We've done the work without proper budgets, without consensus, without full buy-in before — and we've made a difference. A huge difference. Sure, we faced setbacks: budgets cut, positions eliminated, strategies that never fully took hold. But the agenda hasn’t changed.
The reality is, DEI is the right thing to do. It’s not just about doing what’s ethical — it’s about making businesses better, more innovative, and more profitable. But we haven’t yet proven it in the ways that matter most — economically, across complex organizations, and with long-term sustainability.
DEI is an economic advantage, we just haven’t had a chance to consistently show this. We can still make it happen.
The problem isn’t the work — it’s the infrastructure that hasn’t evolved enough. Even when budgets and industries were on our side, the infrastructure refused to shift along with us all. Despite all the effort, the real, lasting change we envisioned never fully materialized. And worse, the economic advantage of DEI never arrived at the pace we expected. Or has it not yet been measured and shared enough?
DEI as we currently know it is dead? Perhaps.
So how did we get here in business?
Simply put, everyone wasn’t invited to the dance. The intention and the Why’s behind the work were not fully understood. The work was appreciated by some but never championed by ALL. People were trained and expected to unlearn and change overnight. Employees were surveyed but not heard or didn’t feel safe enough to share their truth. Diverse folks were welcomed at the table but not empowered to lead. Ideas were fearlessly brainstormed but not executed or evolved with the times. Leaders were influenced but space and time for innovation was never permitted or possible. Action plans were made, but rarely given the time or resources they needed to succeed. DEI strategies and plans were executed but impacts weren’t measured. Progress happened but it wasn’t communicated effectively.
When people did start to feel heard and seen, we started taking the budgets and our efforts away before they could feel valued. The passionate ones that took the call to act weren’t recognized or protected properly so their energy and passion was extinguished. And even for the legends who did it all impeccably, they found it to be an uphill battle. The culture and the power structure didn’t change enough.
It’s evident we need DEI to evolve — a new way for a new day is necessary to re-engage folks. Call it what you want — D&I, EDI, DEIB, JEDIAB — I call it all progress. Progress is made not in one big push, but through consistent, relentless effort.
Leaders, employees, advocates, allies and consultants — the time to act and be emboldened is now. Sit at those tables where DEIB isn't even part of the conversation and keep influencing at all levels, one discussion at a time. Don’t buy into the hype that the work is done. It’s only just begun and it must continue. Stay close to your community of transformational change makers to stay inspired. We need everyone to start leading from the seats they are currently in. The work will never be fully appreciated or championed by all, but its impact is undeniable.
It’s time to be bold. It’s time to double down on this work, even when the world seems to lose hope. We owe it to ourselves, to our communities, and to the next generation of leaders to stay the course. They’re all watching and if we lose hope, they lose hope. We can’t let the system define the pace — we define the pace.
“When the people lead, the leaders follow.” ~ Mahatma Gandhi
Let’s keep going. Change might not happen overnight — but it won’t happen at all if we don’t keep fighting for it. Move forward what matters most. There’s proof of progress around us, we just have to want to see it and use it as fuel.
Let’s be brave. To remain engaged, we must stay informed. We all need to advocate for what is right and use our voice in impactful ways. We can and do make a difference.
The work for equity, justice, and inclusion isn’t easy, but it’s necessary. Let’s not pretend it hasn’t always been challenging. It was just as hard in 2020. It was challenging for the pioneers who paved the way and have been doing this work for decades. It’s 2025 and the conversation stays alive because of us.