The conversation about diversity, equity, and inclusion (DEI) often swings back and forth. Recently, Meta and McDonald’s announced cuts to their DEI programs, showing this pattern again. After many companies embraced DEI following George Floyd’s death in 2020, economic pressures and political debates have led to a pullback. This shows that DEI is often treated as a trend instead of a key part of business strategy.
Focusing on these shifts misses an important point: diverse and inclusive workplaces are key to business success. Research shows that diverse teams make better decisions, drive innovation, and better understand customers. They also attract top talent, especially millennials and Gen Z, who want to work for companies that share their values. DEI isn’t just the right thing to do—it’s a strong competitive edge.
Treating DEI as just another corporate program misses the point. Like affirmative action in education, DEI programs are short-term solutions to deeper social issues. The real challenge is how we see ourselves and others.
This plays out in daily choices that shape workplace culture: Do we gravitate towards people like us? Do we see some groups as more capable than others? Or do we truly value everyone, recognizing their unique potential and worth?
These questions push us to confront our biases. Policies and programs can only do so much without a change in mindset. None of us chose where we were born or the privileges we have. Real change starts when we recognize our shared humanity and commit to helping others with empathy and respect.
If we don’t change our core attitudes, the DEI and affirmative action pendulum will keep swinging. Surface-level programs can’t fix deeper issues in how we see and treat each other.
For leaders, this is a call to action. Building an inclusive organization takes more than reacting to trends—it requires a culture of genuine respect and understanding. This means:
- Leading by example with inclusive actions.
- Actively seeking and valuing diverse perspectives in decisions.
- Creating spaces where diversity can thrive naturally.
It starts with self-reflection. Leaders need to examine their biases, challenge old habits, broaden their networks, and model the change they want to see.
The goal isn’t perfecting DEI programs, but creating workplaces where inclusion is so natural to how we operate, lead, and grow that DEI programs aren’t needed. This is transformational leadership—and it starts with each of us.