Member-only story
DEI Under Fire: Why Bother Focusing on Strengths?
A LONGSTANDING QUESTION
About 70 years ago, my father delivered a talk titled “Whither the Negro?” It’s an ironic question that still resonates today. We’re still wrestling with many of the same issues regarding the future of Black Americans. While there’s been progress in civil rights, the key challenge of true inclusion — of truly integrating Black Americans in all areas of society — is still unresolved.
This core issue has now evolved under the banner of Diversity, Equity, and Inclusion (DEI), and today, the stakes feel ominous. It’s not just about winning legal battles or ticking boxes. It’s about deep, systemic inclusion that embraces changes to policies as well as hearts and minds.
KEY QUESTIONS FACING DEI IN ORGANIZATIONS
Right now, friends, colleagues, and clients across various organizations are grappling with difficult decisions. The conversations often center on these questions:
1. Is the term “DEI” too controversial to keep?
Some argue that DEI has become too toxic and that its very name has been weaponized by critics. Should we abandon it, or keep it to signal our commitment to fairness, human dignity, equity, and good business?
