The DEI Backlash

Why DEI? Because People Are Complex

When we think of diversity, it’s not just about race, gender, or ethnicity. It’s about age, socioeconomic background, neurodiversity, abilities, sexual orientation, and yes—ageism. (Let’s unpack that one in a bit.) True inclusion means recognizing that everyone’s lived experience brings value, even if it doesn’t fit neatly into a marketing slogan or PowerPoint slide.

Imagine this: A company builds a sleek, groundbreaking product but realizes halfway through launch that its senior user base finds it unintuitive. Why? No one thought to include older voices in the product design process. DEI in this case isn’t just a “nice to have”—it’s a business imperative. Ageism isn’t just an HR issue; it’s a missed opportunity to innovate and serve diverse market needs.

Ageism: The Quiet Culprit

We talk about glass ceilings and representation, but when was the last time your workplace actively addressed ageism? Too often, companies overlook the vast experience and insights that older employees bring to the table. Think about it: An employee who’s seen industry trends cycle over decades likely has foresight that’s priceless. Dismissing them as "outdated" isn't just disrespectful—it’s self-sabotaging. Now of course if you have a system that allows for continuous learning and see your employee as not keeping up to trend - that's another conversation ??.

On the flip side, younger employees face their own struggles. They're often boxed into “entry-level” roles with limited opportunities for leadership or creativity. A truly equitable organization ensures that every employee, no matter their age, feels valued, supported, and heard.

DEI and the Employee Experience

The link between DEI and employee experience is undeniable. People want to work where they feel safe to be themselves. It’s that simple. Policies matter here—whether it's offering inclusive parental leave, building accessible office spaces, having hub events that are inclusive across departments, or crafting mentorship programs that cross generational and cultural lines.

A culture of inclusion builds loyalty, fosters innovation, and reduces turnover. Employees who feel seen and respected show up differently—they’re engaged, invested, and more likely to contribute beyond their job description.

I said Loyalty - Not Self Abuse!

DEI in Market Functions: Building Products for Everyone

By incorporating cultural literacy into your product development, you’re not just creating something that works—you’re creating something that speaks to people. And this leads to better customer satisfaction, loyalty, and ultimately, greater market success.

In the end, the more culturally literate your team is, the better your ability to build products that feel relevant and tailored to the lives of those using them. And that, in turn, makes your product more appealing, more accessible, and—crucially—more impactful across different communities.

Policies Matter, but Culture Is the Secret Sauce

Policy is the backbone of DEI, but culture is its heart. You can mandate unconscious bias training, but if employees don’t feel empowered to challenge biases in real time, it’s just another corporate box to tick. Culture is built in everyday actions—how meetings are run, how promotions are decided, and how mistakes are handled.

Take storytelling as an example. Creating spaces where employees share their unique perspectives and struggles fosters empathy. It’s harder to dismiss someone’s experience when they’ve shared it directly with you.

The DEI Backlash: Why the Frustration Is Valid

Now, for the skeptics still reading: You’re not wrong to feel a bit jaded. DEI initiatives often get boiled down to virtue signaling. Quotas, awkward panels, and glossy marketing campaigns can feel hollow. But that’s not what true DEI is about.

It’s about rethinking systems—breaking down barriers, building bridges, and creating structures that are fairer, smarter, and more inclusive. It’s not just a social mission; it’s an operational upgrade.

Let’s Reimagine DEI Together

DEI isn’t a threat to tradition—it’s an opportunity to evolve. Whether it’s addressing ageism, improving policies, or designing products with empathy, the ultimate goal is simple: to create environments where everyone thrives.

So, the next time someone brings up DEI, resist the eye roll. Instead, ask yourself: What kind of workplace—and world—am I building?

Stay tuned as I unbox more on this topic.