More Than a Seat at the Table: Redefining DEI from the Inside Out

I’ve lost count of how many times I’ve been the only Black person in a room. The only one carrying the weight of representing “diversity.” The only one who felt the pressure to make sure the conversation about inclusion didn’t die in the silence of awkward glances and polite nods. Time and again, I’ve found myself in spaces where Diversity, Equity, and Inclusion (DEI) discussions felt like a box-checking exercise—a way for organizations to say, “We care,” without actually doing the work.

In those moments, I wasn’t seen as a collaborator or even an individual with my unique voice and perspective. I became a symbol, an unspoken spokesperson for “diversity,” expected to validate initiatives barely scratching the surface. And often, the focus of those discussions was painfully narrow, as if DEI was only about race—and even then, only about Black and white. Clearly, these organizations didn’t understand or perhaps didn’t want to understand, the layers and intersections that make DEI the complex and transformative work it should be.

This experience isn’t unique to me. It’s a reality for so many people who have been thrust into the “diversity representative” role in workplaces, classrooms, and leadership teams that fail to recognize the true meaning of inclusion. Through my academic journey in organizational communication, I’ve gained the tools to name and analyze these systemic failures. But my lived experiences drive home the reality: DEI, when done right, is not just an initiative or a job title. It’s a fundamental shift in how organizations operate, who they value, and whose voices they prioritize.

Unfortunately, many organizations approach DEI with a limited understanding and an even more limited commitment. They launch performative campaigns, hire a “Chief Diversity Officer,” or create a task force, hoping these symbolic gestures will absolve them of the responsibility to engage in real change. But these efforts often remain superficial. They don’t address the structural inequities in hiring practices, leadership pipelines, pay scales, and workplace cultures.

And here’s the thing: DEI is not a side project. It’s not something you can roll out for a PR boost and quietly dissolve when it becomes inconvenient or when economic pressures arise. It’s not about hiring one or two people from underrepresented groups and assuming the work is done. DEI is about power. It’s about dismantling the systems and policies perpetuating inequity and replacing them with structures ensuring fairness, justice, and opportunity for all.

When DEI is approached as an add-on, it inevitably fails to create meaningful change. I’ve seen it happen in rooms where well-meaning individuals tried to push for equity but were met with resistance, silence, or outright dismissal. Organizations claim to value diversity while upholding policies that reinforce exclusion. And I’ve watched as DEI roles and initiatives are rolled back, framed as “no longer necessary,” as if equity is a trend that has run its course.

The rollback of DEI initiatives sends a clear message: many organizations were never serious about this work in the first place. They were never willing to examine their complicity in systems of inequity or confront the hard truths about their practices. They were committed to the illusion of progress, not its reality. And now, as the spotlight fades, they’re letting the mask slip.

But let me be clear: rolling back performative DEI initiatives doesn’t undo the harm caused by systemic inequities. It doesn’t change the fact that marginalized communities are still disproportionately excluded from opportunities, underpaid, and undervalued. It doesn’t address the deep-rooted biases in leadership structures or policies perpetuating disparities. In fact, these rollbacks reinforce the idea that DEI was never genuinely integrated into the organization’s DNA—it was always disposable.

DEI is about more than just representation. It’s about creating environments where everyone can thrive—where people are paid their worth, treated with respect, and given equitable opportunities to succeed. It’s in how you recruit, how you develop talent, how you spend, how you promote, and how you support employees at every level. It’s in whose voices you center, whose harm you prioritize addressing, and how you measure success. DEI isn’t a moment; it’s a movement. And movements require commitment, resilience, and accountability.

When I reflect on my experiences as the “only one in the room,” I’m reminded of the burden this places on individuals from marginalized communities. Being the lone representative of diversity is isolating and exhausting, and it highlights how far we still have to go. True inclusion means no one is made to carry that weight alone. It means creating spaces where everyone feels seen, heard, and valued—not as tokens but as individuals with unique perspectives and contributions.

Organizations that genuinely understand DEI embed it into their policies, practices, and culture. They don’t just talk about equity—they live it. They recognize that this work is uncomfortable and messy but also necessary. They understand that DEI isn’t about optics; it’s about outcomes. And they are willing to hold themselves accountable, even when it’s complicated.

To the organizations rolling back DEI and claiming the moment has passed: your actions speak louder than words. What you’re saying is that you were never serious about equity. You were never committed to disrupting the systems of inequity you claim to care about. And for those of us who have been in the trenches, doing the work and pushing for change, your lack of commitment is no surprise.

The truth is that performative efforts will never be enough. DEI is not about quick fixes or temporary measures. It’s about reimagining the systems that shape our workplaces and communities. It’s about building a future where equity isn’t optional—it’s foundational.

So, if organizations are willing to do the work, they should lean in. Commit to the messy, uncomfortable, and transformative process of creating real change. And to those of us who have been the “only one in the room,” let’s keep pushing. Let’s keep demanding better because we deserve it. Equity isn’t a trend or a buzzword. It’s a necessity, and the time to act is now.