Why I Stand Firm on Diversity, Equity, and Inclusion—On International Women's Day and Every Day

Every day, my heart breaks a little more as I watch companies pull back on their DEI programs or see government efforts to discredit discussions of systemic inequities. As a follower of Jesus, I strive to meet these moments—not with anger or despair—but with curiosity, bridge-building, and thoughtful action. I don’t want to catastrophize every event, but I also refuse to stay silent about the value of diversity, equity, and inclusion.

My gratitude for DEI runs deep. I’ve seen firsthand how these programs open doors, strengthen organizations, and create workplaces where everyone thrives. Yes, in the wake of George Floyd, some DEI initiatives were inauthentic, and some companies profited from poorly designed programs. And yes, as the mother of a 26-year-old white son, I have sometimes shared his frustration when he felt excluded from certain opportunities designed for underrepresented groups.

But those moments don’t invalidate the overwhelming evidence—or my personal experience—that diversity initiatives make companies stronger, more innovative, and more just.

Leaders Who Embody DEI

My corporate career was shaped by two extraordinary leaders who understood that diversity isn’t just a moral imperative—it’s a business advantage.

Steve Reinemund: DEI as a Strategic Imperative

When Steve Reinemund became CEO of PepsiCo in 1999, he made diversity one of the company’s strategic imperatives. As a young leader at Frito-Lay, I benefited from unconscious bias training, was held accountable for creating an inclusive work environment, and learned from exceptional diverse leaders like Ron Parker and Indra Nooyi.

In a 2023 interview, Reinemund reflected on his approach:

“I don’t think you can develop an inclusive culture until you actually have enough diversity to make it relevant. Because to talk about inclusive behavior when you don’t have the numbers is a discussion that’s fruitless. My experience at both PepsiCo and here (Wake Forest) is that you’ve got to get the numbers first.”

Reinemund’s leadership exposed me to inclusive business practices long before DEI became a corporate buzzword. His approach wasn’t about checking a box—it was about building a company where diverse perspectives fueled growth and innovation.

Luis von Ahn: Reimagining Recruitment at Duolingo

At the other end of my career, I saw another leader live out a commitment to diversity: Luis von Ahn, CEO of Duolingo. When I joined Duolingo in 2018, it was already a diverse company, but Luis knew that to truly thrive, we needed to be even more intentional.

To increase representation, we reimagined everything—from where we recruited to how we structured our hiring processes. We set ambitious goals: 50% female and 50% people of color in our incoming university hires. In 2021, Duolingo launched the Thrive Intern Program, designed to support underrepresented students in computer science. Unlike traditional internships, Thrive starts earlier in students’ college careers, incorporates more group projects, and prioritizes developmental mentoring.

The results speak for themselves. Duolingo not only improved its representation but also grew into a $13 billion company—one of the most successful tech startups of the past decade.

Luis’ leadership is rooted in a belief in equal opportunity, as he recently stated:

“I think one of the things that would be best for the world is if everybody had equal access, or at least equal opportunity. I don't think that's true today.”

Max DePree and the Power of Inclusive Capitalism

In my frustration over recent attacks on DEI, I returned to a book that profoundly shaped my thinking years ago: Leadership Is an Art by Max DePree. As CEO of Herman Miller, DePree built one of the most successful companies of his time while championing a more inclusive vision of capitalism.

One passage stood out to me more than ever:

“One of the many problems of the capitalistic system during its first couple of hundred years is that it has been primarily an exclusive system…. I do not know of a better system, but the capitalist system can be improved both in practice and in theory, with the influence of an inclusive perspective…. A belief that every persons brings an offering to a group requires us to include as many people as possible.? Including people, if we believe in the intrinsic value of their diversity, will be the only path open to us.”

DePree understood something that remains true today: inclusion isn’t just about fairness—it’s about creating better companies and a better world.

Standing in the Gap

I know this moment feels discouraging. But rather than retreating, I want to ask: How can we stand in the gap?

A pastor friend recently shared her sadness over the impact of the foreign aid freeze on World Vision’s relief programs. Instead of lamenting, she asked her church to increase their financial support. That response challenged me.

So here’s how I plan to stand in the gap for DEI:

? Hosting free book discussions on leadership and inclusion. I’ll be leading another discussion on Leadership Is an Art in a few weeks and a four-week discussion on How Women Rise by Sally Helgesen and Marshall Goldsmith this summer.

? Continuing my own learning by participating in a six-week discussion of Living Undivided led by The Flourish Collective , an organization committed to racial justice.

? Offering more low- or no-cost mentoring to underrepresented populations alongside my executive coaching.

DEI work doesn’t disappear just because companies scale back their programs. It continues with individuals and leaders who refuse to let inclusion become an afterthought.

So I ask you: How will you stand in the gap?