Rethinking Diversity & Inclusion

The Challenge with DEI

Why isn’t DEI working? Our observations:

Strong symbolism – Shiny slogans and performative actions often overshadow the need for meaningful cultural and systemic change.

Too rigid and rules-based – D&I checklists and guides signal progress but may feel condescending and undermine adaptability.

Lack of diversity of thought – Groupthink and fear of questioning prevailing narratives risk psychological safety and critical thinking.

Overfocus on identities – Excessive focus on visible categories can deepen divides and foster an "us vs. them" mindset.

Misaligned Accountability – To ensure DEI initiatives prioritize outcomes over intentions, we need to reflect how we measure, not just what we measure.

All of this may lead to DEI fatigue or cynicism.

But here is the thing: diversity is already here. Every workplace brings together people with unique backgrounds, perspectives, values, and ways of working.

Diversity and Inclusion Needs a New Approach

Recent debates about the "Death of DEI" (Diversity, Equity, and Inclusion) and the pullback of funding by large companies and governments have spotlighted a critical challenge. Despite good intentions, many DEI initiatives fail to deliver the inclusive workplaces they promise. Some critics even go as far as to claim that DEI is obsolete.

So the question isn’t whether DEI matters—it does. The question is: How can we do it better?

Why We Think this Matters

But somewhere along the way, something got lost.

As experienced DEI practitioners, we’ve noticed a disconnect between DEI goals and their implementation. In our work, we’ve seen how a focus on identity categories can overlook people’s diverse realities. For example, a woman of color from the Global South felt alienated by being labeled “marginalized” despite her privileged background, while a “white, middle-aged male” colleague with an invisible disability felt unseen.

Both stories highlight that boxing people into categories that don’t reflect their experiences not only falls short of DEI’s goals—it can also create division.

Moments like these were just a few of many that made us realize:

We need to rethink DEI to make it work.

We all want to be treated fairly at work, contribute our full potential, and thrive. DEI interventions were originally designed to empower underrepresented groups and ensure equal opportunities—an important goal.