Recently, many U.S. companies have started rolling back their Diversity, Equity, and Inclusion (DEI) initiatives in response to political and legal pressures. High-profile corporations like Target and Walmart have scaled back their DEI strategies, reflecting a broader shift in the business landscape. While some view this as a necessary course correction, others see it as a step backward. Regardless of where the debate lands, one thing is clear—at Elisen, inclusion has never been about following trends or ticking boxes. It has always been embedded in how we work.
A Culture of Inclusion from Day One
For over two decades, Elisen has been quietly fostering an inclusive workplace. Unlike some corporations that built DEI frameworks in response to external pressures, our commitment to diversity was never about policies or quotas—it was about finding the best talent and creating an environment where people from all backgrounds feel valued.
We recruit top aerospace and engineering talent from North America, Latin America, Europe, Africa, and Asia, not because of an external directive, but because we know talent lives in all corners of the globe. Our employees bring unique perspectives that enhance problem-solving and push us forward. That’s why, from the start, we focused on retention just as much as recruitment. A high-performing company doesn’t just attract top talent—it ensures that talent stays and thrives.
This means fostering a workplace that respects and includes individuals of all faiths, ethnicities, genders, and sexual orientations. We have always prioritized a culture where open communication is encouraged, ensuring that every employee has a voice. This not only enhances collaboration but also allows leadership to recognize and address any concerns related to exclusion or mistreatment.
Flat Hierarchy, Open Communication, and Meritocracy
At Elisen, we operate with a relatively flat organizational structure. We actively discourage hierarchical barriers between leadership and employees, encouraging direct dialogue. It’s not just a management style—it’s how we ensure that inclusion isn’t just theoretical, but something employees experience daily. When people feel heard, they’re more engaged, and when they’re engaged, they perform at their best.
Some may argue that diversity efforts and meritocracy are at odds with one another. We strongly disagree. Elisen has always recruited based on skills and attitude. We hire people who bring technical expertise, problem-solving abilities, and a strong work ethic. The result? A team that is both high-performing and incredibly diverse. These two concepts are not mutually exclusive; in fact, they complement each other. A truly meritocratic workplace is one where everyone, regardless of background, has an equal opportunity to succeed.
Working with Like-Minded Partners
We’ve had the privilege of working closely with partners who share our values. Take our close partner CAE, for example, a company that actively champions female leadership and fosters an inclusive workplace. Their commitment to diversity aligns with ours—not as a corporate obligation, but as a business advantage. Inclusion isn’t just about fairness; it’s about building stronger, more innovative teams that push industries forward.
Inclusion as a Competitive Advantage
As some companies pull back from DEI, we remain firm in our belief that inclusivity isn’t a political statement—it’s simply good business. A workforce that feels respected and valued is more engaged, more innovative, and more likely to stay. In an industry as complex and competitive as aerospace, companies that cultivate diverse talent will have the advantage.
Elisen never needed a DEI playbook. Inclusion has been part of our DNA from the start. We will continue to recruit, retain, and empower the best talent—wherever they come from—because that’s how we build the future of aerospace.
