organizations. One of the few Black C-level speechwriters in the Fortune 100, she is accustomed to breaking barriers and challenging norms. Her three TED talks, viewed by millions, challenge businesses to rethink traditional DEI approaches and take accountability for building inclusive, equitable workplaces. Janet doesn’t shy away from difficult conversations—she leans into them unapologetically with clarity and a bit of humor.

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An award-winning speechwriter, author, and global speaker, Janet has earned numerous accolades, including multiple Cicero Speechwriting Awards and recognition as a 2024 Outstanding DEIB Voice. Her book, The Conscious Communicator: The Fine Art of Not Saying Stupid Sh*t, is a practical guide for leaders navigating the complexities of inclusive communication. With equally impressive academic credentials, she holds an M.A. in professional studies in integrated marketing communications from Georgetown University, a B.A. in English from Davidson College, and graduate certificates in DEI from Cornell and Yale.

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At the core of Janet’s work is pragmatism. Janet believes subjective DEI Issues can be addressed through objective, results-driven frameworks. She works with leaders and teams to design actionable strategies that link DEI initiatives to measurable business metrics, and equipping organizations with tools to make the case for diversity, and unlock its full value.

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Janet’s firm, Pragmatic Diversity, founded in 2017, specializes in helping companies navigate systemic inequities through solutions grounded in accountability. “We focus on real problems, real numbers, and real consequences,” Janet says, ensuring DEI remains a core business priority, not a temporary trend.

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We spoke with Janet to learn more about diversity pragmatism and how it’s helping business grow.

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Janet, you’re a ‘diversity pragmatist’ known for your groundbreaking approach to DEI, heralded by business leaders everywhere. What does it mean to be a diversity pragmatist?

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When people discuss DEI, it’s often superficial and subjective, lacking actionable depth. As a diversity pragmatist, I focus on making the subjective objective. I believe diversity isn’t a problem to solve; diversity solves problems. Inclusion isn’t feeling valued; inclusion is being able to deliver value. And equity isn’t fair people; equity is fair systems.

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I don’t believe in diversity as just “the right thing to do,” but I challenge the conventional business case for DEI, which suggests diversity automatically equals success—it doesn’t. I champion the impact case, demonstrating diversity’s potential to deliver business-level profit and value by connecting it directly to measurable outcomes and goals.

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Companies exist for two primary reasons: to make money or save money. They operate on clear expectations and deliverables. This practical, results-oriented environment allows diversity to thrive—not as a moral imperative, but as a strategic asset. And it uniquely positions the business world to dismantle systemic inequity.

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It’s time to shift the conversation away from abstract ideals to understand, measure and leverage diversity’s tangible value. When we enable its objective impact, we unlock the true potential of diversity in the workplace.

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Your TED presentations have garnered millions of views, and you’ve helped some of the world’s most well-known companies realize the measurable value of DEI. What makes your approach so unique—and effective?

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We say we value diversity, but what does that really mean? My approach starts with a simple question: What are you solving for? Often, the response is something like, “better culture.” But why? Corporate America isn’t about “the right thing to do.”

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Companies often use vague terms like “belonging” or “feeling valued”—concepts you can’t measure or define. “Better” culture is an inclusive culture where people can contribute fully, allowing diversity to positively impact business goals. I design and deliver consulting engagements, operational models, training, and communication programs that make such cultures possible. I focus on defining and measuring inclusion to move from “bodies in the building” to “brains in the business.” I also speak extensively on this topic in keynotes.

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Think about inclusion as a continuum: at an exclusive company targeting a specific demographic, it looks nothing like it does at an organization embracing global social justice. The key is defining and communicating what inclusion looks like for your organization, then making people accountable for behavior that allows everyone to deliver value.  Inclusion is the actionable part of DEI. Without it, diversity initiatives are a waste of time and money, and equity is impossible.

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I focus on building resilient inclusion—or what I call InclusilienceTM—behaviors that sustain diversity by connecting it to business outcomes. When inclusion is definable and accountable it unlocks diversity’s potential to deliver tangible, measurable results.

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Can you share an example of how one of your clients benefitted from your work with them?

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The African American employee resource group (ERG) of a large pharmaceutical company approached me to conduct a workshop focused on increasing its relevance. How, they wondered, might they better contribute to the company’s bottom line?

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The company's drugs treat a disease that disproportionately affects Black women, a group this ERG was uniquely positioned to understand. Using a proprietary model, I helped them outline actionable strategies that leveraged their diversity to address this gap. My guidance was clear: Identify ways to connect with this demographic, implement those strategies, and measure the impact.

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The results were remarkable. Using the model, the ERG developed viable initiatives that engaged this underserved market, significantly expanding the company's reach, and generating significant new revenue. By tying its inherent diversity directly to measurable business outcomes, the group became a critical driver of success.

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This case shows how diversity can be a bottom-line business asset. When companies connect diversity to real outcomes, they unlock its potential to drive impact, innovation, and profit.

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Janet M. Stovall, CDE
Founder and Principal
Pragmatic Diversity
Website: https://www.pragmaticdiversity.com
LinkedIn: https://linkedin.com/in/janetmariestovall
Facebook: https://www.facebook.com/StovallSpeaks/
Instagram: https://www.instagram.com/diversitypragmatist/