Beyond the Acronym: Why the Principles & Purpose of DEI are Here to Stay

Let me be direct: The acronym? It might die. And frankly, I don't care.

Call it DEI. Call it belonging. Call it inclusive culture. The label is irrelevant. The three letters, D-E-I, might fade as a corporate branding strategy. The underlying principles and purpose of this work are not going anywhere.

What matters and what will not go away are the immutable realities that make this work non-negotiable for any organization serious about winning.

Here's what the naysayers don't understand:

Reality #1: Difference Isn't Optional

Humans are different. People represent a rich variety of differences. It is a fundamental fact of human existence. You can't legislate it away. You can't ignore it into submission. As professionals, community members, and leaders, our collective success hinges on our ability to leverage these differences - not suppress or ignore them. 

The only choice you have is this: harness that diversity for innovation and growth or watch your competitors do it while you fossilize.

Reality #2: Denying Bias Isn't Weakness - it's Market Demand

The vast majority of people - your customers, your talent pool, your stakeholders - want impartiality in decision-making. Not because they're "woke" (whatever that means). It’s because they're rational. They know that systems rigged for some (while excluding others) eventually collapse. 

The work of equity is ensuring that individuals representing the full spectrum of differences are respected, valued and able to contribute fully, rather than be isolated or excluded. Equity isn't charity; it's smart risk management.

Reality #3: This Is Also a Moral Imperative

For those who claim to lead with values, let's talk about what those values actually require. In a biblical context, Hebrews 10:24 instructs us to "consider one another in order to stir up love and good works." Consider one another. Not just those who look like us, think like us, or benefit us. One another.

This isn't modern political ideology – it's ancient wisdom. “Stir up” - this is a call to take action and consider others. It’s a proactive intent to create environments where people can contribute their best work and flourish. Thus, being a catalyst for inclusion isn't optional for leaders who claim to operate from principle. It's foundational.

And here's perhaps the most critical realization: There will be a point in time when every individual becomes a representative of difference that requires a degree of accommodation or protection. This might happen naturally as we age, or by chance through an illness or an accident that alters our ability, capability, or capacity to contribute.

Those who find themselves currently so advantaged that they believe they don’t need the protections afforded by an equitable and inclusive society may find themselves deeply regretful later on. When they, or someone they know and love, find themselves seeking the very protections they once fought to deny to others, the personal cost will become clear.

Reality #4: The Law Already Decided

Non-discrimination isn't a trend - it's encoded in our legal infrastructure. Inclusion is simply operationalizing principles we've already agreed upon as a society. Companies refuting, or retreating from, the principles and purpose of DEI (v. the acronym) are burning resources on a battle that's already lost while their competitors build unassailable advantages in talent acquisition, innovation, and market positioning.

The Bottom Line:

Abandon the acronym if it makes you feel better. Rebrand it. Euphemize it into oblivion.

But if you think you can abandon the work - the actual and real commitment to leveraging human difference, ensuring equitable systems, and building cultures where talent thrives regardless of packaging - you're not being safe or merely exercising political neutrality. You're compromising long-term growth and organizational resilience.

This isn't about virtue signaling or navigating political ideology. It's about building organizations resilient enough to survive the future and doing so in a way that aligns with both timeless principles and timely pragmatism. One that, whether you're ready or not, will include you on the other side of that equation.

So, the more relevant question to ask than “Is DEI still is a thing?”: Is your organization positioning itself for these realities, or pretending it can opt out?