Why DEI is Misunderstood—and Why It’s Worth Fighting For

A Personal Opinion

There’s a frustration inside of me that has been bubbling up over the past 6+ months. And it’s safe to say that bubble is at a full boil right now.

What I’m talking about is the backlash and misunderstanding around DEIB. At its core, the work around diversity, equity, inclusion, and belonging is a non-negotiable in my eyes.

Over the recent weeks and months, this has become an increasingly polarizing topic in workplaces and beyond. And yet, I believe in DEI's power to transform—not just organizations, but people’s lives. This is my personal perspective on how DEI is misunderstood, and why I am so passionate about keeping it alive.

Despite the challenges and resistance it faces, DEI remains a foundation for creating stronger, more inclusive environments where everyone—not just some—can thrive. It’s a good thing. And it’s worth fighting for.

Why Is DEI So Misunderstood?

One of the biggest challenges DEI faces is how it’s perceived. Too often, it’s seen as divisive, exclusionary, or overly narrow in scope. I believe much of this misunderstanding comes from a few key factors:

1. The Perception of Exclusivity

There are perceptions that DEI only supports specific groups, such as women-identifying, BIPOC, and LGBTQ+ individuals. This perception can create feelings of exclusion or resistance among those who may not see how the work connects to them.

In addition, there’s often a narrow focus on race and gender. Much of the public conversation around DEI, both for and against, tends to focus on identity dimensions like race and gender. This is especially true in legal and political debates, such as those around affirmative action or gender diversity in leadership. While these are critical aspects of DEI work, the focus can sometimes overshadow its broader application, such as fostering inclusion for people with disabilities, veterans, caregivers, or those with diverse economic backgrounds.

The truth is, DEI is about creating systems that work better for everyone. It’s not a zero-sum game where one group’s gain is another’s loss—it’s a collective effort to build spaces where all individuals can succeed.

2. Political Polarization

DEI has increasingly become a focal point in cultural and political debates, sometimes framed as partisan rather than a practical workplace or societal strategy. This framing can obscure its true purpose: fostering fairness, belonging, and opportunity for all.

3. Incomplete or Misguided Implementation

Let’s be honest: not all DEI initiatives are done well (and I’m not claiming to have all the answers, though continuing to push myself to implement this work in the right way is important). When DEI is reduced to a checkbox exercise or framed narrowly around specific groups without clear connection to broader outcomes, it can feel performative or exclusive.

To be successful, DEI must be rooted in long-term, systemic change that benefits everyone. Anything less risks reinforcing the very skepticism it seeks to overcome.

The Beauty of DEI: It’s About All of Us

At its core, DEI isn’t just for marginalized groups—it’s for everyone. While DEI’s roots are grounded in addressing systemic inequities and providing opportunities for historically marginalized groups, its scope has evolved significantly. Today, DEI work focuses on building environments where people from all backgrounds—whether defined by race, gender, disability, socioeconomic status, or even diverse thought—can thrive.

Thriving workplaces are those where people, regardless of their background, feel valued, empowered, and connected. And the benefits are profound:

• For employees: People who feel valued and included are more engaged, productive, and committed.
• For teams: Diverse teams consistently outperform homogeneous ones in problem-solving and creativity.
• For organizations: Inclusive workplaces drive stronger business outcomes, from higher retention to better financial performance.

However, it’s critical to recognize that the beauty of DEI often gets lost when the conversation is narrowly framed around certain identity dimensions. Race and gender are vital components, but they are not the whole story. A more comprehensive approach to DEI considers all aspects of diversity, including age, disability, socioeconomic background, veteran status, and more.

When implemented well, DEI creates systems that uplift everyone—not just a select few.

That Said, Equity Requires Specific Focus

While DEI benefits everyone, it’s important to acknowledge that certain groups face unique barriers that must be addressed for equity to be achieved.

For example:

• Women are underrepresented in leadership: Leadership development programs for women-identifying individuals aren’t about sidelining men-identifying individuals —they’re about addressing systemic gaps that prevent equally qualified women from rising to the top.
• Bias still exists in hiring and promotions: Anti-bias training doesn’t shame individuals; it helps us all recognize unconscious patterns that can hold back talented colleagues.
• Intersectionality matters: People with overlapping identities—such as Hispanic LGBTQ+ women or Black veterans—may navigate the workplace differently than others, highlighting the importance of recognizing unique challenges and perspectives. Effective DEI work accounts for these overlapping identities and the distinct challenges they create.

This isn’t about exclusion or favoritism—it’s about removing barriers. Think of curb cuts on sidewalks: designed for wheelchair accessibility, they also benefit parents with strollers, delivery workers, and travelers. By addressing inequities for one group, we build stronger communities and create systems that work better for everyone.

Here’s What Effective DEI Looks Like

1. Holistic and Systemic:

DEI must go beyond surface-level fixes to address the deeper systems and structures that create inequities. It’s not just about hiring more diverse talent—it’s about ensuring those candidates have the resources, opportunities, and support to succeed.

2. Inclusive Processes and Messaging:

Invite all employees—across all perspectives and backgrounds—into the work. Active allyship plays a critical role here, creating a culture where everyone can see their role in fostering equity and inclusion.

3. Ongoing Commitment and Growth Mindset:

DEI isn’t a one-time initiative—it’s a never-ending journey. Every person engaged in this work should continually push themselves to learn and grow because no one can fully know or represent every perspective. The more we commit to understanding others, the stronger we become as individuals and as organizations.

Finally, it’s essential to acknowledge the experiences of those who have been negatively impacted by ineffective DEI initiatives or have felt excluded from this work. These experiences highlight the importance of implementing DEI thoughtfully, inclusively, and with humility.

Why I’m Passionate About DEI

I’ve seen the transformative power of DEI firsthand. When done well, it creates workplaces where people feel seen, valued, and empowered to bring their full selves to the table. It tears down barriers, unlocks innovation, and fosters connection in ways that make organizations—and the people within them—better.

But I’ve also seen what happens when DEI is neglected, misunderstood, or poorly executed. Resistance grows, trust erodes, and the incredible potential of DEI gets lost in the noise.

This is why I’m passionate about keeping DEI alive. It’s not just a professional goal—it’s a deeply personal mission to build a better future for all of us.

DEI: A Shared Opportunity

Over the past months and weeks, I’ve heard the doubts and questions about DEI. But for me, the vision is clear: DEI is a good thing—a necessary thing—and it’s worth fighting for.

The next time you hear someone question DEI, invite them to reconsider. Ask:

• What kind of workplace do we want to build?
• Who benefits when we create environments where all people can thrive? Including those who have not had the opportunity to thrive in the past.

Then, reflect on how you can contribute—whether through active allyship, fostering inclusivity in your team, or advocating for equitable policies.

The beauty of DEI lies in its shared opportunity. It’s about all of us, together—and that’s a vision worth pursuing.

Let’s get it right.

Let’s keep it alive.