Critical Lessons for Increasing Diversity, Equity, and Retention from Lily Zheng’s DEI Deconstructed

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At Team JTC, we regularly explore the best books to keep you informed and help you increase diversity, equity, and retention—without causing harm. DEI Deconstructed by Lily Zheng really clicked with us, and we knew we had to bring it to our readers. Why? Because, like Zheng, we believe in implementing evidence-based initiatives—anything less just won’t cut it.

What sets this book apart is its blend of practical insights and a candid critique of the DEI industry, sometimes called the “DEI Industrial Complex.” Zheng points out how some efforts have become more about appearances than real accountability or results. Alongside that critique, the book offers valuable strategies that can truly make a difference in increasing diversity, equity, and retention in our organizations.

In this article, we want to share four powerful lessons that resonated with us and strategies you can apply right away.

Lesson #1: Intentions Don’t Get Results—Impact Does

It’s easy to talk about your intentions when it comes to increasing diversity, but here’s the hard truth: good intentions don’t move the needle. If you want to make your workplace more diverse and equitable, you have to focus on measurable outcomes. Zheng makes it clear that it’s not enough to be well-meaning—you have to put systems in place that actually increase diversity in your hiring, promotions, and retention.

Ask yourself: Do I have the data to prove that my diversity recruiting efforts are truly bringing in and retaining a diverse group of talent? If you’re just rolling out diversity training and hoping for the best, you’re falling short. Data should guide every decision you make. Are you tracking who gets hired, who gets promoted, and who leaves? If not, you’re navigating without a clear map.

Zheng drives home the idea that intentions without impact are meaningless. You’ve got to set clear, actionable goals for increasing diversity and equity—like increasing the number of certain underrepresented groups in leadership—and then track your progress. If you’re not doing that, you’re stuck in a cycle of feel-good initiatives that don’t actually change anything.

Lesson #2: Address Power Dynamics and Shift Power

A big part of what holds organizations back from becoming more diverse and equitable is power—specifically, who holds it and how it’s used. One of the most important lessons in Zheng’s book is that to create real equity, you have to share power with those who’ve been left out of decision-making processes. This isn’t just about leadership. Power exists at every level, from hiring managers to project leads, and if you don’t actively redistribute that power, you’ll keep getting the same inequitable outcomes.

For instance, who has a say in hiring decisions in your organization? If it’s the same group of people who’ve always had the power, the chances are they’re going to make the same decisions, leading to a workforce that looks just like them. To disrupt this cycle, you need to give historically marginalized groups a bigger say in who gets hired, how promotions are decided, and what policies are created.

Zheng argues that equity requires letting go of power—not just talking about diversity, but changing who gets to make decisions. When you actively shift power to those who’ve been underrepresented, you start to see real, structural change.

Lesson #3: Identity Matters—a Lot

If you want to build a more diverse and equitable organization, you can’t afford to ignore identity. It’s not enough to treat everyone the same and hope that creates fairness. Zheng makes a compelling case that organizations need to understand how identity—whether it’s race, gender, disability, or another factor—affects each person’s experience in the workplace. Ignoring identity doesn’t create equity; it reinforces the status quo.

In practical terms, this means recognizing that not everyone faces the same barriers. Women of color, for example, often face challenges that white women or men of color don’t. If you’re designing a retention strategy, you need to account for these specific barriers, or you’ll lose talent.

Zheng stresses the need for organizations to create space for employees to bring their full selves to work. This means more than just encouraging diversity in hiring. It means implementing policies and practices that actively support marginalized identities, whether that’s through mentorship programs, flexible work arrangements, or employee resource groups. When you recognize and celebrate identity, you’re building a workplace that truly values diversity and drives equity.

Lesson #4: Don’t Stick to One Approach—Expand Your DEI Toolkit

If your DEI strategy is stuck in a rut, it’s time to shake things up. One of Zheng’s most practical lessons is the need to expand your DEI toolkit. Too many organizations rely on one or two well-worn strategies, like unconscious bias training or diversity hiring initiatives, and then wonder why they’re not seeing progress. The reality is, increasing diversity and equity requires a multi-faceted approach.

Zheng encourages organizations to take a hard look at all the systems that shape workplace equity—hiring practices, promotion policies, pay structures, and even how you gather feedback from employees. Are these processes equitable? Or are they unintentionally reinforcing the status quo? For example, if your hiring process relies heavily on referrals, you may be unintentionally limiting the diversity of candidate pools by tapping into the same narrow networks over and over again.

You also need to look outside your organization. Zheng pushes organizations to engage with communities and external stakeholders in meaningful ways. Align your external actions with your internal policies. Are you partnering with suppliers from a diverse group of backgrounds? Are you investing in initiatives that support equity in your industry or community? The more tools you add to your DEI and diversity recruiting repertoire, the more effectively you’ll address the unique challenges in your organization.

The takeaway here is simple: You can’t expect different results if you’re using the same old methods. Diversify your approach, stay flexible, and continuously look for new strategies to increase diversity and equity.

Conclusion

Lily Zheng’s DEI Deconstructed offers powerful and practical lessons for creating lasting change in your organization. From focusing on measurable outcomes to shifting power dynamics and recognizing the role of identity, these are just some of the key takeaways. Zheng’s book goes even deeper and offers a comprehensive guide for anyone committed to actual transformation in the DEI and diversity recruiting space. The insights and strategies within are invaluable for building a more inclusive, equitable, and successful organization.

Because at Team JTC, we believe that with effective strategies in place, you can increase diversity and retention in any workplace. It’s time to take these insights, apply them to your organization, and start seeing the impact in real time.

Let’s get to work.