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Diversity, Equity, and Inclusion (DEI) initiatives have been at the center of workplace conversations for the last few years post-Covid. For all the buzz its been getting, critics still get it wrong. DEI isn’t about lowering standards or handing out jobs based on identity—it’s about ensuring that opportunity is available to all qualified individuals, regardless of background.
The Core of DEI: Leveling the Playing Field
At its core, DEI is about breaking down barriers that have historically limited opportunities for certain groups.
Research shows that companies with diverse executive teams are 36% more likely to outperform their less diverse competitors. According to data from McKinsey, analysis found “that companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability.” But DEI doesn’t mean hiring unqualified candidates—it means making sure that the most talented people from all backgrounds have a fair shot at roles they’re qualified for.
Yet, Black women are often the ones training the very ones who will supervise or manage them – people with less experience and less education than themselves. Research from the Harvard Kennedy School did a deep dive, worth diving into here. Researcher Elizabeth Linos states it plainly, “The race of your coworkers shouldn’t matter at all for whether or not you get promoted, or whether you leave the firm. It certainly shouldn’t affect how you are evaluated in your performance evaluations. But these results are in line with existing research on the double disadvantage that Black women face at work.”
Dr. Angela Carter, a scholar in critical disability studies, emphasizes that true inclusion requires addressing systemic barriers that have historically marginalized certain groups. Her work suggests that fostering equitable opportunities involves not only recognizing these barriers but actively working to dismantle them, ensuring that all individuals have a fair chance to succeed.
Historically, many industries have been dominated by one demographic due to systemic barriers. For example, the tech industry has long struggled with gender and racial disparities. A 2023 study from the U.S. Equal Employment Opportunity Commission (EEOC) found that only 26% of tech employees are women, and Black and Hispanic employees make up just 15% of the workforce, despite accounting for a much larger portion of the overall U.S. labor force.
The Myth of Lowering Standards
One of the biggest misconceptions about DEI is that it forces companies to compromise on quality. In reality, companies implementing strong DEI policies often see the opposite effect—higher innovation, better decision-making, and stronger financial performance.
A Harvard Business Review study found that diverse teams solve problems faster than homogeneous teams, while another report from Deloitte revealed that inclusive organizations are twice as likely to meet or exceed financial targets.
The Legal and Historical Context
DEI initiatives aren’t about preferential treatment; they align with longstanding laws designed to prevent discrimination. The Civil Rights Act of 1964 outlawed employment discrimination based on race, color, religion, sex, or national origin. Similarly, the Americans with Disabilities Act (ADA) ensures that individuals with disabilities receive fair consideration in the workforce. DEI programs help reinforce these laws by promoting equitable hiring practices and fostering inclusive work environments.
Moreover, government and corporate policies should continue to evolve to address disparities. For example, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) mandates that federal contractors take affirmative steps to ensure equal employment opportunity.
Why Inclusion Matters More Than Labels
Many companies today tout their DEI commitments, but true success isn’t measured by statements or policies—it’s reflected in actions. Inclusion is the key. A company can have the most diverse workforce on paper, but diversity alone won’t drive change if those employees don’t feel valued, heard, and supported.
According to a Gallup survey, employees in inclusive workplaces are 50% more engaged and 56% more likely to collaborate effectively. This engagement translates into retention and productivity, benefitting both employees and the company’s bottom line.
Business strategist and author Lisa Montgomery puts it simply: “Diversity gets you in the door. Inclusion is what makes you want to stay. And equity ensures you have the same chances to succeed once you’re there.”
Moving Beyond Performative DEI
So how do companies move beyond the label of DEI and implement meaningful inclusion? Experts suggest focusing on tangible actions such as:
- Blind resume screening to reduce bias in hiring decisions.
- Mentorship and sponsorship programs that connect underrepresented employees with leadership opportunities.
- Pay equity audits to ensure fair compensation across demographics.
- Inclusive leadership training to equip managers with the skills to foster diverse teams.
As companies navigate an increasingly global and diverse workforce, those that invest in true inclusion—not just the label of DEI—will be best positioned for long-term success. When qualifications remain the standard and access is expanded, everyone wins.
Here’s what professionals had to say about DEI and equal-opportunity employment:
At Legacy Online School, we see this every day: bringing together educators and students, staff from literally every single part of the world—that’s what keeps us going.
You get better ideas by building a team with different experiences, backgrounds, and ways of thinking; most importantly, a culture where people feel heard and valued is nurtured. When people feel like they matter, they show up differently. They’re more engaged, more innovative, and more invested in the mission.
That said, DEI works only if it is real. If it is some box to check, people will see right through it. What was the greatest challenge? Maintaining authenticity in an effort—not in optics but actually meaningful and necessary action—such as mentoring, opportunities, making sure voices all have seats around the table.
Where businesses can get DEI right, it’s not just about building better workplaces—they build stronger teams, better products, and a culture where people actually want to be. And honestly, that is how you win.
Vasilii Kiselev, CEO & Co-Founder, Legacy Online School
Hope For The Journey actively incorporates DEI principles through training programs and team-building activities, fostering an inclusive environment where every team member feels valued and empowered. This not only enriches our workplace atmosphere but also improves client care, as diverse perspectives fuel more comprehensive and empathetic therapeutic approaches.
One significant benefit of DEI initiatives is creating an open, supportive community. Our team’s commitment to anti-racism and inclusion has allowed us to attract and retain a diverse client and employee base, broadening our understanding of the varied experiences people bring into therapy sessions. This inclusivity has improved our therapeutic outcomes, as clients feel understood and supported by a team that reflects diverse backgrounds and experiences.
Challenges include embedding DEI values into everyday practices without tokenizing or oversimplifying complex issues. It requires continual learning and adaptation to foster genuine inclusivity. However, witnessing the personal growth and enriched environment that results from these efforts continually underscores their value. From my experience, prioritizing DEI not only aligns with ethical business practices but also improves team dynamics and client outcomes significantly.
Traci Pirri, Owner/Director, Hope For The Journey
In my 30+ years of experience as a psychologist, I’ve seen how DEI initiatives profoundly influence workplace dynamics. One area where I’ve applied this is in designing therapy retreats that consider diverse cultural backgrounds. By incorporating culturally sensitive methods, such retreats foster a more inclusive environment, leading to more effective healing.
However, one challenge is the unintended resistance from employees unfamiliar with DEI concepts. To mitigate this, incorporate DEI into ongoing professional development. This ensures that staff at all levels understand the value and practical application of such initiatives, ultimately reinforcing a supportive workplace culture.
Bambi Rattner, Psy.D, Owner, Intensive Therapy Retreats
Challenges do exist, such as overcoming existing biases and ensuring sustained inclusion beyond surface-level changes. At Give River, we’ve used data and feedback through our Insights Dashboard to continuously adapt our DEI strategies, ensuring they remain effective and relevant. By fostering open communication and recognizing individual achievements, we’ve built a culture where everyone feels valued, leading to a more innovative and collaborative team.
Meghan Calhoun, Co-Founder & Director of Partner Success, Give River