By: Unstoppable Branding Agency

The business world is changing fast. Profitability isn’t just about efficiency or sharp marketing anymore. With Gen Z and Gen Alpha gaining influence as consumers and employees, long-term success increasingly depends on values. Specifically, values rooted in diversity, equity, inclusion, accessibility, and belonging — often abbreviated as DEIA&B. These principles used to be seen as nice-to-have. Today, they’re becoming non-negotiable.

Younger generations are sending a clear message. They expect companies to walk the talk when it comes to inclusion. And the companies that get it right often aren’t just more respected—they tend to be more profitable. Research suggests this: many diverse and inclusive organizations have been shown to outperform their peers.

DEIA&B: More Than Buzzwords

Let’s break it down:

Diversity means having a range of people from different backgrounds — race, gender, age, ability, sexual orientation, culture, and more.

Equity is about fairness. It’s making sure everyone has access to the same opportunities and actively addressing systemic barriers.

Inclusion is creating an environment where every person feels welcomed, respected, and valued.

Accessibility ensures that everyone, regardless of ability, can fully participate.

Belonging goes even further — it’s the emotional outcome when inclusion is done right. People feel safe to show up as themselves.

These aren’t just social ideals. They’re increasingly seen as business imperatives. Gen Z and Gen Alpha evaluate companies through this lens — whether they’re buying from them, working for them, or thinking about building careers in them.

Leading by Example: Eddie Bright Jr.

Eddie Bright Jr. doesn’t just understand this shift — he’s built a business around it. As Global CEO and Partner at ApTask and ApTask Global Workforce Solutions, he’s turned a staffing firm into a global powerhouse, with operations from New York to Hamburg to India. And he did it by embedding DEIA&B into the company’s DNA.

ApTask is a certified Minority Business Enterprise (MBE) and veteran-owned firm. That’s more than just a label — it reflects how the company operates. Under Eddie’s leadership, ApTask grew from $14 million to $72 million in revenue. His strategy? Bake inclusion into every part of the business, then help clients do the same.

“Research indicates that diverse and inclusive companies can be 35% to 42% more profitable,” Eddie says. “We aim to show our client partners how to create and benefit from that ROI.”

This isn’t just talk. ApTask has developed practical tools to back it up — customized upskilling programs, emotional intelligence training, and generational awareness initiatives. These tools are designed to empower diverse employees and help organizations cut turnover, retain talent, and build leadership from within.

The Power of an Inclusive Team

But Eddie doesn’t do it alone. He’s backed by an extraordinary team of changemakers who each bring unique strengths to the mission:

• Tracy Sharp, VP Enterprise Solutions
• Curtis Robinson, BIOPharma Practice Leader
• Craig Wilson, Veteran Careers Advocate
• Dr. Yvette Peguese, Neurodivergent/Disability Practice Leader
• Cheryl Walker Robertson, Chief Protocol Officer
• Yasin Cook and Al Jalil Harris, GenZ Practice Leaders
• Dr. Rohin Beach, Courageous Leadership
• Dr. Shawn Roberts, Chief Inclusion Officer

Together, they form a powerhouse of advocacy, innovation, and action, ensuring ApTask doesn’t just talk about change, but leads it.

Understanding the Next Generation

One of ApTask’s key advantages is its focus on the workforce of tomorrow. Its dedicated GenZ Delivery Team helps companies attract, hire, and retain talent aged 18 to 31 — the demographic now shaping the future of work. But it goes even further, actively supporting the hiring of neurodivergent professionals, people with disabilities, and veterans transitioning to civilian roles. For veterans, ApTask offers up to nine months of coaching post-placement — a level of support that’s uncommon in today’s job market.

This isn’t charity. It’s strategic. Companies that understand how to support diverse needs often retain talent, innovate faster, and connect better with the communities they serve.

Recognition That Matters

Eddie Bright Jr.’s leadership has earned national recognition. He was named a DE&I Influencer by Staffing Industry Analysts and received the Executive Member of the Year award from ITSMF. His background is as diverse as the people he advocates for — from serving in the U.S. Marine Corps to working in ministry to launching tech startups.

He brings that same values-first mindset to everything he does — inside and outside the boardroom.

Beyond Business: A Broader Mission

Eddie’s commitment to empowering people doesn’t stop with ApTask. In 2005, he founded Sports University Team IZOD, a basketball program aimed at equipping young Black men with life skills through sports. Alumni include NBA stars like Karl-Anthony Towns and Naz Reid, but the mission was never just about the game.

“It’s about helping these young men win at life, not just on the court,” Eddie says.

It all comes back to his core belief: value always comes before money. And that value is built on understanding people — clients, team members, and communities — on a deeper level.

“Know your clients better than they know themselves,” Eddie advises. “Be flexible. Understand how the competition is succeeding — and go further.”

Inclusion as Strategy, Not Slogan

Let’s be clear: inclusion isn’t a checkbox. It’s a potential growth strategy. For companies serious about the future, DEIA&B isn’t just a feel-good initiative — it’s emerging as a business advantage. Younger generations won’t settle for performative statements. They want action, representation, and accountability.

Leaders like Eddie Bright Jr. are showing one way that it can look. They’re demonstrating that inclusive companies don’t just survive — they can thrive.

The takeaway? If you’re a business leader today, you may have two choices: adapt or risk falling behind. The future is likely to favor companies that build cultures of belonging, and the time to start is now.

Published by Jeremy S.