Stop Playing Diversity: Inclusion as the Key to Workforce Development

“Never again will I work in a place where oppression happens and people don’t know what to do about it. This is my declaration.” - @drmonicacox on Twitter, August 30, 2022

I never wanted to be a “Stop Playing Diversity” evangelist. I wanted to earn my degrees, conduct high-quality research at a research-intensive organization, apply my higher education doctorate to engineering environments, and go home.

Simple, right?

?Nope.

As a “first” in almost every workplace I entered, I was an experiment where people recruited me because I brought something new, maybe a perspective, approach, or viewpoint about life. People didn’t realize I wasn’t a conformist, meaning I wouldn't change my values or ways of operating to accommodate systems that fell short of practicing the words they preached.

My non-negotiable is that I would never be an accomplice to my oppression.

I’m amazed at the number of people who reprimand me for not “fitting” into an organization that sold me a false promise of what they executed and valued. They should have left me in the cornfields of my previous institution if they didn't want me to show up authentically. What message were they trying to send when they brought me into a space that tried to squash my spirit and throw me out?

Nothing was good about this dog and pony show. I now label this “Half-Assed Recruiting" where somewhere in the recruitment process, the vision for diversity and the execution of actions broke down. The organization has nothing to lose while the person recruited has everything to lose.

It’s unjust and immoral.

Too many organizations treat underrepresented people as experiments, hoping their presence alone will fix long-standing systemic issues too.

The reality?

This approach not only disrespects and endangers new hires, but it also erodes trust, damages morale, and hinders the growth of the entire workforce.

People in these spaces may know something isn’t right about daily interactions, yet leadership seems content to cross their fingers, remain silent, and look the other way, hoping the toxicity they created and fostered will magically disappear.

But it doesn’t.

It grows as people try to figure each other out and do meaningful work. And it takes a toll on everyone. Expecting employees to fix what leadership has ignored for years is not just deceitful—it’s dangerous. It sets the entire workforce up for failure.

For leaders who say they didn’t know their culture was toxic, especially regarding the inclusion of marginalized people, bringing new talent into your organization is your opportunity to address your cultural issues This is your chance to get to the root of issues and create a space where everyone can thrive. Continued neglect of these issues isn’t just harmful to underrepresented groups; it undermines the success of your entire team.

How Inclusive Workforce Development Benefits Everyone

Today’s newsletter isn’t just about doing the right thing, being on the right side of history, or making a moral argument for diversity—it’s about creating a work environment that drives innovation, productivity, and employee engagement. When people feel valued, respected, and included, they bring their full selves to work. They are more productive, engaged, and more likely to stay with the organization. A strong, inclusive workforce is a competitive advantage.

Although people are demonizing diversity, equity, and inclusion (DEI), DEI isn't just an HR buzzword—DEI has the potential to become a strategic component of workforce development. Companies that embrace inclusion authentically as a core part of their business (e.g., acknowledging their workforce weaknesses AND doing something to address them in visible ways) model foster higher levels of creativity, collaboration, and overall success. When we stop playing diversity and start designing inclusive environments by intention, everyone wins.

To My Fellow Leaders:

Stop standing on the sidelines, watching as oppression happens. Stop giving up when underrepresented employees face harassment. Stop hiding behind performative diversity efforts or kind words without action. Stop putting the people you hire in toxic environments, only to watch them struggle and eventually leave. Instead, start leading with courage.

Real leadership means creating a culture where everyone can contribute and thrive. It means not only recognizing but addressing the systemic issues that create inequity. It means fostering a workplace where all employees—regardless of their background—feel safe, valued, and empowered to do their best work.

A Personal Note

I’ve been there. I was brought into an organization that promised inclusion but instead exposed me to harm. They fooled me. I was set up in an environment where my spirit, body, mind, and reputation were under constant attack. If not for my support system—my faith, my village, and my therapists—I don’t know where I would be today.

But from that experience, something powerful was born: the Stop Playing Diversity movement. Since February 2020, this movement has been my call to action for leaders and organizations to stop treating diversity as a checkbox and start taking inclusion seriously.

In full transparency, I think about what I know about my organization and what I do and do not expect to see from them in my lifetime. After almost twenty years in this profession, I share these thoughts (from my perspective as a Black woman) because I don't want early career professionals to be lured into organizations with false promises and then feel trapped in their careers.

Based on the patterns of my organization, I'm a realist, and although it may sound harsh,

I do not expect my organization to…

1. Acknowledge publicly the extent to which other marginalized people, particularly Black women, were harmed by inequitable processes and policies, often not given the grace to explain themselves or present perspectives that represent and center these groups
2. Attach the names of oppressors to the harm caused by this organization despite knowing exactly who initiated injustices.
3. Share learning in a public way about leaders' individual and collective mistakes and failures in the workplace.
4. Implement policies that prevent repeats of these mistakes and failures against marginalized people.
5. Center the voices, needs, and contributions of marginalized people who don’t conform to the status quo (i.e., deliberately and publicly uphold white supremacy, the patriarchy, and capitalism).

I do expect my organization to…

1. Label harm to marginalized people as outliers or anomalies.
2. Isolate disruptors so they have no choice but to leave and resume their professional lives somewhere else.

I hope that you can reverse these expectations in healthy work environments.

Actionable Steps for Inclusive Workforce Development

If any of what I’ve written applies to your environment, you can proactively engage in behaviors and actions that begin a workplace cleanse.

• Create a Safe Space for Honest Dialogue: Conduct a real workplace culture assessment. Are there systems or behaviors that allow harm to go unchecked? If you collect this data, protect vulnerable people who share their truths. Push against the desire to retaliate by isolating or pushing them from your workplace.
• Invest in Leadership Training: Equip managers with the skills to manage inclusively and build strong, diverse teams. Empower them to address tough issues head-on and to grow as they learn about their inclusivity weaknesses. Strong leadership creates a thriving workforce.
• Hold People Accountable: Accountability isn’t optional—it’s the foundation of a healthy, inclusive culture. When issues arise, address them swiftly and transparently. Yes, you will be talked about negatively. That’s par for the course. Leadership isn’t about being liked, it’s about being effective in the work you do.
• Support Underrepresented Employees: Don’t expect your hires to fix your problems. It’s not in their job description to do so. Provide them with the resources, mentorship, and support they need to thrive. Include them in ways that compensate them equitably and allow them to thrive authentically and safely.
• Craft a restoration plan that involves more than just addressing immediate issues. It requires creating a supportive environment that acknowledges past challenges while providing the resources necessary for personal and professional growth. Proactive support helps individuals recover and thrive, fostering a culture where all employees feel valued and resilient. This commitment to restoration is crucial for building a truly inclusive and supportive workplace.

When you Stop Playing Diversity and commit to building an inclusive workforce, everyone benefits—your employees, your organization, and your bottom line. It’s time to stop talking about workforce inclusivity and start creating environments where it truly thrives.

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Dr. Monica Cox is a professor, entrepreneur, author, and disruptor who guides leaders to drive systemic change and offers prophetic insights for clarity and restoration from toxic workplaces. ?She uses fictional counternarratives in her novels and is the author of Never Defeated, an institutional healing balm for people who've been harmed by work or for leaders who want to create safer, more equitable spaces for employees to thrive. If you’re interested in coaching or consulting with Dr. Cox, complete this contact form.

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