?? The DEI Debate: Should It Be a Standalone Function or Integrated Into HR?

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Diversity, Equity, and Inclusion (DEI) has been a major focus in the corporate world for years, with many companies creating entire departments dedicated to driving DEI initiatives. But with recent political shifts—like Trump rolling back federal DEI policies—businesses are being forced to re-evaluate how they handle diversity efforts. Some companies are scaling back, while others are doubling down on their commitment to inclusion.

I’ve always believed that DEI is important—but the idea of having it as a standalone department never quite made sense to me. From my experience, I’ve seen DEI directors with little to no real influence on company decisions. In many cases, internal comms managers had more power than DEI leaders did. That made me question: What’s the point of having a separate DEI department if it doesn’t actually hold weight in decision-making? ??

I’ve spoken with many DEI professionals, particularly those at the Director level, and the reality is most of them weren’t involved in major hiring or promotion decisions. They weren’t influencing company culture in a way that truly mattered. Some weren’t even considered key decision-makers in leadership meetings. If DEI leaders don’t have a seat at the table, then why is DEI treated as a separate department? Wouldn’t it make more sense for it to be rolled into HR or Internal Communications, where it could have more direct impact?

? Why Integrating DEI into HR & Internal Comms Makes Sense

There are real advantages to making DEI part of existing business structures rather than keeping it as a separate function. ?? Better Decision-Making: By making DEI part of HR & Comms, companies can ensure that diversity efforts actually influence hiring, promotions, and company culture. ?? More Efficient Use of Resources: Instead of having multiple departments doing similar work, rolling DEI into HR can cut costs while keeping diversity efforts strong. ?? More Accountability: When DEI is part of HR, companies can track diversity metrics more effectively ?? and actually hold leadership accountable for progress. ?? Stronger Communication: Internal Comms teams already focus on shaping company culture—so adding DEI to their function would help embed inclusivity into everyday conversations.

?? The Other Side: Why Some Say DEI Needs to Stay Separate

Of course, not everyone agrees with this approach. Many DEI advocates argue that: ?? Without a dedicated DEI team, diversity efforts might get ignored as HR teams focus on broader business needs. ?? Rolling DEI into HR could make it “just another HR function,” reducing its visibility and impact. ?? A separate DEI team allows for more advocacy and focus on underrepresented groups that might otherwise be overlooked. These are valid points, and I respect them. But from what I’ve seen, DEI leaders often lack real power in organizations even when they are separate—so the question remains: Does having a separate DEI function actually drive more change, or does it just create another layer of bureaucracy? ??♀?

?? DEI and Business Success: The Numbers Don’t Lie

Whether DEI remains separate or gets integrated, one thing is clear: Diverse teams perform better ??. ?? Boston Consulting Group found that companies with above-average diversity in leadership saw higher innovation revenues ??. ?? Studies show that more diverse companies make better business decisions—meaning this isn’t just about morality, it’s about profitability ?? too. That’s why I fully support DEI as a function—but not as a separate department. If companies truly care about DEI, they should embed it where real decisions are made.

?? What’s Next for DEI?

With Trump rolling back federal DEI programs, some companies are rethinking their approach. Many will likely scale back, while others will double down ??. From my perspective: ? DEI should be a business function, not a separate role. ? HR & Internal Comms should own diversity efforts, making them part of everyday decision-making. ? DEI should have clear goals & accountability, not just be a corporate buzzword.

?? What Do You Think?

?? Should DEI remain a separate department, or should it be integrated into HR & Comms? Drop your thoughts below! ????