🚂 DEI Isn’t Off the Rails — We Are

Let’s be honest: there’s been a lot of noise lately about how DEI (diversity, equity, and inclusion) is “on the way out.” It’s been labeled as performative. Political. Too “woke.” Too “soft.” And some organizations—spooked by backlash or bored with the pace of change—are hitting the brakes.

But here’s the truth: DEI isn’t the problem. The way we’ve been doing it might be.

It’s not DEI that went off the rails. It’s us. And now, we have a choice: abandon the work, or fix the track and keep moving forward.

🧠 Why DEI Still Matters (Yes, Still)

Let’s start with the obvious: we need DEI.

We need it in our workplaces. In our schools. In our boardrooms. In our government. In our culture. Because our world isn’t equitable. It never has been. And pretending otherwise is not only dishonest—it’s dangerous.

DEI exists to level the playing field. To interrupt systems that were built for the few and leave the rest behind. To create environments where people—all people—can thrive.

It’s not just a business strategy. It’s a social responsibility.

📈 The Business Case Is Still Rock Solid

If you’re here for the data, great—I’ve got that too.

Organizations that prioritize inclusion, diversity, equity, and accessibility outperform their peers on:

• Innovation

• Financial performance

• Retention

• Employee engagement

• Market reach

This isn’t a theory. It’s a fact. McKinsey, Deloitte, Boston Consulting Group, Accenture—pick your source, the numbers all say the same thing:

Diverse teams make better decisions. Inclusive cultures drive results.

If you’re backing off DEI, you’re not being strategic. You’re being shortsighted.

💥 The Cost of Giving Up

Let’s be clear: when organizations backpedal on DEI, they’re not “depoliticizing.” They’re reinforcing inequity.

When companies:

• Disband employee resource groups

• Cut DEI roles

• Silence conversations about identity and inclusion

• Avoid “hot button” topics out of fear

…they’re sending a message. And it’s not a good one. The message is: You don’t belong here.

And when people don’t feel like they belong, they leave. That’s not just a loss of talent—it’s a loss of credibility, trust, and future readiness.

🛠️ How We Get It Back on Track

So what do we do? We refocus. We rebuild. We do the work with intentionality. Here’s what it looks like:

🔍 Reconnect DEI to strategy.
Stop treating it like an add-on or an HR initiative. It should be embedded in your leadership, operations, product design, and culture.

📊 Use data to drive impact.
Representation. Equity in pay and promotion. Retention and engagement. Don’t just talk values—measure them.

🎯 Make DEI everyone’s job.
From frontline staff to the C-suite, inclusion should be in everyone’s performance expectations.

🧠 Invest in education, not just awareness.
Go beyond the surface-level workshops. Teach people how to lead inclusively. How to challenge bias. How to create safe, accessible environments.

✊ Stand up—publicly and consistently.
When the backlash hits (and it will), be ready. DEI isn’t a PR campaign. It’s a commitment. And you have to defend what you claim to value.

🧭 This Isn’t a Detour — It’s the Journey

DEI isn’t a train we hop off when it gets uncomfortable. It’s the foundation for the kind of workplaces—and country—we say we want: fair, inclusive, thriving. Backing away now doesn’t make the work irrelevant. It makes it urgent.

So let’s stop asking, “Is DEI still relevant?” And start asking, “Are we still committed?” Because the track is still there. The need is still real. The train is ready.

All aboard.

Learn more about Michael’s speaking topic, All Aboard: How DEI went off the rails, and how we can get the IDEA train back on the track.