What Went Wrong With DEI—and How to Get It Right
Shifting DEI Back to Its Roots: Equity for Those Who Need It Most
Let’s talk about Diversity, Equity, and Inclusion (DEI). At its core, DEI was built on the hard-fought efforts of civil rights activists who sought to level the playing field for those who had been systematically excluded, marginalized, and discriminated against. The focus was sharp: addressing the deep inequities faced by Black Americans and other historically excluded groups.
But over time, the original mission got muddied. DEI became a catch-all buzzword, trying to solve everything for everyone and, in the process, losing sight of the people it was meant to help most. What went wrong, and more importantly, how can we fix it?
Where DEI Lost Its Way
One of the biggest missteps was falling into the “all-inclusive” trap. While inclusivity sounds great on paper, it diluted the focus on the groups that needed these initiatives most. Instead of dismantling systemic barriers, we began focusing on making everyone feel included—important, yes, but not the core mission.
Then there’s the issue of overloaded initiatives with no real outcomes. Many organizations launched DEI efforts like hiring a DEI officer or holding an annual training, but without follow-through, these actions became performative box-checking exercises. Changing your logo during Black History Month or Pride Month might look nice, but it doesn’t drive meaningful change.
Let’s also address the resistance DEI often faces. Many organizations fail to clearly articulate the “why” and “how” behind their efforts, leading to confusion or even hostility. And when leaders aren’t genuinely invested, nothing changes. DEI falls flat without leadership buy-in.
How Do We Fix It?
First, we need to refocus on the original mission: addressing systemic inequities. DEI wasn’t created to make everyone feel seen—it was meant to right the wrongs of historical exclusion and discrimination. It’s time to reclaim that mission.
Next, let’s stop treating DEI as a one-size-fits-all solution. Different groups face different challenges, and generic programs simply won’t cut it. Acknowledge these differences and design initiatives that specifically address the unique barriers certain groups face.
We also need to measure progress, not vibes. Track real data like hiring, retention, promotions, pay equity, and employee satisfaction for underrepresented groups. Fluffy feel-good stories don’t count as results. Let’s base our success on facts, not feelings.
And leaders—this one’s for you. DEI is not HR’s responsibility alone. Tie DEI goals to leadership performance and compensation. If leaders aren’t invested, neither is the organization.
Finally, we need to start with those most affected. Fixing the systems that hurt the most marginalized groups creates benefits for everyone. It’s not about excluding anyone—it’s about ensuring those who’ve been ignored the longest aren’t sidelined again in the name of inclusivity.
Moving Forward
DEI isn’t about “bringing your whole self to work” or throwing a few cultural celebrations. While those things are nice, they don’t solve the real problems. It’s about repairing the damage done by systems designed to exclude. That’s messy, uncomfortable work. But it’s also necessary.
Let’s stop pretending DEI is just a feel-good initiative. If we want it to work, we need to focus on the people who need it most, prioritize impact over appearances, and stay rooted in the mission of equity. It’s time to do this work right.
Your Turn: What do you think about the current state of DEI? Where has it fallen short, and how would you fix it? Let’s talk—I’m here for the conversation.
🚨 Sass Alert! 🚨
P.S.: Let me be clear—this article isn’t for those who claim DEI is just a way to push “undeserving” people into roles based solely on their identity. That narrative is the biggest load of hypocrisy I’ve ever heard. Sure, DEI initiatives might occasionally open doors for someone less qualified. But let’s not pretend corporate America hasn’t been running on a system of privilege and inherited access for generations. If you’re not outraged about nepotism and cronyism, then spare me the selective outrage here. Let’s focus on fixing what’s broken, not perpetuating tired, hypocritical arguments.