DEI: The Common Sense We Forgot to Explain

Walk into any workplace and ask if fairness, respect, and equal opportunity are good things. Most people will nod along. Ask if they believe in diversity, equity, and inclusion (DEI), and you might get eye rolls, skepticism, or outright hostility. The disconnect? DEI isn’t some radical concept—it’s just common sense. But somewhere along the way, we forgot to explain it that way.

Preaching to the Choir While Losing the Crowd

For years, DEI advocates have been speaking to the same audience: people who already believe in the mission. We’ve built an echo chamber filled with passionate voices but few new ears. Meanwhile, those who resist DEI often do so not because they disagree with fairness and inclusion, but because they don’t understand what DEI actually is.

When faced with skepticism, many of us have responded with frustration—pointing toward progress and saying, "Get on board!" instead of walking people through the why and how. We've expected them to sprint to the finish line when they don’t even know where the race starts. And here’s the uncomfortable truth: DEI won’t succeed unless the people in power actively work to dismantle the systems that exclude others. Without their buy-in—not just passive agreement but real action—change stalls before it begins.

How We Close the Gap

• Stop assuming bad intent – Many people who push back on DEI aren’t malicious; they’re misinformed. If we approach them with curiosity instead of criticism, we can have better conversations.

• Make DEI about business, not just morals – Companies that embrace inclusion outperform those that don’t. Let’s talk about innovation, talent retention, and market reach—not just ethics.

• Hold hands, don’t just point fingers – It’s not enough to call out problems; we have to guide people toward solutions. That means patient, persistent engagement—not just calling out failures.

Lesson Learned

Inclusion isn’t an exclusive club—it’s a bridge. If we want more people to cross it, we have to walk with them, not just wave from the other side.

P.S. What’s one conversation about DEI you’ve had that changed someone’s mind? Let’s share the wins—and the lessons.