The Root of the Matter on DEI
Before diving into such a meaty (and often misunderstood) topic, it’s important to level-set what we mean by Diversity, Equity and Inclusion (DEI).
DEI is a strategic framework designed to achieve full representation of people based on race, class, gender, religion, ethnicity and identity, which includes ensuring fairness and access (providing additional considerations if needed) and creating a welcoming environment with intention. More than a corporate initiative, it’s an opportunity to harness the power of different backgrounds, perspectives, disciplines and experiences.
Another way to think about DEI is through the lens of opposites or antonyms, which clarifies the term in a practical way:
The opposite of diversity is uniformity or sameness.
The opposite of equity is inequity or imbalance.
The opposite of inclusion is exclusion or omission.
This is why language and meaning are essential to obtain a level of understanding with context. As a leader examining these paired concepts, which environment would you rather be a part of?
The Changing Dynamic of DEI
We can look through history and see examples of the changing dynamic of DEI.
The women’s suffrage movement, which began in the mid-1800s, fought for women’s rights and the right to vote. This was a period where women felt excluded and wanted their voices to be heard. Through advocacy and persistence, American women were granted the right to vote as documented by the 19th Amendment to the Constitution (1920).
Another example is the Civil Right Movement (1954-1968), which was formed to eliminate legalized segregation and discriminatory acts that highly impacted Black Americans. This period focused on an action-oriented approach to ensure equal rights pertaining to education, housing, employment and the right to vote. Based on faith and fortitude, the following acts were enacted: the Civil Rights Act (1965) banned discrimination, the Voting Rights Act (1965) extended protections to vote and the Housing Act (1968) made housing discrimination illegal.
These major movements encompassed components of DEI, evolving systems, ideals and beliefs. Yet today, DEI initiatives are often viewed as taboo.
In our current political climate, organizations have obliged and publicly removed or renamed their DEI roles, policies and infrastructure once in place just a year ago. It’s become normal to ban or shame institutions making inroads toward equitable frameworks for people of color, women, the disabled and veterans.
The Long Road to Equity
There’s an old proverb that states, “The more things change, the more they stay the same.” This suggests that even in the face of transitional shifts, the underlying current remains because the root of the matter has not been tackled with truth and honesty.
Look at how the last decade has revealed some challenging and inequitable frameworks:
In 2014, the Equality of Opportunity Project led by Harvard economist Raj Chetty ranked Charlotte 50th out of 50 among major cities for economic mobility, revealing that children born into poverty here will more likely remain in poverty. The finding was an embarrassment for the city and the community voiced their concerns, demanding improvement.
Leading On Opportunity was then formed, creating a platform of strategies, recommendations and resources to address the overwhelming inequities that low-income families faced daily. A 2024 study has since found that Charlotte made improvements over a 10-year span and is now 38th out of 50, attributing success to public-private partnerships and community-based initiatives that enhanced opportunities. Even with this progress, the key question remains: How can Charlotte become a top 10 city for economic mobility, improving quality of life for all residents?
Performative vs. Transformative Change
In 2020, COVID-19 plus the murder of George Floyd took the world by storm and revealed the compound effects of long-standing racism. Prior to these monumental moments, many believed we were “further along.” Yet, the fundamental work remained incomplete.
In response, protests erupted, and people used their voices and rights to mandate actionable change institutionally and systemically. Companies and nonprofits denounced injustice with racial equity statements, and universities designed classes to help people navigate and value DEI. Additionally, there was a concerted effort to address topics that weren’t easily discussed like emotional intelligence and stereotypes and biases, as well as equitable approaches to community outreach, talent recruitment and retention, sustainability and workplace training and development. These transformative steps changed approaches surrounding DEI, but today we see many statements and programs have not withstood the test of time.
May 25, 2025 marked five years since the public humiliation and murder of George Floyd that catalyzed unprecedented commitment to DEI. Society is witnessing unprecedented times in federal policy to dismantle DEI initiatives along with the disruption of funding and essential programs and services. The silencing is unsettling and the uncertainty about what to do next is paralyzing, demonstrating that the root of the matter still remains.
Even in these challenging times, there’s a silver lining: allies are still motivated to do the work of DEI. There is resolve and courage to keep the “main thing” the main thing—to be human-centered and supportive in substantial ways. Servant leaders who are still determined to make a difference no matter the season give a refreshing sense of hope and opportunity.
For those committed to sustainable DEI progress, here are some actionable approaches to consider moving forward:
Lead with Character & Authenticity
Exceptional leadership becomes most evident during challenging times. People are watching how you lead in this moment. As Martin Luther King, Jr. once said, “The ultimate measure of a man [or woman] is not where he stands in moments of comfort and convenience but where he stands at times of challenge and controversy.”
Get Proximate
Bryan Stevenson, founder of the Equal Justice Initiative, shares that “the way you can begin to understand the problems of the world is by getting proximate.” This means you must invest time, develop and cultivate relationships and communicate with intention. Getting proximate is not a one-time task—it’s truly about committing to the long-game.
Gather Information
With the abundance of competing narratives and misinformation about DEI today, data-driven leadership is essential. Be an informed leader by gathering quantitative and qualitative data through trusted sources, while also conducting your own research through stakeholder conversations, focus groups or surveys. Leaders who ground their DEI strategy in measurable outcomes move beyond rhetoric to create lasting, meaningful change.
Co-Create What Is Possible
In his book “Impact Networks,” author David Ehrlichman writes, “Convening people doesn’t mean inviting them into ‘your thing’; it means inviting them into co-creating what is possible.” With this in mind, 1) consider changing the table and who's invited, 2) convene individuals who are impacted by an issue or do innovative work on the issue, 3) listen well and ensure people are heard, seen and validated, 4) make access a priority and 5) move the work forward together.
