Unmasking DEI: It's More Than a Noun or a Sweet Treat

In the 1970s, I was explicitly instructed not to discuss "EEO" (Equal Employment Opportunity) while carrying out talent recruitment for Fortune 500 organizations. At that time, privileged White male leaders saw EEO as a government mandate that they believed discriminated against them.

Moving ahead to the 1990s, similar sentiments were expressed about Affirmative Action, with some leaders considering it an unfair disadvantage for white men. They argued that it promoted underqualified individuals from racial "minority" groups. These leaders wanted alternative terms to describe efforts aimed at increasing the

Throughout the decades, my response remains consistent. I refuse to exclude the intimidating acronyms EEO, AA, and now DEI from my professional vocabulary. "Nothing's Changed, But Everything's Different" is not just the title of my book. We, as a society, have a tendency to erase words that make us uncomfortable, as if that will eliminate the painful truths behind the letters and the words. My resolve to unapologetically confront the uncomfortable has not wavered. People's contention that there are bad words that must be removed hasn't changed either. However, what was once EEO and AA is now DEI.

Recently, a few vocal politicians have purposefully and intentionally described DEI as a single word, instilling a level of fear comparable to that of a 1960s nuclear war. They depict it as a piranha that devours the brains of children and adults alike, demanding its elimination from all conversations, be it in educational institutions, businesses, or political debates.

But DEI is more than a noun or a trivial treat like a Twinkie. It cannot be possessed, discarded, or simply ignored. Instead, each of its components represents a crucial element that is essential for individuals in both their professional and personal lives. Unlike perishable snacks, DEI has no expiration date and cannot be conveniently purchased at a local store. Furthermore, it cannot be treated as disposable garbage. It holds enduring power that permeates every dimension of our society.

Diversity, the first element of DEI, encompasses the rich tapestry of individuals with distinct backgrounds, perspectives, and experiences. It acknowledges and appreciates the unique qualities that each person brings to the table, fostering an environment where differences and similarities are valued, explored, and celebrated.

Equity, the second crucial puzzle piece, recognizes the existence of systemic inequalities and aims to rectify them. It advocates for fairness, ensuring that everyone has equal access to opportunities, resources, and support systems. Equity seeks to level the playing field and dismantle artificial and historical barriers, empowering individuals and enabling them to succeed.

Inclusion, the final piece of the puzzle, emphasizes the creation of an environment where every person feels valued, respected, and empowered to contribute fully. It fosters a culture of belonging where diverse perspectives are not only welcomed but actively sought out and integrated. Inclusion recognizes that true success lies in harnessing the collective strength of a diverse workforce and society.

As a combination of these three pillars, DEI stands as an enduring force that defies politically motivated boundaries. It represents the essence of human potential and societal progress, striving for a world where all individuals have equal opportunities, respect, and dignity.

Engage In Courageous Conversations 

Dissect the three terms, recognizing their significance in the present and for the future of Workforce 2040. Begin with introspection and ask yourself, "How do I experience my identities at work, in public spaces, and within my home?" Reflect on moments when you have felt disadvantaged due to unexamined systems, processes, or the behaviors of leaders. By acknowledging your experiences, you bring a personal perspective to the conversation, becoming an active participant rather than a mere bystander. Recognize the profound impact of being included and understand how being excluded can hinder your ability to perform at your best.

Speak Up

When someone misrepresents or distorts the meaning of DEI, speak up. Words possess power, and it is crucial to treat them with respect. When you hear someone discussing DEI, inquire about which specific (words) they are referring to. Remember, DEI is an amalgamation of three distinct terms. Demand precision and clarity, for allowing sloppy thinking and inaccurate descriptions has led us to a point where DEI is treated like a disposable Twinkie. But DEI is not something you can discard or trivialize. You cannot dismiss or disregard my Blackness. It is not something that can be bought or left behind in the car. The unfair advantage some people have, starting the race from different lines while others are locked outside the stadium or marginalized, cannot be ignored.

Recognize The Power of Words

These three words—Diversity, Equity, and Inclusion—are so potent that a small, fearful group of people is actively attempting to erase them. Despite the discomfort they may evoke, the words that describe the impact of privilege and inequity are not the problem. It is the actions that necessitate these words that demand our attention. We must resist the urge to eradicate the language that addresses these crucial issues. Instead, we should focus on dismantling the systems and behaviors that create the need for these words in the first place.

Nothing has truly changed. Words that describe the consequences of privilege or inequity make all of us uncomfortable at times. However, this discomfort should not drive us to erase or dismiss these words. They are not the problem; they are the tools that shed light on the actions and behaviors that perpetuate inequality. Let us recognize the power and importance of these words and remain steadfast in preserving their significance.

But we must not let these politicians fool us. The organizations that are truly thriving and attracting the best talent are the ones that embrace the value of Diversity in all its glorious colors. They understand that diversity brings unique perspectives, innovative ideas, and a broader range of experiences to the table. It is through diversity that organizations can truly flourish and adapt to the ever-changing landscape of our globalized world.

Furthermore, these successful organizations recognize the non-negotiable truth about Equity. They understand that equity is not about giving everyone the same opportunities, but about acknowledging and addressing the systemic barriers and biases that have historically disadvantaged certain groups. By striving for equity, organizations create a level playing field where everyone has equal access to opportunities, resources, and support systems. It is through equity that true fairness and justice can be achieved.

Lastly, these organizations have leaders who believe in Inclusion. They understand that diversity and equity alone are not enough. Inclusion is about creating a culture where every individual feels valued, respected, and empowered to contribute their unique perspectives and talents. In inclusive environments, individuals are encouraged to bring their whole selves to work, knowing that their voices will be heard, and their contributions valued. It is through inclusion that organizations can tap into the full potential of their diverse workforce.

Don't be swayed by the attempts to dismiss DEI as a mere buzzword. It is a powerful framework that drives positive change, fosters creativity and innovation, and creates a sense of belonging for all individuals. DEI is not something to be discarded or undermined; it is a catalyst for progress and a fundamental aspect of building a better society